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在职培训的类型及重要性-Dissertation Introduction范文

日期:2017-4-6作者:www.51lunwen.com编辑:cinq点击次数:255
销售价格:免费论文论文编号:lw201704061723065463论文字数:3000 
论文属性:硕士毕业论文论文地区:英国论文语种:English 

In this chapter, different authors' view from different sources will be analyzed with relation to On-the-Job Training.在本章中,从不同来源的不同作者的观点进行分析与工作培训。

无论是商业还是非商业,将它的知识工作者和他们的生产力”,他进一步认为,人力资源是其成为最重要的资产是这样关心和管理任何组织成功的命脉。其中一个方法,可以做到这一点是训练。员工的培训是一个重要的因素,如果组织想,显然,实现其目标的有效和高效的方式。培训是作为一个正式的、系统的调整行为通过学习教育的结果,其发生和发展计划的经验指导。

2.0 Introduction
According to Peter Drucker (1999) 'the most valuable asset of a 21st-century institution, whether business or non-business, will be its knowledge workers and their productivity' and he further considered the human resource as being the lifeblood of any successful organization which as a result becomes of prime importance that such asset is cared and well managed. One way through which this can be done is training. Training of employees is an important factor if the organization wants to, obviously, achieves its objectives in an effective and efficient manner.

Training is defined by Armstrong (2001) as a formal and systematic adjustation of behavior through learning which occurs as a result of education, instruction, and development and planned experience. On his side, Noe (2002) view training as a planned effort by a company to facilitate employees' learning of job related competencies. Moreover, Bentley (1990, p.25) stated that the role of training may be seen as 'ensuring that the organization has the people with the correct mix of attributes, through providing appropriate learning opportunities and motivating people to learn, and thus enabling them to perform to the highest level of quality and service.'

Lanciono et al. (2004) highlighted the fact that call centre Managers are concerned about the continuous improvement of employees' skill, since the products, technologies, and services that they handle are changing at a rapid pace and as a result call centres are often forced to provide employees who service and sell their product with formal training and opportunities to upgrade their knowledge and skills.

2.1 The effectiveness of training
Effective training program helps organization to achieve their objectives. Drummond (1989) put forward the general objectives of training activities as being; orienting new employees to the organization and their job, helping employees perform their current jobs well, keeping employees informed of changes within the organization, and providing opportunities for personal development.

Sales and Cannon (2001) pointed out that both theory and practice have improved dramatically trainings' effectiveness. Kirckpatrict (1996) further affirmed that effectiveness is a concept that consists of four levels: satisfaction, learning results, job behavior and organizational benefits. The effectiveness of training is not only caused by training characteristics but is also influenced by the trainee's characteristics and organization's characteristics. The influence of the supervisor (and sometimes


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