外文翻译--没有培训就难以获利(编辑修改稿)

外文翻译--没有培训就难以获利(编辑修改稿)内容摘要：

hing you see。 talking a look at employee performance appraisals, and talking to your customers. Renew the information you’ve gathered and try to determine in which area training may be the answer to a particular problem. Keep in mind that training works best when one needs knowledge or skill and is fairly motivated to get it. If you find that your organization is full of people who know what they’re doing but lack the enthusiasm to do it well or to improve on the methods they use, perhaps you have a morale problem and the answer may lie in reward and recognition programs rather than training. Similarly, if production is down and turnover is high, maybe the issue is poor hiring and selection, and again, training won’t resolve it. Once you know that training could well be the answer, try to narrow it down further by dividing your needs into technical, technological and management practice, Technical and technological skills are usually the first ones to be taken care of because, without them, it is really different to get the job done. Do not ignore the importance of management skills. They improve employee morale, help teams function more effectively and help employees develop as they look for new challenges. Ways to offer training There are three basic ways to offer training: your organization can develop and deliver the training material。 you can hire an outsider to develop and deliver the material or you can hire an outsider to develop the material but have someone within your organization deliver it . (When a very limited number of people in the organization need a particular type of training, you may consider employing a coach or sending those individuals to a public seminar.) The biggest advantage to developing and delivering your own material is that it is usually the least costly way (outofpocket costs) and it is tuned o your unique organizational needs. The primary disadvantage is the possible lack of training expertise among your employees, as well as the time involved. Buying the design and delivery should ensure subject matter accuracy as well as training expertise. However, the extent to which the trainer is willing or able to customize the program to your industry in general, and to your organization in particular, may be a problem. Finally, there’s an alternative that few organizations consider: the organization makes a list of the required knowledge and skills. The trainer then considers other related principles/topics and creates a training program that includes lecture material, learning exercises, checklists and notes for the instructor. The instructor is a member of the organization who knows first hand what the pany struggles with. He or she knows what can be done, what will never work, and so on. He or she also has the credibility, in the eyes of the participants, of someone who has been there and who has succeeded. Related to this way of offering training is buying an “off the shelf” program. This is a standard package containing lecture notes, exercises。