第5章培训管理.ppt

第5章培训管理
任何用来发展雇员的知识、技巧、行为或态度，以有助于达到组织目标的系统化过程。
根据实际工作的需要，为提高劳动者素质和能力而对其实施的培养和训练。
培 训
Training and Developmu need training? What is the problem or opportunity?
2. Is training the best solution for this problem?
3. How has your company addressed this problem in the past? How have other companies addressed it?
4. What is the hoped-for outcome of the training and how will you know if you've achieved it?
5. Who will the training target?
6. What is your timeline and budget?
7. What is the history and reputation of training in your company?
8. Who will be responsible for selecting, monitoring and evaluating the training?
9. Should we use an in-house or an outside trainer? Should we train onsite or off?
10. What is the best way to "deliver" the training content?
11. Does the program offer multidimensional learning?
12. Does the training give participants meaningful opportunities to learn actively?
13. Does the program offer "real life" problem solving?
14. Does the training match your corporate culture?
15. What materials does the program use?
16. What are the qualifications of the training program?
17. What are the qualifications of the individual facilitator?
18. Who has used the training? What do they say about it?
19. Is there a guarantee?
20. What must be done to ensure training has a lasting impact?
Questions help you turn your trainees into learners, and keep learning intact after the training is over
组织学****与学****型组织
组织学****是一个主动适应环境的过程，在此过程中组织及其成员积极学****并应用组织内外有用的知识，指导组织的行为，同时也影响着组织的环境。
学****型组织
是指通过培养弥漫于整个组织的学****气氛、充分发挥员工的创造性思维能力而建立起来的一种有机的、高度柔性的、扁平的、符合人性的、能持续发展的组织。这种组织具有持续学****的能力，具有高于个人绩效总和的综合绩效。
组织学****br/>概念
学****型组织的五项修炼
自我超越（Personal Mastery）
改善心智模式（Improving Mental Models）
建立共同愿景（Building Shared Vision）
团体学****Team Learning）
系统思考（Systems Thinking）
学****型组织
组织成员拥有一个共同的愿景
组织由多个创造性个体组成
善于不断学****终身、全员、全过程、团体）
“地方为主”的扁平式结构
自主管理
组织的边界将被重新界定
员工家庭与事业的平衡
领导者的新角色（设计师、仆人和教师）
学****型组织
特 征
※本章要点及思考题：
基本概念：培训 培训迁移 人力资源开发 职业生涯管理
重点及思考题：
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