員工培訓外文翻譯——企業(yè)員工建設性培訓實施方法

1、<p>　　字數(shù)：英文2346單詞，12438字符；中文3782漢字</p><p>　　出處：G Abhishek，CB Senthikumar.CONSTRUCTIVE TRAINING IMPLEMENTATION METHODOLOGIES FOR CORPORATE EMPLOYEES[J]International Journal of Mechanical Engineering and

2、Technology (IJMET).2017,8(3):89–96</p><p><b>　　外文文獻：　</b></p><p>　　CONSTRUCTIVE TRAINING IMPLEMENTATION METHODOLOGIES FOR CORPORATE EMPLOYEES</p><p>　　Abstract Every or

3、ganization needs to have well trained and experienced people to perform the activities that have to be done. Thus employees’ training is not only an activity that is desirable but also an activity that an organization mu

4、st commit resources to if it is to maintain a viable and knowledgeable work force. The concept of Training has changed from the time it got evolved. The delivery methodology is extremely important, as the success of the

5、training is directly related to the method</p><p>　　Key words: Training Purpose, Training Benefits, Training Methodology& Training Delivery Methods.</p><p>　　1.INTRODUCTION</p><p&

6、gt;　　Conducting training programs in the organization is becoming more crucial these days. Every organization wanted their people to grow well both in terms of technical skills & behavioural skills. Everyone will not

7、 know everything when they get into the organization. With experience & effective training, an employee gets the knowledge & will start incorporating things in the work place. Without training the job becomes mon

8、otonous. Thus to make the work more conducive, training is becoming more mand</p><p>　　2.THE MAJOR PURPOSES OF TRAINING</p><p>　　To Improve Productivity</p><p>　　Purposeful instruct

9、ion can help employees increase their level of performance on their present assignment. Increased human performance often directly leads to increased operational productivity and increased company profit. Again, increase

10、d performance and productivity, because of training, are most evident on the part of new employees who are not yet fully aware of the most efficient and effective ways of performing their jobs.</p><p>　　To I

11、mprove Quality</p><p>　　Better informed workers are less likely to make operational mistakes. Quality increases may be in relationship to a company product or service, or in reference to the intangible organ

12、izational employment atmosphere.</p><p>　　To Help a Company Fulfill its Future Personnel Needs</p><p>　　Organizations that have a good internal educational programme will have to make less drast

13、ic manpower changes and adjustments in the event of sudden personnel alternations. When the need arises, organizational vacancies can more easily be staffed from internal sources if a company initiates and maintains an a

14、dequate instructional programme for both its non-supervisory and managerial employees.</p><p>　　To Improve Organizational Climate</p><p>　　An endless chain of positive reactions result from a we

15、ll-planned training programme. Production and product quality may improve; financial incentives may then be increased, internal promotions become stressed, less supervisory pressure ensure and base pay rate increases res

16、ult. Increased morale may be due to many factors, but one of the most important of these is the current state of an organization’s educational endeavor.</p><p>　　To Improve Health and Safety</p><p

17、>　　Proper training can help prevent industrial accident. A safer work environment leads to more stable mental attitudes on the part of employees. Managerial mental state would also improve if supervisors know that the

18、y can better themselves through company-designed development programmes.</p><p>　　Obsolescence Prevention</p><p>　　Training and development programs foster the initiative and creativity of emplo

19、yees and help to prevent manpower obsolescence, which may be due to age, temperament or motivation, or the inability of a person to adapt him to technological changes.</p><p>　　Personal Growth</p><

20、;p>　　Employees on a personal basis gain individually from their exposure to educational experiences. Again, management development programs seem to give participants a wider awareness, an enlarged skill, and enlighten

21、ed altruistic philosophy, and make enhanced personal growth possible.</p><p>　　Thus the major purpose of training is to transmit the knowledge to the participants. This is not only for the technical programs

22、. It can also be followed for the behavioural or soft skills training programs. Now the importance given to the soft skills training is growing high as the cultural change plays a major role in defining the success of th

23、e organization. Thus along with technical training, the soft skills are also given more importance for the organizational growth.</p><p>　　3.BENEFITS OF TRAINING</p><p>　　?Helps in an increased

24、use of technology which results in higher production.</p><p>　　?it helps in additional hands to cope with an increased production of goods and services.</p><p>　　?Helps in higher performance of

25、inexperienced, new joiners.</p><p>　　?Old employees need refresher training to enable them to keep abreast of the changing methods, techniques and use of sophisticated tools and equipments.</p><p&

26、gt;　　?It helps the employees to do the work in a more effective way, to reduce learning time, reduce supervision time, reduce waste and spoilage of raw materials and produce quality goods and develop potential goods.<

27、/p><p>　　?It reduces grievances and minimizes rate of errors and mistakes.</p><p>　　?It maintains validity of an organization as a whole and raises the morale of its employees.</p><p>

28、　　?It helps in assisting employees to function more effectively in their present positions by exposing them to the latest concepts, information and techniques and developing the skill in a particular field.</p>&l

29、t;p>　　?It helps in building up a second line of competent officers and prepared them to occupy more responsible positions.</p><p>　　?To broaden the minds of senior managers by providing them with opportun

30、ities for an interchange of experiences within and outside with a view to correcting the narrowness of the outlook that might arise from over specialization.</p><p>　　4.TRAINING METHODOLOGY</p><p&

31、gt;　　4.1.Traditional & Computer Assisted Training</p><p>　　In the early days the training methodology was more into class room session & they started using Computer Systems in mid 90s for conducting

32、sessions. In the class room sessions, the facilitator will talk & people would be listening to it. Hardly people were given a chance to speak. When computer systems were used, people were more inclined towards knowin

33、g it as it was a new training concept for all.</p><p>　　4.2.The E Learning Era</p><p>　　Once the computers were used in the training, there were lots of associations who came with an E Learning

34、methodology for learning. Here the participants can learn from anywhere. Initially, participants were forced to sit at once place & sessions will be conducted by a facilitator. But in the E Learning modules, the part

35、icipants were given a flexibility options. Thus it was much more flexible. This method is followed even now.</p><p>　　4.3.Blended & Informal Learning</p><p>　　This was a combination of the a

36、bove mentioned methodologies. The session was taken with</p><p>　　?Class Room Training</p><p>　　?Using E Learning Tools like videos, audios</p><p>　　?Power Point Presentations</p

37、><p><b>　　?Handouts</b></p><p>　　?Discussion Forums</p><p>　　This mechanism was designed & formulated in abroad many years back. Now Indian Trainers have started involv

38、ing their sessions on the tools mentioned above than relying only on Power Point Presentations. This is a successful methodology.</p><p>　　4.4.Collaborative Training</p><p>　　Very few trainers w

39、ho are competent & having a great command in their domain are coming into this methodology of training. This is done more on the Experiential Learning basis. It is the combination of all the above ways. Here trainers

40、 do not teach. They facilitate the participants to come out with their own learning outcome. Thus participants will be satisfied by getting to know what they wanted. Most of the trainers are relaying on the conventional

41、type of training program. This collaborative </p><p>　　Thus Successful Training = ROI [Participants Time + Organization’s Investment +Trainers Knowledge& Ability]</p><p>　　5.TRAINING DELIVER

42、Y METHODS</p><p>　　The training delivery methodology has changed from the time of inception. Initially it was only through the Lecture systems. People had no option, than sitting in the hall & listening

43、to the lecture. People make notes from the information said by the speaker/trainer. Anything to be specified, the trainers were using the white board to signify the same.</p><p>　　Then when some informative

44、books came in the market, people started showing interest more in this as they can do reading at any point of it. They started making notes even from this & used the learning at the appropriate situations.</p>

45、<p>　　Then the Audio Visual medium came. Along with the lecture, trainers show some videos & power point presentations. This was inculcating lots of interest towards the subject. It was also easy for people to

46、understand.</p><p>　　In the Demonstration method, it was more like shown on how it has to be done. Most of the fields like Medicine, Chemical, Mechanical, etc.., undergo the demonstrative method to make sure

47、 the learning reaches the audience at its best.</p><p>　　After a point, trainers started implementing the Participative Approach in the training program. The teams would be formed based on the random/compete

48、ncies/department basis. The participants will be discussing on the topic & from that the learning will be formulated. Here the trainer will be a mediator & he will make people to think, reflect, make everyone to

49、participate, give ideas etc.., this methodology is called as the Discussion Forums/Group. Here everyone will reflect, have mutual learning</p><p>　　Practice by doing methodology is effectively followed by ve

50、ry few technically strong facilitators. It will involve lots of practical activities which will help the participants to understand the learning easily. This can be achieved from conducting experiential training sessions

51、 which will be easy for the participants to implement the learning at their work.</p><p>　　Immediate Use is a methodology is done when people were about to get in to the job/project, the training conducted f

52、or them will be of immediate use. This will also help them to teach the same learning to others. By this they will also help others & will not forget the learning.</p><p>　　6.INTERESTING TRAINING DELIVER

53、Y METHODOLOGY</p><p>　　If the training has to be successful, the training delivery methodology has to be very effective. The trainer or the facilitator cannot depend only on the lecture method or the power p

54、oint slides. The trainers are supposed to innovate & come out with fresh & new mechanisms in the training delivery. if not participants will get bored.</p><p>　　Now the participant’s expectations tow

55、ards the programs are going high. This is because of the exposure of the participants & their intellectual capability is also very high. If the trainer continues to speak or show the slides, the participants will not

56、 be in a position to get along with the subject matter. Thus it is a huge challenge for the trainer to make the participants to be more attentive.</p><p>　　If it is the technical topic, people will be forced

57、 to be more attentive as they may have to incorporate the learning in their job. But when it comes to Soft Skills topics, it will become a big challenge to the trainers to incorporate the same.</p><p>　　The

58、recent study of conducting effective training delivery methodologies has found what interests the audience in terms of training delivery.</p><p>　　In that study, many prefer the Games & Activities as it

59、has wider scope of learning coverage compared to the other methodologies. Here participants actively participate & get the learning easily. The learning will be dealt with more fun. This is a kinesthetic way of handl

60、ing the session, people will not forget the learning outcomes & thus the program will be successful in terms of feedback & also into the cultural changes in the organization.</p><p>　　The Effective T

61、raining Delivery can be done through</p><p>　　?Games [Indoor & outdoor]</p><p>　　?Personal Interaction & Motivation</p><p>　　?Case Studies</p><p>　　?Role Plays&

62、lt;/p><p>　　?Discussion ForumsWith Limited Power Point Slides</p><p><b>　　?Videos</b></p><p>　　?Quiz & Puzzles</p><p>　　?Team Presentations</p><

63、;p>　　?Limited Slides with more figures than words</p><p>　　?Proper Debriefing from the facilitator</p><p>　　If these delivery methodologies are followed, the training would be very successful

64、.</p><p>　　7.SUGGESTIONS</p><p>　　?Trainers should make the participants to speak & ignite their minds towards the particular topic.</p><p>　　?The trainer should be like a catal

65、yst or a facilitator. His role should be 30% & 80% should be from the participants’ side.</p><p>　　?Trying to come out with innovative techniques for the program & make it livelier with live examples

66、. Should be more of Participative Experiential Learning.</p><p>　　?Giving handouts & making them to work on it will also help in easy understanding of the concept.</p><p>　　?Involving lots o

67、f games/activities/exercises to make the session energetic</p><p>　　?Motivating each & every participant to actively participate in the session</p><p>　　?Giving individual attention will als

68、o boost the employees’ interest towards the program.</p><p>　　?From every activity, the learning objective should be identified & make them aware how that can be implemented in the organizational climate

69、.</p><p>　　?All the modern methodologies are formulated to for easy understanding. Thus instead of power point presentations, the trainers can start to incorporate these delivery methods to make it more effe

70、ctive.</p><p>　　?The ability of the trainer is to formulate the activities & Games to the desired objective. Conducting activities is not great but conducting activities which are in sync with the traini

71、ng goals & objectives makes the difference. At the end, it has to be communicated to the audience by the trainer.</p><p>　　8.CONCLUSION</p><p>　　The current study identified the gap in the t

72、raining delivery methodology. Many training sessions are not well received as the methodology is not been properly followed. This article is not against power point presentations. Along with the power point presentations

73、, there should be some interesting leaning mechanism which will enhance the interest of the participants during the training sessions. Content is more important in the training. But if the content is not been delivered w

74、ith the proper </p><p><b>　　中文譯文：</b></p><p>　　企業(yè)員工建設性培訓實施方法</p><p>　　摘要 每個組織都需要訓練有素且經(jīng)驗豐富的人員來執(zhí)行必須完成的任務。因此，員工培訓不僅僅是一種可取的活動，而且是組織為了維持既有活力又有知識的工作隊伍所必須投入的一種資源。隨著時代的演變，培訓的概念

75、已經(jīng)發(fā)生了變化。培訓實施的方法非常重要，培訓計劃中所采用的方法直接關系到培訓的成功。</p><p>　　關鍵詞：培訓目的，培訓福利，培訓方法與培訓實施方法。</p><p><b>　　1.簡介</b></p><p>　　如今，在組織中開展培訓計劃變得越來越重要。每個組織都希望他們的員工在技術技能和行為技能方面都能得到發(fā)展。在剛進入組織時，

76、他們對工作一無所知。通過經(jīng)驗和有效的培訓，員工將獲得知識，并將知識融入到工作當中。沒有培訓，工作將變得單調(diào)無味。因此，為了使工作更加有益，培訓變得越來越具有強制性。培訓是學習一系列程序行為的過程。它是知識的應用。它使人們認識到指導他們行為的規(guī)則和程序。它試圖提高人們在目前工作中的表現(xiàn)，為接下來的工作做好準備。培訓所做的一切是為了讓員工保持他們的工作相關的知識技能和能力。培訓是一項技術，通過提高個人和團隊的技能來改善組織正在做的事情。&l

77、t;/p><p><b>　　2.培訓的主要目的</b></p><p><b>　　提高生產(chǎn)率</b></p><p>　　有目的的教學可以幫助員工在目前的工作中提高他們的績效水平。提高人力績效往往會直接促進業(yè)務生產(chǎn)率的提高和公司利潤的提高。再次，對于還沒有認識到最有效的工作方式的新員工來說，培訓的作用最為明顯，提高了績效和

78、生產(chǎn)率。</p><p><b>　　提高質(zhì)量</b></p><p>　　明智的員工不太可能犯操作上的錯誤。質(zhì)量的提高可能與公司的產(chǎn)品或服務有關，或者與無形的組織工作氛圍有關。</p><p>　　幫助公司實現(xiàn)未來人才需求</p><p>　　有良好的內(nèi)部教育計劃的組織，在突發(fā)人事變動的情況下，會盡力減少劇烈的人力變化

79、和調(diào)整。如果公司為非管理人員和管理人員建立并維持適當?shù)呐嘤栍媱?，那么當出現(xiàn)需求時，組織空缺可以更容易地由內(nèi)部資源來填補。</p><p><b>　　改善組織氛圍</b></p><p>　　一個精心策劃的培訓計劃會產(chǎn)生一連串的積極反應。生產(chǎn)和產(chǎn)品質(zhì)量得到提升，財政激勵措施得到增加，內(nèi)部晉升得到重視，監(jiān)管壓力變小，基礎工資也會提高。員工的積極性得到提高可能是由于許多因

80、素，但其中最重要的一個因素是目前組織的教育工作狀況。</p><p><b>　　改善健康和安全</b></p><p>　　適當?shù)呐嘤栍兄诜乐构鹿实陌l(fā)生。一個更安全的工作環(huán)境會使員工的心態(tài)更加穩(wěn)定。如果管理者知道他們可以通過公司設計的發(fā)展方案更好地發(fā)揮自己的作用，那么管理者的心態(tài)也會得到改善。</p><p><b>　　防止

81、退化</b></p><p>　　培訓和發(fā)展計劃促進了員工的主動性和創(chuàng)造力，并有助于防止因年齡、性情、動力，或無法適應技術變化而導致的人力退化。</p><p><b>　　個人成長</b></p><p>　　個人基礎上的員工從受教育的經(jīng)歷中獲得個人受益。再次，管理發(fā)展計劃似乎給參與者帶來了廣闊的認識、強大的技能和無私的奉獻精神，

82、并使個人成長成為可能。</p><p>　　因此，培訓的主要目的是向參與者傳授知識。這不僅僅可以用于技術項目，也可以用于行為或軟技能培訓項目?，F(xiàn)在，隨著文化變化在確定組織成功方面發(fā)揮的重要性，對軟技能培訓的重視程度也越來越高。因此，隨著培訓技術的發(fā)展，軟技能也更加重視組織發(fā)展。</p><p><b>　　3.培訓的好處</b></p><p>

83、;　　?有助于使用技術，從而提高產(chǎn)量。</p><p>　　?有助于增加人手，以應付增加的貨物和服務的生產(chǎn)。</p><p>　　?有助于缺乏經(jīng)驗的新員工提高績效。</p><p>　　?老員工需要進修培訓，使他們能夠跟上不斷變化的方法、技術以及先進的工具和設備的使用。</p><p>　　?幫助員工以更有效的方式開展工作，減少學習時間，減少

84、監(jiān)督時間，減少原材料的浪費和變質(zhì)，生產(chǎn)優(yōu)質(zhì)的產(chǎn)品,開發(fā)潛在的產(chǎn)品。</p><p>　　?減少投訴，盡量降低錯誤和錯誤率。</p><p>　　?保持整個組織的有效性，提高員工的積極性。</p><p>　　?有助于幫助員工在當前職位上更有效地發(fā)揮作用，使他們接觸到最新的概念、信息和技術，并在特定領域發(fā)展技能。</p><p>　　?有助于建

85、立二線主管人員，讓他們擔任更重要的職位。</p><p>　　?拓展高層管理人員的視野，為他們提供內(nèi)外經(jīng)驗交流的機會，以糾正由過度專業(yè)化而引發(fā)的狹隘思維。</p><p><b>　　4.培訓的方法</b></p><p>　　4.1.傳統(tǒng)的和計算機輔助培訓</p><p>　　在早期，培訓方法多是進入課堂會議室，90年

86、代中期，開始使用計算機系統(tǒng)進行會話。在課堂上，主持人說話，人們在聽。幾乎沒有人有機會講話。當使用計算機系統(tǒng)時，人們更傾向于接受它，因為這是一種全新的培訓理念。</p><p><b>　　4.2.E學習時代</b></p><p>　　一旦計算機被用于培訓，就有很多協(xié)會為學習提供了一種E學習方法。在這里，參與者可以從任何地方學習。以前，參與者被迫坐在一個地方，會議由主

87、持人主持。但在E學習模塊中，參與者可以靈活選擇培訓地點。因此它更加靈活，即使是現(xiàn)在，這種方法也被采用。</p><p>　　4.3.混合和非正式學習</p><p>　　這是上述方法的結合。培訓是由以下部分組成：</p><p><b>　　?課堂培訓</b></p><p>　　?使用E學習工具，如視頻，音頻</

88、p><p><b>　　?幻燈片演示</b></p><p><b>　　?講義</b></p><p><b>　　?討論論壇</b></p><p>　　這種機制是國外在多年前設計制定的?，F(xiàn)在，印度的培訓師已經(jīng)開始將他們的課程與上面提到的工具進行結合，而不是僅僅依賴于幻燈片演示

89、。這是一種成功的方法。</p><p><b>　　4.4.協(xié)作培訓</b></p><p>　　極少數(shù)在培訓領域有能力和話語權的培訓師正在使用這種培訓方法。這在體驗式學習的基礎上做得更多。它是所有上述方法的組合。這里，培訓師不教課，他們幫助參與者自己得出學習成果。這樣一來，參與者就可以通過清楚他們想要什么來獲得滿足。大多數(shù)培訓人員都是按照常規(guī)的培訓計劃來進行培訓的。

90、這種協(xié)作方法很容易讓參與者理解這個概念。實施培訓計劃的主要重點是讓參與者了解并獲得他們花費的時間和組織所花費的資金的回報。</p><p>　　因此，成功培訓=投資回報率[參與者的時間+組織的投資+培訓者的知識與能力]</p><p><b>　　5.培訓的方法</b></p><p>　　培訓的方法從成立之初就發(fā)生了變化。最初，只有通過演講系

91、統(tǒng)。人們除了坐在大廳里聽講座之外別無選擇。人們根據(jù)演講者/培訓者所說的信息做筆記。需要詳述的知識，培訓者都會用白板加以說明。</p><p>　　然后，當一些有價值的書出現(xiàn)在市場上時，人們開始表現(xiàn)出更多的興趣，因為他們可以隨時閱讀。他們甚至從此開始做筆記，并在適當?shù)那闆r下進行學習。</p><p>　　再接下來，出現(xiàn)了視聽媒體。在講座的過程中，培訓師還會展示一些視頻和幻燈片演示，以增加培訓

92、主題的趣味性。人們也很容易理解。</p><p>　　在演示方法中，它更像是演示這是怎么做的。大多數(shù)如醫(yī)學、化學、機械等領域都采用了演示的方法，以確保學習達到最佳效果。</p><p>　　這之后，培訓師開始在培訓計劃中實施參與式培訓。小組將根據(jù)隨機/能力/部門的基礎進行組建。參與者將討論這個主題，并從中制定學習。在這里，培訓師將是一名調(diào)解員，他讓大家思考、表達，讓大家參與、提出想法，等等

93、，這種方法被稱為論壇討論/小組討論。在這里，每個人都會反思，相互學習，并會對他們已經(jīng)成為學習機制的一部分感到滿意。它不是一種單一的溝通方式，而是一種明確的團隊溝通。</p><p>　　通過少量的技術性強的培訓者，實踐方法學可以得到有效的貫徹。它會涉及到許多實踐活動，有助于參與者輕松地理解學習。這可以通過進行體驗式培訓來實現(xiàn)，這樣參與者很容易就在工作中學習。</p><p>　　立即使用是

94、一種方法，當人們準備進入這個工作/項目時，為他們進行的培訓將立即得到使用。這也有助于他們向他人傳授同樣的知識。這樣一來，他們既不會忘記所學的知識，也能夠幫助到別人。</p><p><b>　　6.有趣的培訓方法</b></p><p>　　如果培訓必須取得成功，培訓的方法必須非常有效。培訓師或主持人不能只依賴于演講或幻燈片。培訓者應該進行創(chuàng)新，在培訓中推出新的學習機

95、制。如果沒有，參與者會感到厭煩。</p><p>　　現(xiàn)在，參與者對這些培訓項目的期望越來越高。這是因為參與者的表達能力和他們的智力也很高。如果培訓師繼續(xù)演講或放映幻燈片，參與者將無法與培訓主題達成共識。因此，培訓師要讓學員更加專心，這是一個巨大的挑戰(zhàn)。</p><p>　　如果是一個技術性的培訓主題，人們將不得不更加專心，因為他們可能必須要把學習的知識融入到工作中去。但當談到軟技能的培訓

96、主題時，培訓師們也將面臨同樣的挑戰(zhàn)。</p><p>　　最近一項關于實施有效的培訓方法的研究發(fā)現(xiàn)，對于培訓的方法，參與者最感興趣的是什么。</p><p>　　在這項研究中，許多人更喜歡游戲和活動，因為與其他方法相比，它的學習范圍更廣。在這里，參與者積極參與并能輕松學習。學習將會更加有趣。這是處理會話的一種動態(tài)方式，人們不會忘記學習成果，因此該計劃能夠在組織的反饋和文化變革方面取得成功。

97、</p><p>　　有效的培訓方法可以通過：</p><p>　　?游戲（室內(nèi)和室外）</p><p><b>　　?個人互動與動機</b></p><p><b>　　?案例研究</b></p><p><b>　　?角色扮演</b></p&g

98、t;<p><b>　　?論壇討論</b></p><p><b>　　?視頻</b></p><p><b>　　?問答游戲</b></p><p><b>　　?團隊演講</b></p><p>　　?數(shù)字多于文字的幻燈片</p&g

99、t;<p><b>　　?主持人的適當匯報</b></p><p>　　如果遵循這些培訓方法，培訓將是非常成功的。</p><p><b>　　7.建議</b></p><p>　　?培訓師應該讓參與者發(fā)言，并激發(fā)他們對特定主題的看法。</p><p>　　?培訓師應該像催化劑或調(diào)解人

100、。他的角色應該是30％，80％應該來自于參與者。</p><p>　　?嘗試為培訓項目提供創(chuàng)新的技術，用生動的例子使培訓輕松活潑起來。讓學員更多地參與體驗式培訓。</p><p>　　?給學員提供講義并讓他們參與其中，也有助于學員輕松理解這一概念。</p><p>　　?包含大量的游戲/活動/練習，使培訓充滿活力。</p><p>　　?激勵

101、每個參與者積極參加到培訓中來。</p><p>　　?重視每個學員，提高學員對培訓項目的興趣。</p><p>　　?從每個活動中，應該確定學習目標，并讓他們知道如何在組織氣氛中實施這一目標。</p><p>　　?所有的現(xiàn)代方法都是為了易于理解而制定的。因此，培訓師可以采用這些培訓方法，從而使其更加有效。</p><p>　　?培訓師的能力

102、根據(jù)所期望的目標制定活動和游戲。開展的活動要與培訓的目標相一致。最后，培訓者必須向?qū)W員傳達信息。</p><p><b>　　8.結論</b></p><p>　　目前的研究確定了培訓方法的差距。由于沒有恰當?shù)剡x用方法，許多培訓課程都沒有受到歡迎。本文并不反對幻燈片演示。隨著幻燈片演示，應該有一些有趣的學習機制，以提高學員在培訓期間的興趣。內(nèi)容在培訓中更為重要。但如果