第六章 培训及开发 Training and Development 本章内容 培训概述 战略性培训 培训项目设计工具 培训成果转化 培训评估 培训理念的变化 培训从广义上来看应该是创造智力资本的途径。 许多公司目前已接受了广义上的培训，即高层次培训（high-leverage training）－与经营战略目标有关，运用指导性设计过程确保培训的有效性。 高层次培训实践是学习型组织（learning organization）的一个特点，有助于营造一个鼓励持续学习的工作环境。 培训角色的演变 注重教授知识与技能 连接培训与业务需要 利用培训实现 知识创造与共享 注重教授技能与知识。培训的这种角色将会一直持续下去。关于培训的这种观点隐含着经营环境是确定的这样一个条件，它可为公司所驾驭，而且公司能控制并预测未来需要的知识和技能。 连接培训与业务需要。在大多数情况下，公司的外部环境中是不确定的。这意味着由于不能事前预见到可能存在的问题，培训要建立在虚拟的基础上以帮助员工应付实际将出现的特定的经营难题。培训实践的开发是建立在经营需要的基础上的，并与之直接相关。 利用培训实现知识创造与共享。赢得竞争优势的关键在于开发智力资本。培训的价值在于使员工了解整个生产或服务过程及各部门之间的关系（系统理解力），同时激励他们进行革新并输送高质量产品和服务（关心为什么是）。 Linking training and development to competitive Increasing worker competence Bringing about permanent changes in employees’s knowledge base, attitudes, and/or skills. Increasing the competence of new workers Technical training----special job-related Orientation training----learning about jobs, the company, and its policies and procedures Literacy training----basic skills Increasing the competence of current workers Remedial training Change-related training Development training Linking training and development to competitive Remedial training----mending deficient in some skills To keep up to date with various types of changes dealing with technological advances, new laws or procedures, or a change in the organization’s strategic plan Developmental programs provide employees with the appropriate skills needed for higher level positions to which they may eventually be promoted Linking training and development to competitive 减少了非志愿离职的可能性 通过管理人员的指导培训可以改善管理水平 培训可以减少不必要的辞退现象出现： 提高了员工工作技能，因而可以提高工作绩效 提高了上司管理低绩效水平员工的能力 通过再教育更新了员工过时的工作技能，为组织赋予他们新的工作任务提供了可能。 Linking training and development to competitive The cost efficiency of training and development practices 15 hours /year, 15 billion hours/year totally 30 billion on formal training, 180 billion on informal training Training expenditures increased by 38% form 1986-1988 But the success rate of training fail to result in benefit. Only 10% of material learned in training is actually applied to the job. T＆D　general issues Often a legally required function Ambiguity of objectives(含糊的目标) Maintenance function Strategic function Part of competitive compensation package Impacts retention Vary according actual capacity of the firm