02 Training management
行政人事工作汇报PPT
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Cultural construction
企业文化建设
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Part 04
企业文化建设 Cultural construction
蓝色商务
行政人事工作总结汇报
I have confidence that you will believe I can make it after you've read my first year working report at the end of this document. I have confidence that you will 。
人员培训管理
Training management
计划培训12次/年，月均/1次
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实际培训26次/年，月均2-3次
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汇报部门：ＸＸＸ
汇报人：ＸＸＸ
03
以人为本，树立精干高效的队伍形象，打造精神文化。企业文化实质是 “人的文化”，人是生产力中最活跃的因素，人是企业的立足之本；
THANKS
感谢您的观看！
I have confidence that you will believe I can make it after you've read my first year working report at the end of this document. I have confidence that you will 。
2024年培训计划英文
2024年培训计划英文IntroductionIn the fast-paced and ever-changing world of the 21st century, the importance of continuous learning and development has become increasingly evident. As technologies evolve, new skills and competencies emerge, and the demand for a highly skilled and adaptable workforce continues to grow. In light of these challenges, organizations must invest in their employees through comprehensive training programs to ensure their continued success and competitiveness in the global marketplace.In 2024, our organization is committed to providing a robust and diverse training plan that addresses the needs of our employees at all levels. This plan will encompass a wide range of learning opportunities, including technical skill development, leadership training, and personal development initiatives, to ensure that our workforce remains equipped with the knowledge and expertise necessary to excel in their respective roles.ObjectivesThe primary objectives of the 2024 training plan are to:1. Enhance the technical skills and competencies of our employees to meet the evolving demands of our industry.2. Develop strong leadership and managerial capabilities to drive innovation and growth within the organization.3. Foster personal and professional growth for all employees, empowering them to reach their full potential and contribute to the overall success of the organization.4. Create a culture of continuous learning and improvement that enables our workforce to adapt and thrive in a rapidly changing business environment.Training Program OutlineThe 2024 training plan will feature a wide array of learning opportunities tailored to the diverse needs of our employees. The program will be organized into three main categories: technical skill development, leadership training, and personal development initiatives.Technical Skill DevelopmentThe technical skill development component of the training plan will focus on providing employees with the knowledge and expertise necessary to excel in their specific roles. This will include both job-specific training and broader technical skill development programs to ensure that our workforce remains at the forefront of industry best practices. Key components of the technical skill development program will include:1. Job-specific training: Employees will receive training tailored to the specific requirements of their roles, ensuring that they have the skills and knowledge necessary to excel in their day-to-day responsibilities.2. Advanced technical training: In addition to job-specific training, employees will have the opportunity to participate in more advanced technical skill development programs to deepen their expertise in key areas.3. Cross-functional training: Cross-functional training programs will be implemented to foster collaboration and expertise sharing across different departments, enabling employees to gain a broader understanding of the organization as a whole.Leadership TrainingThe leadership training component of the program will focus on developing strong managerial and leadership capabilities among our employees. This will be essential in driving innovation and growth within the organization. Key components of the leadership training program will include:1. Management training: Managers and supervisors will participate in specialized training programs designed to enhance their leadership, communication, and decision-making skills.2. Leadership development: High-potential employees will have the opportunity to participate in leadership development programs aimed at grooming them for future leadership roles within the organization.3. Change management training: Given the rapid pace of change in today's business environment, change management training will be provided to equip leaders with the skills necessary to navigate and lead through periods of transition.Personal Development InitiativesFinally, the 2024 training plan will feature a strong focus on personal development initiatives aimed at empowering employees to reach their full potential. This will include a wide variety of programs designed to enhance employee well-being, personal effectiveness, and overall job satisfaction. Key components of the personal development initiative will include:1. Wellness programs: Employee wellness initiatives will be implemented to promote physical, mental, and emotional well-being, creating a healthy and productive work environment.2. Personal effectiveness workshops: Employees will have the opportunity to participate in workshops focused on enhancing productivity, time management, and other key personal effectiveness skills.3. Career development support: Career development resources and support will be provided to enable employees to effectively plan and manage their career growth within the organization.Implementation and EvaluationThe success of the 2024 training plan will depend on effective implementation and ongoing evaluation. To ensure its success, the following key steps will be taken:1. Clear communication: The training plan will be clearly communicated to all employees, ensuring that they are aware of the learning opportunities available to them.2. Monitoring and evaluation: Training initiatives will be regularly monitored and evaluated to ensure that they are meeting the needs of our employees and the organization as a whole.3. Feedback and improvement: Employees will be encouraged to provide feedback on the training programs, which will be used to continually improve and adapt the plan to better meet their needs.ConclusionThe 2024 training plan represents an important investment in the future success of our organization. By focusing on technical skill development, leadership training, and personal development initiatives, we aim to equip our workforce with the knowledge and capabilities necessary to thrive in a rapidly changing business environment. Through effective implementation and ongoing evaluation, we are confident that this plan will enable our employees to reach their full potential, drive innovation, and contribute to the continued success of our organization.。
SMART目标管理培训
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2.4.1Smart管理原则（A）
1 Atta inable可实现的 目标要根据企业的资源、人员 技能和管理流程配备程度来设 计 , 要保证目标是可以达成的 要能够被执行人所接受的 。也 就是目标要通过努力可以实现 , 不能过低和偏高 , 偏低了无意 义 , 偏高了实现不了；
Attainable
2
示例说明
示例中的“基本达成 ”是 一个很难衡量的概念 ， 达 成多少才是 “基本达成 ”？ 完成计划的90%算不算基 本达成 ， 80%呢？
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3
2.3.2Smart管理原则（M
）
M Measurable可衡量的, 制定的目标或行动计划必须是可衡量 的 , 必须时有 对应考核验证的数据； 例如对客情维护工作要求的两种描述: ①与客户经常沟通 ②与客户每周至少沟通一次 描述①“经常沟通 ”, 未数量化 , 并不清楚什么样 的沟通频率符合这个“经常 ”的要求 。而描述②则 给出了具体的数量要求 , 规定了合格的标准。
有时限的
T
R
Relevant 相关的
2.2 Smart管理原则（S）
Specific具 体 的
所谓明确就是要用具体的语言清楚 明确的目标几乎是所有成功团队的
地说明要达成的行为标准 , 目标要 清晰、 明确 , 让考核者与被考核者 能够准确的理解目标。 一致特点 。很多团队不成功重要原 因之一就因为目标定模棱两可 , 或 没有将目标有效的传达给相关成员。
指定目标
制定目标看似一件简单的事情 , 每个人都有过制定目标的经历 , 但是如果上升到技术的层面 , 经理必须 学习并掌握SMART原则。
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2. 1 Smart原则是什么？
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培训管理单词
培训管理单词培训管理是指对员工培训活动的规划、组织、实施和评估的过程。
以下是一些与培训管理相关的英文单词及其中文翻译。
1. Training Management - 培训管理2. Employee Training - 员工培训3. Training Needs Assessment - 培训需求评估4. Training Program - 培训计划/项目5. Training Session - 培训课程/会话6. Training Course - 培训课程7. Trainer - 培训师/讲师8. Training Material - 培训材料9. e-Learning - 电子学习10. Blended Learning - 混合学习11. Training Delivery - 培训交付12. Training Evaluation - 培训评估13. Knowledge Transfer - 知识转移14. Skill Development - 技能发展15. Performance Improvement - 绩效提升16. Workplace Training - 职场培训17. On-the-job Training - 在职培训18. Off-the-job Training - 脱产培训19. Job Rotation - 工作轮换20. Training and Development - 培训与发展21. Corporate Training - 企业培训22. Professional Development - 专业发展23. Continuous Learning - 持续学习24. Employee Development Program - 员工发展计划25. Performance-Based Training - 以绩效为基础的培训这些词汇在培训管理的不同阶段和方面都有应用，有助于理解和学习培训管理的过程和内容。
mtp培训心得体会
mtp培训心得体会最近我参加了一次MTP（Management Training Program）培训，通过这次培训，我深刻地体会到了管理的重要性和自身的不足之处。
下面是我的学习心得体会。
首先，我明白了管理的核心是以人为本。
在培训中，我们学习了团队建设和领导力的重要性。
一个团队的凝聚力和战斗力决定了组织的发展和成败。
而作为管理者和领导者，我们要善于激发团队的活力和创造力，搭建良好的沟通渠道，增强团队内部的互信和合作，让每个员工都能发挥出自己的才华和能力，达到个人目标的同时，为组织的发展做出贡献。
其次，我认识到自己在管理方面的不足之处。
在培训中，我们进行了自我评估和团队合作的小组活动。
通过和其他同学的学习和交流，我发现自己在沟通能力、人际关系处理和决策能力等方面还有很大的提升空间。
在团队合作中，我有时候过于强调自己的意见，没有充分听取他人的建议；有时候处理人际关系不够妥善，导致团队氛围紧张；有时候在做决策时没有充分考虑团队成员的意见，导致决策的质量不高。
通过意识到这些问题，我决定在今后的工作中更加注重与人的沟通交流，持开放的心态接受他人的建议，加强自己的人际交往能力，并在决策时充分考虑团队成员的意见。
最后，我认识到管理是一个不断学习和成长的过程。
管理是一个复杂而多变的工作，需要不断学习和更新自己的管理理念和技能。
在培训中，我们学习了很多关于管理的理论和实践知识，也进行了许多模拟实操和案例分析。
通过这些学习，我深刻地感受到了管理的复杂性和挑战性，也意识到自己还需要不断学习和提升自己的管理能力。
我决心在今后的工作中保持学习的态度，不断更新自己的知识和技能，提高自己的管理水平，为组织的发展做出更大的贡献。
通过这次培训，我对管理有了更深入的认识，也发现了自身在管理方面的不足之处。
我相信只要保持学习的态度，努力提升自己的能力，我一定能够成为一名优秀的管理者。
同时，我也希望通过自己的努力，能够影响和帮助更多的人，让团队和组织取得更大的成就。
管培生培养方案(xxxxxxxx215149)
管培生培养方案(xxxxxxxx215149)2、培养具备专业技能和管理能力的人才，能够适应企业发展需要；3、培养具有创新意识和团队协作能力的人才，能够推动企业不断发展。
五、“管培生培养方案”阶段培养重点1、入职前培训：包括企业文化、业务知识、职业规划等方面的培训；2、岗位培训：根据不同岗位的需求，进行专业技能和管理能力方面的培训；3、轮岗培训：让管培生在不同部门、不同岗位之间轮岗，提高其全面素质；4、实期间培训：针对实期间的工作内容，进行具体的培训和指导。
六、“各部门、各岗位和导师职责”说明1、各部门负责管培生的岗位培训和轮岗安排；2、各岗位导师负责对XXX进行具体的工作指导和培训；3、人力资源部门负责管培生的入职前培训和职业规划。
七、“管培生实施”流程1、招聘选拔：通过多种渠道招聘优秀的应届毕业生；2、入职前培训：对新入职的管培生进行企业文化和职业规划等方面的培训；3、岗位培训：根据不同岗位的需求，进行专业技能和管理能力方面的培训；4、轮岗培训：让管培生在不同部门、不同岗位之间轮岗，提高其全面素质；5、实期间培训：针对实期间的工作内容，进行具体的培训和指导；6、职业规划：为管培生提供职业规划通道，让其在公司内部有明确的晋升之路；7、考核评估：对XXX进行定期的考核和评估，以确保其培养效果。
八、“管培生职业规划”通道1、制定个人职业规划：由人力资源部门和导师共同制定管培生的个人职业规划；2、明确晋升路径：为管培生明确晋升路径，让其在公司内部有明确的晋升之路；3、提供晋升机会：为优秀的管培生提供晋升机会，让其得到更好的发展。
九、“管培生培训研究”内容1、企业文化和价值观培训；2、专业技能和管理能力培训；3、团队协作和创新意识培训；4、职业规划和个人成长培训。
十、“培训考核评估”指标1、岗位能力：包括工作技能和管理能力；2、研究成果：包括培训研究的成果和实期间的工作表现；3、职业规划：是否按照个人职业规划实现发展；4、综合评价：综合考虑以上指标进行评价。
公司培训计划英文介绍
公司培训计划英文介绍Training is an essential part of any organization's success, as it helps employees develop the required skills and knowledge to perform their roles effectively. A company's training program is an investment in its people, helping to increase employee satisfaction, motivation, and ultimately productivity. In this training plan, we will outline the various training initiatives and programs that we have developed to support our employees' growth and development.Company OverviewABC Company is a leading provider of [insert company's products or services], with a strong focus on delivering high-quality products and exceptional customer service. Our success is driven by our talented and skilled workforce, and it is essential that we continue to invest in their development to maintain a competitive edge in the market.Training PhilosophyAt ABC Company, we believe that training should be an ongoing process that supports employees at all stages of their career. We are committed to providing our employees with the resources and support they need to grow and develop, and we recognize that training is a crucial part of this process. Our training philosophy is centered around the following principles:- Providing comprehensive, relevant, and impactful training programs- Ensuring that training is accessible to all employees- Fostering a culture of continuous learning and development- Aligning training initiatives with the company's goals and objectivesTraining Needs AnalysisBefore developing our training plan, we conducted a thorough training needs analysis to identify the specific skills and knowledge gaps within our workforce. This analysis included feedback from employees, performance reviews, and discussions with managers and department heads. Based on this analysis, we have identified several key areas that require focused training initiatives, including:1. Technical skills training - to enhance employees' expertise in [insert specific technical skills required for the job]2. Leadership and management training - to develop the leadership capabilities of our managers and supervisors3. Customer service training - to ensure that all employees understand and deliver exceptional customer service4. Compliance and regulatory training - to ensure that employees are aware of and adhere to relevant laws and regulationsTraining InitiativesBased on the identified training needs, we have developed a comprehensive training plan that includes a range of initiatives to support our employees' development. These initiatives are designed to be relevant, engaging, and impactful, and are tailored to meet the specific needs of different employee groups. Our training initiatives include:1. On-The-Job Training - On-the-job training is a fundamental part of our training program, allowing employees to learn and develop their skills in a practical, real-world setting. This type of training is particularly valuable for new hires and employees who may need to enhance specific skills in their current role.2. Classroom Training - We offer a range of classroom-based training sessions that cover a variety of topics, including technical skills, leadership, customer service, and compliance. These sessions are facilitated by qualified trainers and are designed to be interactive and engaging.3. Online Training - To ensure that training is accessible to all employees, we have developed an online training platform that offers a range of courses and resources. This platform allows employees to complete training at their own pace and convenience, and is particularly valuable for remote or distributed teams.4. Coaching and Mentoring - We believe that coaching and mentoring are powerful tools for employee development, and we have established a formal mentoring program to support employees at all levels. This program pairs employees with experienced mentors who can provide guidance, support, and advice.5. Leadership Development Programs - We recognize the importance of developing our leaders and have established leadership development programs designed to enhance the capabilities of our managers and supervisors. These programs include workshops, seminars, and coaching to help our leaders excel in their roles.6. Soft Skills Training - In addition to technical skills, we recognize the importance of developing employees' soft skills, such as communication, teamwork, and problem-solving. We offer a range of training initiatives focused on these areas to help employees build well-rounded skill sets.Training DeliveryOur training initiatives are delivered through a combination of internal and external resources, including our in-house training team, external training providers, and industry experts. We are committed to ensuring that all training programs are of the highest quality and relevance, and we regularly review and update our content to reflect the latest industry trends and best practices.Measurement and EvaluationTo ensure that our training initiatives are effective, we have implemented a robust measurement and evaluation process. This includes pre- and post-training assessments to gauge the impact of our programs, as well as feedback forms and surveys to collect input from participants. We also regularly review training metrics, such as completion rates and performance improvements, to assess the overall effectiveness of our training programs.ConclusionAt ABC Company, we are committed to providing our employees with the resources and support they need to grow and develop in their careers. Our comprehensive training plan is designed to meet the specific needs of our workforce and to help them reach their full potential. By investing in our employees' development, we are confident that we will continue to drive our company's success and maintain our position as a leader in the industry.。
企业培训管理课程英语翻译
企业培训管理课程英语翻译Enterprise Training Management CourseIn today's fast-paced business world, it is essential for companies to invest in their employees' professional development. The Enterprise Training Management Course is designed to help businesses create a comprehensive training program that will enhance the skills and knowledge of their workforce.This course covers everything from assessing the training needs of the organization to designing and implementing effective training programs. It also includes strategies for measuring the effectiveness of the training and evaluating the return on investment.The course content includes:1. Introduction to Training Management: This section provides an overview of the importance of training and development in modern businesses.2. Needs Assessment: This section explores the various techniques used to assess the training needs of organizations and individuals.3. Designing Effective Training Programs: This section covers the principles of effective training design, includinghow to set learning objectives, select training methods, and develop materials.4. Implementing Training Programs: This section covers the practical aspects of delivering training, including scheduling, logistics, and facilitation.5. Evaluating Training Programs: This section explores different methods for evaluating the effectiveness of training programs, including feedback surveys, performance metrics, and cost-benefit analysis.By the end of this course, participants will have the knowledge and skills to create and manage a successful training program that will help their organization achieve its objectives. This course is suitable for HR professionals, training managers, and anyone involved in the development of their company's workforce.。
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单元二：培训运作管理
美的电磁炉
石员
2006年10月26-27日
本单元您将接触到
培训需求
培训预算
培训计划制定
培训课程管理
培训评估及报告
培训需求
•什么是培训需求？
•培训需求应从几方面考虑？
培训需求应考虑•公司文化和经营策略
•业务重点•组织架构
•岗位职责•胜任能力
•绩效评估•人员发展组织层面职位层面个人层面
三层面需求分析的局限性
•可操作性差
•工作量大
•只能反映当前或过去的培训需求
，无法跟踪公司和人员的变化
•可复制性差
有没有一种方法能克服这些缺点？
培训需求的分类
•静态需求
•动态需求
静态培训需求
•静态培训需求：是指完成岗位要求所需要的胜任能力所对应的培训课程，它是针对组织和岗位要求而产生的，是与岗位同时存在的。
•注意
–静态需求与人无关
动态培训需求
•动态培训需求：是指某位员工到了指定岗位后，其现有能力与岗位要求之间的差别所对应的培训课程。
•注意
–我们常说的员工培训需求其实就是动态需求
大客户经理能力胜任图0
1234产品知识客户关系
市场策略
销售技巧预算及控制
促销
后勤
管理技巧
跨部门合作满分岗位要求现有水平
某大客户经理张谦的能力胜任图
1234产品知识客户关系
市场策略
销售技巧预算及控制
促销
后勤
管理技巧
跨部门合作满分岗位要求现有水平
分数说明
1.基础级：了解基本知识
2.晋升级：有一定知识及经验，能在简单和
没有帮助的情况下运用
3.专业级：非常了解，能在复杂的情况下运
用，同时能对新员工进行辅导
4.专家级：绝对掌握，能在复杂情况下运用
且能创新，并因其专业知识而著名
静态需求和动态需求的基本原理
张三李四王五陈六江七某岗位静态需求
静态需求模版（举例）
课程类
型
职位
课程名称
生产主
管
质检主
管
工艺工
程师
文化类入职培训√√√
5 S√√
质量类ISO9000√√√
为什么菜单式需求？
•将需求控制在一个能管理的范围–像餐馆吃饭一样，不会得到无数种需求•易于统计和管理
–名称等规范化
•给各部门经理减轻负担
–只需要打勾等
•预留两个空白给各部门自己增加–避免说你官僚
菜单式需求的注意事项
•应建立好课程体系
–应考虑组织需求和岗位需求
•要记住各课程目标及内容大纲等
•对各职位职能等要有相当的了解
•与部门经理的沟通工具
–取长补短
•获得各部门经理的签名
•不要追求完美！
需求管理基本逻辑
静态需求个
性
化
处
理
动
态
需
求
增加特
别需求
免除不必要
的“需求”
最大的好处：快速，准确，高效！
从静态需求到动态需求
1.建立静态需求模型
2.静态需求：员工对号入座
3.个性化处理，动态需求
4.培训经理最后确认
5.将资料输入电脑系统
哪些情况应“免除”需求？•员工从竞争对手中来，某些方面具备足够的经验
•在来公司前参加过类似的培训
•实践中有足够的证据表明某项技能已经符合岗位要求
哪些情况会增加需求？•工作或绩效评估中发现，某项技能虽然参加过相关培训，但未掌握
•个人发展的需求
需求管理(举例:业务代表刘翔)
1.入职培训
2.产品知识
3.时间管理
4.表述技巧
5.销售技巧
6.零售管理
7.团队建设
8.
拓展关键客户
1.入职培训
2.产品知识
3.时间管理
4.零售管理
5.团队建设
6.拓展关键客户
7.
管理技巧
业务代表的静态需求
免除管理技巧
增加
刘翔的动态需求
从静态需求到动态需求•举例
培训需求确认
•方法推荐
–培训委员会
–每年2-4次会议
–提交需求分析报告
–专门讨论培训
量化培训
静态需求计算实例
职位课时人数课时人数课时人数课时人数课时入职培训16
4572030480152409014405S 8
4536030
2401512090720产品类E30830
2401512045360质量类ISO9000845
36030
240
75600管理类管理技巧24
15360
15
360
小计
1351440120120060840
3153480
小计类别课程
文化类
班长协理
经理
请计算：人均需求小时，各类、各职位人均需求小时
静态需求计算实例（续）
人均需求小时
56
38
32
40
102030405060班长
平均
协理
经理
班长平均协理经理
静态需求计算实例（续）
课程类型需求比重
文化类63%
质量类17%
管理类10%
产品类10%
文化类质量类管理类产品类
静态需求和动态需求理论的意义
2007 20062008
•可操作性强
•工作量小
•及时跟踪、预测公司的培训需求•可复制性好
对需求有前瞻性把握！
培训需求练习
•根据前面设计的课程体系，参考相应的组织架构图，请帮助美的电磁炉计算下列人员2006年的培训需求并进行量化（课时数，职位人数，各课程的需求，各职位的需求总数，平均数及总平均数。
提示：矩阵式排出）
–品质中心经理
–产品工艺工程师
–电控工程师
–生产主管
注意：
–只挑四门课程（选自三类课程类型）
–画出“人均需求小时”曲线及“课程类型需求比重”饼图
–制定你公司的培训策略，并注意结果要与策略相一致。
时间允许时请将两者调整到一致。
培训管理
培训需求
培训预算
培训计划制定培训课程管理培训评估及报告
培训预算•你公司2006年的培训预算？
培训预算
•3年规划
•年度预算-行动计划
•与各部门的广泛沟通
•与管理层的沟通
•相关的资料信息
•各部门的人头数
•培训百分比（参考值1.5-3.5%)
预算控制常出现的问题
•缺乏重点
•担心不够，多做预算
•实际开课时不获批准，预算白做•预算与实际差别大
•与公司目标不符
预算控制
•计划及其实施
–全年计划：预算的实施
–半年计划：预算的实施及调整
–月度计划：预算的实施及调整，并落实具体的行动
培训需求Vs. 培训预算培训需求
年度培训预算需求排序，设定各课程覆盖率目
标！
培训预算参考数据
培训预算培训预算所占的%
3-8%
按人事费用（薪资，津贴
，福利，保险）
按年营业额0.5-3%
按公司利润5-10%
培训管理概念
•需求覆盖率vs. 培训普及率•显性成本vs. 隐性成本
•人均培训小时vs. 人均需求小时名词解释
培训预算举例制作预算实例
培训管理
培训需求
培训预算
培训计划制定培训课程管理培训评估及报告
培训计划
•请谈谈：
–制定培训计划有哪些要领？
培训计划的指导思想
•要看得到“业绩”
•要有一定影响面
•要与需求相关
培训计划:形象工程型
在中国5S 最
成功的工厂5S 导入
5S 宣传5S 培训
5S 跟进
5S 活动总结
5S 持续
的宣传
，改进
举例
培训计划:人人过关-政治运动型
领导力课程所有经理
销售技巧培训所有销售
5S 培训所有职员
政治运动型，举例•团队建设
培训计划:系统建设型
需求诊断企业症状设定目标
培训课程
评估报告应突出主要目标！
形象工程型的优缺点？
优点
–成就可视
–易获得老板认可
缺点
–资源过于在一、二个项目上
–体系性较差
–需要培训外的更多资源
–与培训管理人员个性密切相关
政治运动型优缺点？
优点
–影响大,轰轰烈烈,人人有份
–运作简单
缺点
–为了培训而培训
–一刀切,不能很好满足需求
–员工职位的变动，新员工没人管
系统建设型优缺点？
优点
–体系性好
–对症下药
–以不变应万变
–避免很多人为错误
–真正实现“可持续”发展的目标
缺点
–短期内不易看到整体性成就
–需要系统的培训管理工具
何时应用什么工程？
•形象工程？
•政治运动？
•系统建设？
•反思一下，你实施这三个工程了吗？
培训计划成功的5 要素
•管理层的参与及支持
•连贯性，要与公司策略挂钩
•培训目标与业务目标
•考虑到不确定性
•注意双向沟通。