员工培训与发展(英文版)
Raymond MHP版雇员培训与开发(英文版·第6版)课件IPPTChap002
Figure 2.1- The Strategic Training and Development Process
Business Strategy
Strategic Training & Developmen t Initiatives
• Diversify the Learning Portfolio
employees or open to all Extent to which training is planned and systematically
administered Importance placed on training compared to other HR
practices
2-5
Learning as a Strategic Focus
Learning organization: A company that has:
An enhanced capacity to learn, adapt, and change Carefully scrutinized and aligned training processes with
with managers, and admitting mistakes. • Different functional and cultural perspectives are appreciated. • Employees are encouraged to take risks, innovate, and explore the untested and unknown, such as trying new processes and developing new products and services. • Thoughtful review of the company’s processes is encouraged. Learning Processes and Practices • Knowledge creation, dissemination, sharing, and application are practiced. • Systems are developed for creating, capturing, and sharing knowledge. Managers Reinforce Learning • Managers actively question and listen to employees, encouraging dialogue and debate. • Managers are willing to consider alternative points of view. • Time is devoted to problem identification, learning processes and practices, and postperformance audits. • Learning is rewarded, promoted, and supported.
员工培训实训 英文
员工培训实训英文Employee Training and Development。
Employee training and development play a crucial role in the success of any organization. It is essential for companies to invest in their employees' growth and skill development to ensure they are equipped with the knowledge and capabilities needed to perform their jobs effectively. In this article, we will explore the importance of employee training and development, as well as the different methods and strategies that can be used to enhance the skills and competencies of the workforce.One of the key benefits of employee training and development is that it helps to improve employee performance. By providing employees with the necessary training and resources, they can enhance their skills and knowledge, which in turn, leads to increased productivity and efficiency. Training also helps employees stay up-to-date with the latest industry trends and developments, ensuring they are equipped to handle new challenges and tasks.Moreover, employee training and development can boost employee morale and job satisfaction. When employees feel that their company is investing in their growth and development, they are more likely to be engaged and motivated in their work. This can lead to higher levels of job satisfaction, lower turnover rates, and a more positive work environment.There are various methods and strategies that organizations can use to provide effective training and development opportunities for their employees. One common approach is to offer on-the-job training, where employees learn new skills and techniques while performing their regular duties. This hands-on approach allows employees to apply their learning in real-time and gain practical experience.Another popular method is to conduct workshops and seminars, where employees can receive specialized training on specific topics or areas of interest. These sessions canbe led by internal experts or external trainers and can cover a wide range of subjects, from technical skills to leadership development.In addition to traditional training methods, companies can also leverage technology to provide online training programs and e-learning modules. These digital platforms allow employees to access training materials at their own pace and convenience, making it easier for them to fit learning into their busy schedules.It is important for organizations to create a culture of continuous learning and development, where employees are encouraged to seek out new opportunities for growth and improvement. By fostering a learning mindset within the organization, companies can ensure that their workforce remains adaptable and resilient in the face of change.In conclusion, employee training and development are essential components of a successful organization. By investing in the growth and skill development of employees, companies can improve performance, boost morale, and create a culture of continuous learning. By utilizing a variety of training methods and strategies, organizations can ensure that their workforce remains competitive and capable of meeting the challenges of today's dynamic business environment.。
培训与开发外文资料原文及翻译
培训与开发外文资料原文及翻译Training and developmentJudith B. StrotherAdministration and Policy in Mental Health, No. 1, September 1997, Vol. 25~31培训与开发朱迪斯.B.斯特罗瑟心理健康的管理和政策,1997,1卷:25~311,培训与开发的定义员工培训是指一定组织为开展业务及培育人才的需要,采用各种方式对员工进行有目的、有计划的培养和训练的管理活动,其目标是使员工不断的更新知识,开拓技能,改进员工的动机、态度和行为,是企适应新的要求,更好的胜任现职工作或担负更高级别的职务,从而促进组织效率的提高和组织目标的实现。
2,培训的发展我们都知道,普通的教育,只能够提供一些基本的专业知识和层次很低的技能。
而面临规模化的企业发展,必须进行多次的技能培训,才能使员工逐步达到企业的不断的发展的要求。
所以,组织为了提高劳动生产率和个人对职业的满足程度,直接有效地为组织生产经营服务,不断采取各种方法,对组织的各类人员进行教育培训投资活动。
美国经济学家、诺贝尔经济学奖得主舒尔茨发现,单纯从自然资源、实物资本和劳动力的角度,不能解释生产力提高的全部原因,作为资本和财富的转换形态的人的知识和能力是社会进步的决定性原因。
但是它的取得不是无代价的,它需要通过投资才能形成,组织培训就是这种投资中重要的一种形式。
3,培训的层次组织培训的主体,企业培训是组织的全部员工,由于员工担任的职位不同,因此培训方向具有多样化的特征。
一般来说,主要划分为三大类:一是决策层,二是管理层,三是操作层。
4,培训的内容组织培训内容结构是培训的内在具体形态,因而制定公司培训内容,必须与组织的事业进步、发展战略和目标相联系,然而有时为了适应组织外部环境的变化,也采用一些应急培训的措施。
所以,作为培训的内容结构,应当把组织长期发展与当前的生产结合起来,共同纳入企业培训内容。
第六章_员工培训与开发
Human Resource Management
二、员工培训的作用和意义
员工培训的作用
员工培训的意义
员工培训的目标
9
Human Resource Management
（一）员工培训的作用
• 能提高员工综合素质，提高生产效率和服务水
平； • 增强员工对企业的归属感和主人翁责任感； • 促进企业与员工、管理层与员工层的双向沟通；
• 是企业发现人才、快出人才、多出人才的重要途径； • 使企业提高工作绩效，增强竞争优势。
10
Human Resource Management
（二）员工培训的意义
员工培训对组织的意义 • 提高员工的忠诚度、增强企业向心力和凝 聚力； • 有助于培养企业文化；
• 有助于打造学习型组织；
• 有助于培养、提高企业的核心竞争力。
实施培训 方案
结果评价
选择评价 标准
设计评价 方案
执行培训 计划
执行评价 方案 解释结果
培训与开发过程模型
Human Resource Management
员工培训各流程的基本内容
阶段 划分
l 进行组织目标检查、组织资源评估、组织特质分析、组织绩效差距分析、存在问题及原 因分析等，考察组织长短期目标、经营计划、判定知识和技术需求，将实际绩效与目标进 行比较，评价组织环境，确定组织层面的培训需求； l 分析工作的内容和要求，确定新产品、新工艺、新技术、新设备、新流程等是否对培训有 新的要求，确定工作层面的培训需求； l 分析个人需要完成的任务、成功完成任务所需的知识、技术、行为和态度，个人工作业绩 评价标准，找出员工与要求之间的差距并分析造成差距的原因，确定员工层面的需求。 l从企业的战略、文化、中长期目标、组织的结构和必须采用的内外部政策、组织进行培训 的条件和资源进行可行性分析，确定合适的目标。
员工职业技能与职业发展培训目录(英文PPT)
Professional Skills
Teamwork skills Reasons to organize a team/the nature of a team/What if we don’t work as a team? Definition of a team Everyone is a leader The nature of power Manage/lead a team •Common mistakes leaders make •The objectives of leadership •The nature of leadership •Choice of team members •The use of people Be a qualified team member The nature of teamwork skills •The art of giving •The art of listening
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人力资源英文术语(一)2024
人力资源英文术语（一）引言概述：本文主要介绍人力资源领域常用的英文术语。
随着全球经济的发展和企业国际化的推进，人力资源作为企业的重要资源之一，其管理也日益重要起来。
掌握人力资源领域的英文术语，有助于提高沟通和交流的效率，同时也有助于更好地理解和应对全球化背景下的人力资源管理挑战。
正文内容：1. 人力资源规划1.1 Workforce planning（人力资源规划） - 一种策略性的、长远的方法，通过分析和预测组织的人力资源需求与供给之间的差距，以实现企业目标的有效匹配。
1.2 Talent acquisition（人才采购） - 为了满足企业需求，主动吸引和招募适合岗位的人才，并进行面试和选拔。
2. 绩效管理2.1 Performance appraisal（绩效评估） - 通过定期评估员工的工作表现，包括目标达成情况、工作质量和行为表现等，以促进员工发展和优化组织绩效。
2.2 Performance feedback（绩效反馈） - 在绩效评估后，向员工提供有关他们绩效的正向和建设性的反馈，帮助他们了解自己的优势和改进的方向。
3. 员工培训与发展3.1 Training and development（培训与发展） - 提供员工所需的技能、知识和能力的培训，并通过发展计划来提供晋升和职业发展机会。
3.2 Career development（职业发展） - 帮助员工规划和管理其职业生涯，包括设定目标、制定行动计划和评估职业发展机会。
4. 员工福利与离职管理4.1 Employee benefits（员工福利） - 为员工提供的各种福利，如医疗保险、退休计划、带薪假期等，以提高员工满意度和保持他们的忠诚度。
4.2 Offboarding（离职管理） - 管理员工的离职过程，包括解除劳动合同、退还公司资产、进行离职面谈等，以确保顺利的分开与员工的合作关系。
5. 员工参与和沟通5.1 Employee engagement（员工参与） - 通过各种方法，如调查、反馈会议和团队活动，激发员工积极参与工作，并提高其对组织的忠诚度。
Training and development 培训与发展chapter
Analysis Phase
In a TNA, both training and non training needs are identified. An effective training system begins with the identification of the organization’s training needs. These need will create a performance gap (AOP is less than EOP). Performance gap can be current or future oriented. Things such as profitability shortfalls, low level of customer satisfaction or excessive scrap are all examples of current performance gap. Another type of performance gap is future oriented. Here, the company is seen as likely to perform poorly in the future unless changes are made. Once a performance gap exists, the cause must then be determined.
Training as an open system
A business must interact with its environment and thus it is an open system. Open systems have dynamic relationship with their environment, but closed system do not interact with their environment. Inputs from the environment keeps the system active. The environmental inputs are transformed into outputs by the system’s processes.
企业员工培训外文翻译文献
企业员工培训外文翻译文献(文档含英文原文和中文翻译)1.Literature ResearchTraining and developmentThe meaning of Training and developmentTraining and development is the means to carry out certain business organizations and the need for investing in human capital, using a variety of ways to carry out the purpose of staff in a planned training and training management activities, and its goal is to enable staff to update knowledge and develop skills, improve staff motives, attitudes and behavior to adapt to the new requirements of enterprises, their current win better work or higher levels of job responsibility, thus contributing to the improvement of organizational efficiency and organizational goals.The development of training and developmentWe all know that general education can only provide some basic low-level professional knowledge and skills. Face of large-scale enterprise development, the need for a number of skills training in order to enable staff to achieve continuous business development. Therefore, the organization in order to raise labor productivity and personal satisfaction for professional, direct and effective for the organization of production and management services, the Government has implemented a variety of methods, types of organizations to carry out investment activities in education and training.U.S. economist and Nobel Laureate in Economics, Schultz found that simply from the natural resources, physical capital and labor's point of view, can not explain all the reasons for increase in productivity, capital and wealth as a form of conversion ofpeople's knowledge and abilities are decisive reasons for social progress. But it was not the acquisition cost, it needs to be formed through investment, training is an important investment in such a form..The level of training and developmentThe main groups of the organization of training, corporate training is to organize all the staff, staff positions held as a result of different orientation training with a variety of characteristics. In general, the main is divided into three categories: First, the decision-making level, and the other is management is the operation of three layers. The main contents of training and developmentOrganization of training content and structure is inherent in the specific form of training, thus the development of the company Training content, and organization must be the cause of progress, development strategies and goals, but sometimes in order to adapt to organizational changes in the external environment, but also training in the use of some emergency measures. Therefore, as the contents of the structure of training should be long-term development of the organization of production with the current combination of common training content into the enterprise.Period of training and developmentDivided by time period, training can be divided into long-term training and short-term training, long-term training of more general scheme, there is a strong purpose; by training, job training and can be divided into two full-time training; by the training system, organizations can be divided into the training system and training system for the two organizations, with the training system, including basic training, the applicability of training, day-to-day training, individual training and training objectives; the training system organizations, educational institutions, if divided, can be divided into for three categories: full-time college and the recognition of higher education institutions, local governments and administrative departments of education and training institutions, the use of community resources to schools.Source of funding for training and developmentOrganization of training funds mainly come from two ways: First, the source of the organization, mainly referring to organizations and staff training costs assessed;second is the raising of funds, first of all by the Government through taxes levied training, and then by the state organizations, social enterprises to co-ordinate the funding sponsorship.The economic benefits of training and developmentAs the organization and implementation of staff training to improve skills and to mobilize the enthusiasm of the production, so under the same conditions of employees to create more effective. The increase in the efficiency, can be used in two ways: direct and indirect calculation method of calculation.In the course of training, trainees should pay attention to the learning curve and information feedback, trainees listen to timely information that can help organizations improve the effectiveness of future training, to reduce unnecessary expenditures.In the training market, there are different styles of lecturers, there are different types of courses, some courses are developed by their own lecturers, some courses are foreign agents, and some courses are designed by companies. Training curriculum design is the first step in the design of different ways to use the curriculum, lecturers say is different, the final results of the training are different. Determines the script as a drama, the curriculum design is the first step in training, but also determines the effectiveness of courses.The cost of trainingEducation and training primarily on the basis of the level of information as well as the size of, the higher the level of information and larger, then the lower cost.Effective cost control is in fierce competition in the market of the basic elements of success. However, the absolute cost control is not just the cost of compression, the need to establish a scientific and reasonable cost analysis and control system that allows business managers have a clear framework for the company's costs, profitability in the right direction and decision-making, internal decision-making enterprises key support to radically improve the situation of the cost of doing business and thus truly effective cost control.8 kinds of employee training forms1, the teaching method: the training of the traditional way to use up the advantage ofconvenient, easy to control the whole process of training. The disadvantage is that a one-way transmission of information, poor feedback effects. Some of these notions are often used for training knowledge.2, audio-visual technology law: adoption of modern audio-visual technology (such as projectors, DVD, VCR and other tools), training of staff. Advantage of the use of visual and auditory perception of the way of clear-cut intuitive. However, feedback from students and practice less, and the cost of production and the purchase of a high content of easily outdated. It is used for business profiles, to impart training skills, conceptual knowledge can also be used for training.3, to discuss the law: In accordance with the complexity and operation cost of the procedure can be divided into the general panel discussions and seminars in two ways. Lectures, seminars and more in the main, or after the half-way to allow students and lecturers communicate. Advantage of multi-directional transmission of information, compared with the teaching of good feedback effects, but higher cost. The panel discussion is characterized by law, when the exchange of information for multi-directional transmission, the participation of students with high, low-cost. Used for the consolidation of knowledge, analysis of the training of students, problem-solving skills and the ability of human interaction, but the training of teachers on the use of the higher.4, case study method: the training of clients, through to the relevant background information, to find a suitable solution. The use of low-cost, effective feedback can be an effective analysis of the training of students problem-solving abilities. In addition, training in recent years studies have shown that the case, discussion can also be used for the training of knowledge category, and better.5, role-playing method: training grant to train teachers in the work of the design of which play a role in the training of teachers and other students in the students after performing the appropriate comments. As a result of multi-directional transmission of information, feedback effects, and practical, and low-cost, and thus more capacity for human relations training.6, self-learning method: This approach is more suitable for the general concept ofknowledge, with emphasis on adult learning as a result of experience and understanding of the properties, so that a certain learning ability and self-conscious students is both economical and practical approach, but this method There are also deficiencies in poor supervision.7, group interaction law: also known as sensitivity training. This method is mainly applicable to the management of interpersonal and communication training. Training to enable trainees to experience activities to enhance their ability to deal with interpersonal relationships. The advantage is improved interpersonal relationships and communication skills, but its effects depend on the level of teacher training.8, Network Training Act: is a new type of computer network information on training methods, greater input. However, due to the use of flexible and distributed learning in line with new trends, focus on training students to save time and costs. Large amount of information in this way, new knowledge and new delivery concepts have obvious advantages, it is more suitable for adult learning. Therefore, for the strength of the popular business, training and development is an inevitable trend.The classification of training methods1. Smile Training: to serve the people, through a variety of special events, a speech full of passion, as well as recognition of participants, so that participants feel that the training process very interesting.2. Hands-On Training: First of all new workers need to perform their work after the observation, and then, through long experience with those who mentor or work colleagues together, to digest, absorb and purpose of the skills.3. Instrument Training: Through a standardized, there is no organization or organizations for the work of the evaluation tools tailored to obtain the relevant skills and their knowledge and information.4. Objective--Based Instuction: including a structured, guiding the training design, the focus is to better the implementation of a work, the incumbent must learn the specific knowledge and skills.5. Enterprises House: by inviting trainers to a series of staff training.6. Public courses: to participate in short-term training courses, job-related enterprisesfor the delivery of the staff to learn the relevant short courses, you can end the cost of provincial and corporate training people in different positions and better training.7. The professional training courses: there is a similar human resources MBA classes, classes, director of the long-term nature of these high-end training courses, a set of professional knowledge into the system, it is time to start the use of industry and better facilitate the incumbent charge.The role of training and developmentEmployee training, as the ability to directly raise the level of managers and staff skills, providing new ideas, knowledge, information, skills, competence and professional growth of employees, the fundamental spirit of innovation and an excellent way to approach is the most important human resources development, investment in physical capital than the more important investment in human capital. With China's accession to the WTO and the world economic integration, business has never been as great importance to training. In this paper, some personal views on the training to the training of innovative enterprises.1. Training - business to take offEffective training, in fact, is to enhance the competitiveness of our business process. In fact, the effect of training does not depend on the individual trainees, but the contrary, the business organization as a state of organisms, plays a crucial role. Good-to-business benefits of training four points:(1), training to improve staff-to-business sense of responsibility sense of belonging and ownership. On businesses of employee training more fully, more attractive to employees, human resources can play a more high-value-added, so as to create more effective business. Data showed that Pepsi-Cola Company of Shenzhen's 270 employees 100 to conduct a survey, almost all of these people participated in the training. Of which 80% of the staff for their work expressed their satisfaction with 87% of employees are willing to remain in the company. Training not only improved the skills of workers and trade unions to raise awareness of their own values, goals fora better understanding.(2), training to promote the business and employees, management and staff level oftwo-way communication, enhance cohesion and cohesiveness, excellent shape corporate culture. Many enterprises have taken training and commissioned their own training methods. Training to do so easily into the corporate culture, because culture is the soul, it is a core value for all employees of the education enterprise micro-cultural system. Enterprise management and staff agree that corporate culture will not only take the initiative to study scientific and technological knowledge and skills to master, but also would enhance a sense of ownership, quality awareness, sense of innovation. So as to nurture their professionalism, innovation and social responsibility to develop all levels of scientific and technological knowledge self-consciously to create a favorable atmosphere for the invention, enterprise IT professionals will grow, enterprise technology development capacity will be increased. More papers in business management "Maoshan under the" Find.(3), training can improve the overall quality of employees, increase productivity and service levels, establish a good image of enterprises, and enhance the profitability of the business. U.S. authorities monitoring, training return on investment of around 33% generally. The United States in the analysis of large-scale manufacturing companies, the company obtained from the training rate of return of up to about 20% -30%. Motorola annually to all employees with at least 40 hours of training. Survey: 1 U.S. dollars per Motorola training fees can be in 3 years to achieve the production efficiency of 40 U.S. dollars. Motorola believes that the quality of good corporate employees have been through technical innovation and economical operation of the company has created four billion U.S. dollars of wealth. Training Motorola's huge investment in training revenue shows the importance of the enterprise.(4), to adapt to market changes, enhance the competitive edge of the reserve forces training enterprises, enterprises operating Yong-Ji vitality. To put it bluntly the competitiveness of enterprises is a competition of talents. Growing wise entrepreneurs realize that training can not be ignored is the development of the "people investment" is to enhance the "hematopoietic" a fundamental way. A study by the United States show that technological innovation is the best investment ratio 5:5, that is, "people investment" and 50% of hardware investment. People-oriented soft-technologyinvestments, the role of the machinery and equipment investment in the hardware technology, doubled the effectiveness of output. Equipment in the same conditions, the increase in "people" to invest up to 1 vote in the middle of the input-output ratio of 8. Promote technological innovation in developed countries not only pay attention to the introduction of machinery and equipment upgrading of the hardware inputs and so on, and pay more attention to improve people's quality as a major objective in the soft technology. Facts have proved that talent is the primary resource, with first-rate talent, we can develop a first-class products, to create first-class performance, enterprises can be competitive in the market in an invincible position.The principles of training and developmentIn order to ensure the direction of training and development will not deviate from the target organizations & companies need to develop basic principles and be guided by them. Specifically include the following:1. Strategic principlesEnterprises must be staff training and development on a strategic level to understand. Bring immediate relief and some staff training, staff will soon be reflected in performance on; some may be obvious after a number of years in order to receive the results, especially for training managers. Therefore, many companies see training as an input but not output to "lose money" transactions, the current emphasis is often placed on the interests of the arrangements, "No admittance except on business" to attend training, and in genuine need of trained personnel due to the heavy task and can not leave. The results on the knowledge there will not use or do not have the "training of specialized households" to make the training a real input into not only the output of the "loss" transactions. So & business strategy must establish the concept of & in accordance with the objectives and strategies for enterprise development the development of training plans, training and development and business in close connection with the long-term development.2. Theory with practice and apply what they have learned the principles ofStaff training should be targeted clear, from the practical & the needs of closely integrated with the job characteristics, and training targeted at their age, knowledgestructure, the capacity of the structure, thinking the situation closely with the aim of training staff with the necessary skills to to complete the work, and ultimately to increase the economic benefits of services. Only in this way in order to receive effective training in order to improve efficiency.3. Knowledge and skills training and corporate culture principle of trainingThe content of training and development, in addition to cultural knowledge, expertise, professional skills training should include the ideals, beliefs, values, moral values, such as the contents of such training. While the latter also with business goals, corporate culture, enterprise system, enterprises such as the fine tradition of combining so that employees in all respects to comply with the requirements of enterprises.4. Full training and focus on the principle of combiningFull training is planned, step-by-step on-the-job training of all staff, which is to improve the quality of the only way for all staff. In order to improve the rate of return on investment of training, training must focus on enterprises that have a significant impact on the rise and fall of management and technical backbone, especially in senior management, is also promising the echelon personnel, should be training in a planned way and development.5. The effect of feedback training and strengthening the principles ofThe effect of feedback and training is indispensable to strengthen the important link. Training effect of feedback refers to the training staff after the inspection, its role is to consolidate the skills of their staff in the use, in time to correct errors and deviations feedback more timely, accurate & training the better. Refers to as a result of enhanced feedback and training personnel on the incentives or penalties. Its purpose is to reward the one hand, to receive training and obtain the performance of staff, on the other hand, is to strengthen the training of other staff awareness training has been further enhanced the effect.翻译:培训与开发1、培训与开发的定义员工培训是指一定组织为开展业务及培育人才的需要，采用各种方式对员工进行有目的、有计划的培养和训练的管理活动，其目标是使员工不断的更新知识，开拓技能，改进员工的动机、态度和行为，是企业适应新的要求，更好的胜任现职工作或担负更高级别的职务，从而促进组织效率的提高和组织目标的实现。
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Employee Training and Development
Sections of this Topic Include
Typical Reasons for Employee Training and Development
Training and development can be initiated for a variety of reasons for an employee or group
of employees, e.g.,:
When a performance appraisal indicates performance improvement is needed
To "benchmark" the status of improvement so far in a performance improvement effort
As part of an overall professional development program
As part of succession planning to help an employee be eligible for a planned change in role in the
organization
To "pilot", or test, the operation of a new performance management system
To train about a specific topic (see below)
Typical Topics of Employee Training
1.
Communications: The increasing diversity of today's workforce brings a wide variety of
languages and customs.
2.
Computer skills: Computer skills are becoming a necessity for conducting administrative and
office tasks.
3.
Customer service: Increased competition in today's global marketplace makes it critical that
employees understand and meet the needs of customers.
4.
Diversity: Diversity training usually includes explanation about how people have different
perspectives and views, and includes techniques to value diversity
5.
Ethics: Today's society has increasing expectations about corporate social responsibility. Also,
today's diverse workforce brings a wide variety of values and morals to the workplace.
6.
Human relations: The increased stresses of today's workplace can include misunderstandings
and conflict. Training can people to get along in the workplace.
7.
Quality initiatives: Initiatives such as Total Quality Management, Quality Circles,
benchmarking, etc., require basic training about quality concepts, guidelines and standards for
quality, etc.
8.
Safety: Safety training is critical where working with heavy equipment , hazardous chemicals,
repetitive activities, etc., but can also be useful with practical advice for avoiding assaults, etc.
9.
Sexual harassment: Sexual harassment training usually includes careful description of the
organization's policies about sexual harassment, especially about what are inappropriate
behaviors.
General Benefits from Employee Training and Development
There are numerous sources of online information about training and development. Several of these
sites (they're listed later on in this library) suggest reasons for supervisors to conduct training among
employees. These reasons include:
Increased job satisfaction and morale among employees
Increased employee motivation
Increased efficiencies in processes, resulting in financial gain
Increased capacity to adopt new technologies and methods
Increased innovation in strategies and products
Reduced employee turnover
Enhanced company image, e.g., conducting ethics training (not a good reason for ethics
training!)
Risk management, e.g., training about sexual harassment, diversity training