企业内部培训师管理模式探析

当今企业中人才发展越来越受重视,员工培训工作在企业人力资源开发与管理中的地位越来越突出。除了外部培训外,更易了解企业情况、满足培训需求、高效节约的内部培训也是十分必要的工作。内部培训师是内部培训工作的首要资源,企业对内部培训师的队伍建设及管理水平决定了内部培训师的质量,所以企业内部培训师管理机制的建立成为企业培训体系中的重要环节。     

论企业培训师管理的基本特点

员工培训是企业人力资源开发的重要途径,企业培训师作为人力资源开发的启发、引导者和实施者,在企业人力资源的开发中发挥着重大的作用.企业培训师作为企业培训系统极为珍贵的资源,它从根本上决定着企业员工培训的质量和水平,决定企业人力资源开发的效果,体现企业文化的特色.知识管理时代的到来,对企业培训师管理提出了新的要求,带来了新的变化,使其管理的内涵、方法、模式也面临新的挑战.     

如何打造企业内部培训师队伍

随着企业管理的不断发展和完善,培训被赋予了越来越高的地位和作用,同时,也备受企业高层管理者的重视.由此,越来越多的企业认识到了内部培训师的价值,开始组建自己的内部培训师队伍,内部培训师在企业人力资源开发中发挥着越来越重要的作用.     

咨询式培训落地有章法

<正>很多培训师正在砸掉自己的饭碗,正在断掉企业的培训梦！原因很简单,多数培训师为企业做培训提供的都是“通用方案”。要知道,企业存在的问题需要抽茧剥丝,培训师的角色应是企业问题的解构师,有责任帮助企业发现问题、分析问题并提供解决方案,这才是真正的传道、授业与解惑。     

基于成人学习特性下的企业有效培训

<正>近年来,越来越多的企业都认识到人力资源是企业最重要的资源,企业要在竞争中脱颖而出的唯一途径就是充分开发、科学管理企业的人力资源。而企业人力资源开发的最重要方式是企业员工的培训。通过企业培训使员工掌握更高的知识和技能,发掘出他们的潜能,企业的效益才会越来越好。由于企业员工都是在职成人,具有成人学习的一般特征。因此,培训师应首先充分掌握成人的学习特性,这对于做好培训工作是大有裨益的。一、成人学习的特性概括起来讲,成人学习有以下几个主要特质:     

提升供电企业内部培训师素质的方法和途径

供电企业内部培训师对于加强供电企业员工内部培训,持续提升员工素质,增强供电企业核心竞争力具有十分重要的作用。同时,供电企业内部培训师自身也是亟待提升素质的群体。本文分析了供电企业内部培训师队伍存在的问题及原因,并提出了解决这些问题的主要方法和途径,即健全内部培训师管理规章制度,基于内训师素质模型选用内训师,并为他们的职业发展铺就坦途。     

谈谈如何构建高素质的培训师队伍

企业培训越来越注重实效,而培训师水平的高低关系到培训效果的好坏.企业培训无论是内选还是外聘培训师,都需要从知识、经验、技能、人格等方面对培训师进行考察评估.在目前国内培训师队伍不成熟,优秀培训师短缺的条件下,企业还需要下功夫培养自己的培训师.     

分析人力资源开发与职工培训的思考

人力资源是企业建设中最重要的资源之一，随着经济的快速发展，社会对人才的要求越来越高，企业对复合型人才的需求量也越来越大。企业快速发展跟完善的人力资源管理制度紧密相关，职工培训也是健全人力资源制度最关键环节之一。人力资源开发与职工培训机制是企业建设顺应时代发展潮流而产生的，在企业建设中起着越来越重要的作用。本文从人力资源开发与培训的意义以及人力资源开发与培训的现状着手，对如何完善人力资源开发与职工培训工作做了简单介绍。     

企业人力资源管理的社会维度

企业人力资源管理是企业发展中的重要问题,各企业都重视自已内部人力资源的储备、积累、比例配置、培训、提高等多个方面。然而,现代企业的发展,对人力资源的要求也越来越宽泛,不断从社会学视角对人力资源加强管理与开发,是未来企业发展的支点。探索企业人力资源管理的社会学要求与规范,发现社会需求的人力资源的差异,提出更加合理的社会维度的人力资源管理方式是必要的也是及时的。     

企业人力资源管理的社会维度

企业人力资源管理是企业发展中的重要问题,各企业都重视自己内部人力资源的储备、积累、比例配置、培训、提高等多个方面。然而,现代企业的发展,对人力资源的要求也越来越宽泛,不断从社会学视角对人力资源加强管理与开发,是未来企业发展的支点。探索企业人力资源管理的社会学要求与规范,发现社会需求的人力资源的差异,提出更加合理的社会维度的人力资源管理方式是必要的也是及时的。     

Expectations and performance: assessment of public service training in Hong Kong

There are different ways in which training providers and recipients assess the value and outcome of training programmes. Generally, evaluations by clients of training services in the public sector do not receive serious attention as one cohort of officials succeeds another. Such an approach restricts the prospect of improvement, particularly since the providers are not subjected to undergo self-assessment of their programmes. This article seeks to achieve a better understanding of the assessment by soliciting opinions of both clients and providers of training programmes offered by the Civil Service Training and Development Institute in Hong Kong. The views of both the trainers and recipients were collected through a number of surveys and interviews. The response from trainees and trainers reveal significant differences about the expectations and actual content of the training programmes. Interestingly, there were similarities as well in their assessment in some areas. A common position declared by the trainees is that training keeps them informed about the latest developments but does not help them to adjust to changing circumstances. The other complaint was that adequate training was not provided for performing on the job. Trainers expressed different views, but agreed on the fact that the institute is unable to cope with the task and responsibility of training the entire public service and conceded that it is difficult to anticipate the future training needs in the rapidly changing environment in which public administration takes place.     

纵论酒店培训师必备的素材搜索技能

素材是培训师进行培训的基础材料。现代酒店培训师需要掌握新闻信息、培训图片、培训文档、视频信息以及常用软件的搜索技能,才能够使自己的课件丰富,才能够有效开展酒店培训工作。     

职业技能导向的情境体验培训模式研究

本文结合企业培训及高职教育领域在职业技能培育方面的实践体验与思考,提出了以职业技能为导向的情境体验培训模式（VSC-SET模式）的基本内涵、框架体系、设计与实施,力图构建一个具有普遍适用意义的职业技能培育范式。     

物流实训实施难点及其解决途径

各职业院校专业教育都在大力推行实训教学,加强学生动手能力,在实训课程取得大量成果的同时,实训过程中又不免出现各种矛盾与挑战。为了解决物流实训实施过程中遇到的难点,解决实训教师的困惑,提高学生动手能力,增强实训效果,笔者从实际出发,以物流实训为视角,就物流实训课程在实训开展过程中出现的问题和挑战,做进一步的阐述,并提出相应的解决方法和途径。希望能理顺实训难点,解决实训矛盾。     

独立学院物流管理专业人才培养模式创新研究

针对目前我国独立院校人才培养过程中存在的专业口径狭窄、脱离工程实际、忽视实践环节、工程型师资缺乏等问题,结合独立院校物流管理专业人才培养的实际情况,参照目前国际上先进的应用型人才培养模式,以独立学院物流管理专业为例,对物流管理专业人才培养模式进行改革创新,构建以培养学生实践能力为导向的新型物流人才培养模式。     

Trainers' dilemma of choosing between training and promotion

In the work environment, older employees play a significant role in training younger employees. Why do older employees provide this training when they are rivals competing for promotion? Is it because the more training they provide to trainees, the less likely those trainers will be promoted? We show that the fostering of generalists rather than specialists can soften the trainers' dilemma of choosing between training and promotion because the amount of training provided by a trainer decreases that trainer's promotion probability to a greater extent when training specialists than when training generalists. Hence, even if the productivity of the generalist is lower than that of the specialist, the generalist scheme can still lead to a higher level of training and improve a firm's profit and social welfare.     

宝鸡市拓展训练行业发展现状与对策研究

本文以拓展培训师和拓展培训公司负责人为调查对象,采用问卷调查法,文献资料法,访谈等研究方法,总结宝鸡市拓展训练开展情况及存在的问题并提出今后的发展对策,旨在为拓展训练在宝鸡市更好的发展提供相应的理论依据。     

An empirical identification and categorisation of training best practices for ERP implementation projects

Although training is one of the most cited critical success factors in Enterprise Resource Planning (ERP) systems implementations, few empirical studies have attempted to examine the characteristics of management of the training process within ERP implementation projects. Based on the data gathered from a sample of 158 respondents across four stakeholder groups involved in ERP implementation projects, and using a mixed method design, we have assembled a derived set of training best practices. Results suggest that the categorised list of ERP training best practices can be used to better understand training activities in ERP implementation projects. Furthermore, the results reveal that the company size and location have an impact on the relevance of training best practices. This empirical study also highlights the need to investigate the role of informal workplace trainers in ERP training activities.     

The styles of management inventory: A methodological analysis of a training and research instrument

In recent years several theoretical ideas have been advanced in the area of problem-solving and decision-making in administration, with a focus on “leadership” styles. Instruments have been designed to operationalize the theory and for purposes of training and research. However, there has been little systematic testing of such instruments. This study examines the theoretical underpinning of one particular instrument, the Styles of Management Inventory. Then, it proceeds to test it for internal consistency by using multidimensional scaling. The data for this study were obtained from 288 probation administrators in the United States. Since this instrument is currently used by trainers and researchers, it is felt that this methodological study has important implications for both the management training and research fields.