1、 中文 3366 字 本科毕业论文（设计） 外文翻译 外文题目 TOP 10 Mistakes To Avoid When Implementing A Training Program 外文出处 Credit Union Journal, 2009(10 5): P8 外文作者 Mike Colvin 原文 ： Top 10 Mistakes To Avoid When Implementing A Training Program Mike Colvin When developing or implementing a new or refreshed training program,
2、 much is said about what to do, but little is mentioned about what not to do. Therefore, we were making or carrying out a training,may meet this or that problem, perhaps is we have no attention and training should avoid what caused. Some mistakes we can according to many experience, it will come out
3、 for our training work to bring great convenience, can let our training investment get better returns. According to our training for many enterprises the actual status of the investigation and research, discover many common problems. The following outlines the top 10 mistakes every manager must avoi
4、d when implementing a training program: 1. Always Giving Advice, Never listening. It is often easier for managers to provide input, feedback, or sage advice than to listen to those they are managing for much needed answers to day-to-day strategic or business issues. Many managers in practice, often
5、excessive put idea on how to give advice or comments on subordinates, as this is the subordinates best, it is helpful to they discover flaws and correct the mistakes, which can improve the work efficiency. However, they may neglect subordinates in the mind noodles really thinking, what are they real
6、ly want to get, you have to understand the subordinates the heart want, give what they want, combine to give them advice way, such ability are the best and most perfect. Management should never assume they have all the answers. More likely than not, a wealth of valuable strategic input can be gained
7、 from frontline staff who have direct member interaction. That is to say, no direct demand for the managers, or to its actual work condition does not understand, or not fully grasp subordinate heart really want is what they should do more from some work have a direct relationship with the employee t
8、here looking for answers. After all, the needs of the member come first, and the best way to understand their needs is to hear it directly from the frontline staff or member (who talks to the frontline staff). 2. Managers Do Not Observe Employees With Members. Just as important as listening to front
9、line staff, observing carries equal weight. Managers to employees working condition for observation, listens to their needs and observe them proposed whether accord with the actual demand, how nice to meet their needs. Nothing can take the place of real-life experience only comes from practice is th
10、e truth, is the most useful. Observing employees with members will demonstrate exactly how the staff is implementing the training they have received. It will show management what procedures are being utilized, how effective they are, and how members react to the implemented procedures. In fact, thro
11、ugh observation and participation, management has the opportunity to hear feedback directly from the member. Many of our managers in the training effectiveness evaluation, often neglected. They direct observation obtains information, and this information often than through survey information from mo
12、re intuitive, more for their future training activities help. 3. Saying One Thing And Doing Another. Management must walk the walk and be able to do and demonstrate what they say to the employee. Many managers in meetings or publicly made a lot of encouraging and morale commitment, to afterwards but
13、 do not practice, this is a very bad phenomenon, said a set, do a set, it will lose your heart in the prestige of the employees and affinity, they will think you very hypocritical, focus only on many other aspects, such as production, etc., and not practicing for our promise. Similarly, the employee
14、 must believe that management believes in the processes and procedures they recommend. In short, a sure way to create doubt is to say one thing and do another. 4. Assuming Employees Just Get It. Never assume, we should take facts speak. As is known, to check staff whether have mastered training the
15、knowledge you have learned. We can through seek employee feedback and have them demonstrate concepts so that you know they get it. Management cannot know if the employees are implementing the proper processes and procedures unless they assess the employees, and seek and provide feedback, whether to
16、conform to the standard work standard, so our training input can also see benefits. We have a lot of methods to check staff during training the knowledge you have learned, Among them, role playing is an effective method that can be used to both train and assess the employee simultaneously. Alleged r
17、ole plays, is directed by testers describe an illusion working environment, let participants imagine it happens, and according to the requirement to behavioral responses, testee on subjects words and nonverbal behavior and behavior effectiveness evaluation, is a kind of behavior simulation technolog
18、ies. Using this approach, in the face of employees can work tasks reaction, how to carry out work to wait for good observation and judgment, can facilitate employee training deconstruction of the managers to knowledge for good detection. 5. Never Participating in Training. Management must take an ac
19、tive role in the training process along with the employees. Here said the positive role not only means before training mobilization inspire everyone to participate in training, also refers not only how managers actively planning organizing a training, it also includes managers should actively participate in training activities, to see them live related training courses, or with the training of communication and exchange participants, etc. Your presence alone will raise employee appreciation and confidence, also enhance their prestigeand affinity.
