cases for employee training

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翻译练习-现场英语

翻译练习-现场英语

翻译练习-现场英语⽬录 CONTENT6.0 HSE 计划 HSE PLAN (1)6.1 安全统计表 SAFETY STATISTICS (1)6.2 项⽬专⽤HSE计划 SPECIAL HSE PLAN FOR THE PROJECT............错误!未定义书签。

6.3 组织机构和职责 ORGANIZATION STRUCTURE AND RESPONSIBILITIES...错误!未定义书签。

6.4 设计和⼯程 DESIGN AND ENGINEERING ............................错误!未定义书签。

6.5 安全施⼯和安装 SAFE CONSTRUCTION AND OPERATIONS (2)6.6 污染防治 POLLUTION PREVENTION ................................错误!未定义书签。

6.7 事故调查 INCIDENT INVESTIGATION ..............................错误!未定义书签。

6.8 应急管理 EMERGENCY MANAGEMENT (10)6.9 培训与交流 TRAINING AND COMMUNICATION ........................错误!未定义书签。

6.10 交流意识 COMMUNITY AWARENESS ................................错误!未定义书签。

6.11 监测、测量与报告 MONITORING, MEASUREMENT AND REPORTING......错误!未定义书签。

附件:ATTACHMENT 中通公司HSE管理⽅针及⽬标 ........................错误!未定义书签。

6.0 HSE 计划HSE PLAN⽅针:Policy:●安全第⼀,关注健康;●以⼈为本,保护环境;●法规意识,贯通全程;●科学管理,持续改进。

员工培训英文作文范文

员工培训英文作文范文

员工培训英文作文范文英文:Employee training is an essential part of any company's success. As an employee, I believe that training not only improves my skills and knowledge but also helps me to contribute more to the company. In my opinion, there are two main types of training: job-specific training and professional development training.Job-specific training is focused on teaching employees the skills and knowledge they need to perform their job duties effectively. For example, if I work in customer service, I would need training on how to handle customer complaints and how to use the company's customer service software. This type of training is important because it ensures that employees are able to do their jobs well and provide high-quality service to customers.Professional development training, on the other hand,is focused on helping employees grow and develop in their careers. This type of training can include leadership training, communication skills training, or even language classes. I believe that this type of training is important because it helps employees to expand their skill set and become more valuable to the company.In my experience, the best training programs are those that are interactive and hands-on. For example, if I am attending a customer service training session, I would prefer to practice handling customer complaints with my fellow employees rather than just listening to a lecture. This type of training not only helps me to learn better but also allows me to collaborate with my colleagues and share best practices.Overall, I believe that employee training is crucialfor both the employee and the company's success. By investing in training, companies can ensure that their employees are equipped with the skills and knowledge they need to perform their jobs effectively and contribute to the company's growth.中文:员工培训是任何公司成功的重要组成部分。

银行保险机构涉刑案件风险防控管理英文版

银行保险机构涉刑案件风险防控管理英文版

银行保险机构涉刑案件风险防控管理英文版Risk Prevention and Control Management of Criminal Cases Involving Banking and Insurance InstitutionsWith the rapid development of the banking and insurance industry, criminal cases involving these institutions have become a significant concern. To effectively prevent and control such risks, it is crucial for banking and insurance institutions to establish a comprehensive risk prevention and control management system.Firstly, it is essential to strengthen the internal control system. Banking and insurance institutions should establish a sound internal control mechanism, including clear division of responsibilities, strict access control, and effective supervision. By implementing a robust internal control system, institutions can effectively prevent and detect criminal activities, such as embezzlement, fraud, and money laundering.Secondly, it is necessary to enhance risk assessment and early warning mechanisms. Banking and insurance institutions should conduct regular risk assessments to identify potential risks and vulnerabilities. By analyzing historical data and market trends, institutions can develop effective early warning mechanisms to detect and respond to criminal activities promptly. This includes establishing a comprehensive monitoring system, conducting regular audits, and implementing real-time transaction monitoring.Thirdly, it is crucial to strengthen employee training and education. Banking and insurance institutions should provide comprehensive training programs to enhance employees' awareness of criminal risks and their abilityto identify and report suspicious activities. By promoting a culture of compliance and integrity, institutions can create a strong line of defense against criminal activities. Additionally, institutions should establish a whistleblower protection mechanism to encourage employees to report any illegal activities without fear of retaliation.Furthermore, it is important to establish effective cooperation and communication channels with law enforcement agencies. Banking and insurance institutions should establish close relationships with relevant law enforcement agencies, such as the police and the judiciary. By sharing information and cooperating in investigations, institutions can effectively combat criminal activities and contribute to the overall security of the financial system.In addition, it is crucial to strengthen the use of technology in risk prevention and control. Banking and insurance institutions should leverage advanced technologies, such as artificial intelligence and big data analytics, to enhance their risk prevention and control capabilities. By utilizing these technologies, institutions can detect and analyze abnormal transactions, identify potential risks, and improve the accuracy and efficiency of risk management.Lastly, it is important to establish a sound legal framework and regulatory system. The government should enact and enforce laws and regulations that specifically address criminal activities in the banking and insurance industry. Regulatory authorities should conduct regular inspections and audits to ensure institutions' compliance with relevant laws and regulations. Additionally, severe penalties should be imposed onindividuals and institutions involved in criminal activities to deter potential offenders.In conclusion, the risk prevention and control management of criminal cases involving banking and insurance institutions is of utmost importance. By strengthening internal controls, enhancing risk assessment mechanisms, providing comprehensive employee training, establishing effective cooperation with law enforcement agencies, leveraging technology, and establishing a sound legal framework, institutions can effectively prevent and control criminal risks. Only by doing so can the banking and insurance industry maintain its integrity and contribute to the stability and security of the financial system.。

现场培训计划 中英文

现场培训计划 中英文

现场培训计划中英文On-site Training Plan一、培训背景 Background随着企业快速发展和市场竞争的加剧,员工的能力提升和技能更新已成为企业发展的关键要素。

培训作为提高员工绩效和竞争力的重要手段,需要不断地进行更新和调整,以适应现代企业的需求。

With the rapid development of enterprises and the intensification of market competition,the ability improvement and skill updating of employees have become the key elements for enterprise development. Training, as an important means to improve the performance and competitiveness of employees, needs to be continuously updated and adjusted to meet the needs of modern enterprises.本次培训计划旨在帮助员工提升业务能力和职业素养,增强团队合作意识,提高工作效率,为企业的持续发展提供保障。

This training plan aims to help employees improve their business acumen and professional qualities, enhance teamwork spirit, and improve work efficiency, thus providing a guarantee for the sustainable development of the enterprise.二、培训目标 Training Objectives1.提升员工的专业知识和技能,提高工作绩效。

new employee orientation training policy入职培训管理规定 2

new  employee orientation training policy入职培训管理规定 2
部门培训的方式为介绍工作场所,引见给相关同事,解释有关的规章制度和业务知识.
7、Orientation examine培训考核
Overview Orientation will be examined by written tests.
集中培训的考核方式为笔试。
Department-specific Orientation will be examined through filling Department-special Orientation Checklist by the immediate supervisor, and /or manager.
部门培训的考核方式为直接主管或经理通过填写部门培训检查表进行评价。
集中培训应在入职前完成,需2-4小时,特殊情况需人事行政部经理和员工的直接经理共同审批。部门培训应在入职后两周内完成.
5、Training ways培训方式
Overview Orientation will be conducted by HR Department; appropriate line manager /supervisor will conduct department –specific Orientation.
集中培训由人事部负责,部门培训由员工的直接主管或经理负责.
6、Training ways培训方式
Overview Orientation will be achieved by classroom lessons, or watching orientation Video plus short discuss .For assistant manager or above level, and other special cases, self-studying Overview Orientation Teaching Material is acceptable.

进行技能培训的英文

进行技能培训的英文

Conducting Skills Training: The Importance and BenefitsSkills training plays a crucial role in personal and professional development. It equips individuals with the knowledge and expertise required to excel in their chosen fields. In this document, we will explore the significance and advantages of conducting skills training in English.Introduction to Skills TrainingSkills training refers to the process of acquiring and refining specific abilities, knowledge, and competencies that are essential for carrying out tasks effectively. It encompasses a wide range of disciplines, including communication, leadership, problem-solving, and technical skills. Investing time and resources in skills training can have a significant impact on an individual’s career growth and overall success.The Importance of Skills TrainingEnhancing Professional CompetenceIn today’s competitive job market, possessing a diverse skill set is an invaluable asset. Skills training enables individuals to enhance their professional competence by gaining proficiency in various areas. Whether it is acquiring technical skills relevant to a specific job or developing soft skills like teamwork and communication, continuous training allows individuals to stay up-to-date and adapt to evolving industry standards.Fostering Personal GrowthSkills training not only empowers individuals in their professional lives but also contributes to personal growth. Learning new skills boosts self-confidence and fosters a sense of accomplishment. It encourages individuals to challenge themselves, step out of their comfort zones, and embrace continuous learning. Moreover, skills training can also help individuals discover hidden talents and passions, leading to personal fulfillment and satisfaction.Increasing EmployabilityEmployers value candidates who are willing to invest in their personal and professional development. By participating in skills training programs, individuals can demonstrate their commitment to continuous improvement, making them more desirable to potential employers. A diverse skill set enhances an ind ividual’s marketability and increases their chances of securing better job opportunities and career advancement.Improving Efficiency and ProductivitySkills training directly impacts an individual’s efficiency and productivity within their role. Acquiring new skills or refining existing ones enables individuals to perform tasks more effectively, reducing wastage of time and resources. For instance, a training program in time management can help individuals prioritize tasks, meet deadlines, and accomplish goals efficiently. By improving efficiency, skills training contributes to overall organizational success as well.Encouraging Innovation and AdaptabilityThe world is constantly evolving, and skills training equips individuals with the ability to adapt to changes in their respective fields. By staying updated with the latest industry trends and technological advancements, individuals can identify opportunities for innovation and improvement. Skills training encourages a growth mindset, enabling individuals to embrace change, think creatively, and develop innovative solutions to challenges.The Benefits of Conducting Skills Training in EnglishGlobal CommunicationEnglish is one of the most widely spoken languages globally and serves as a lingua franca in many industries. Conducting skills training in English ensures that individuals can effectively communicate and collaborate with professionals from different countries and cultures. This is particularly important in multinational organizations or industries where English is the primary language for business communication.Access to Resources and KnowledgeEnglish is the language of extensive educational resources and knowledge repositories. By conducting skills training in English, individuals gain access to a vast range of learning materials, including books, articles, and online courses. This exposure to diverse resources enhances the depth and quality of the training, enabling individuals to acquire a more comprehensive understanding of the subject matter.Enhanced Career OpportunitiesProficiency in English opens up a plethora of career opportunities on a global scale. Many multinational companies require employees who can interact and work in English-speaking environments. By conducting skills training in English, individuals develop a competitive edge, broadening their career prospects beyond their local regions.Confidence in English CommunicationEnglish skills training not only focuses on specific job-related skills but also aids in improving English language proficiency. Clear and effective communication is vital in every professional setting, and being confident in English communication can greatly boost an individual’s professional image. Skills training in English provides individuals with ample practice and guidance to develop fluency, vocabulary, and grammatical accuracy.ConclusionSkills training is an essential aspect of personal and professional growth. It enhances competence, increases employability, fosters personal development, and improves overall efficiency and productivity. Conducting skills training in English offers additional advantages, such as global communication opportunities, access to extensive resources, enhanced career prospects, and improved English language proficiency. Investing in skills training, particularly in English, is a worthwhile endeavor that paves the way for success in today’s interconnected and competitive world.。

培训师内部训练(英文版)

培训师内部训练(英文版)

培训师内部训练(英文版)As a training company, we understand the importance of continuous learning and development for our trainers. We believe that in order to deliver high-quality training programs, our trainers must be equipped with the necessary skills, knowledge, and expertise. Therefore, we have designed an internal training program to ensure that our trainers are constantly improving and staying up-to-date with the latest trends and best practices in the training industry.The internal training program is structured to cover a wide range of topics that are essential for trainers to excel in their role. These topics include but are not limited to, instructional design, facilitation skills, adult learning principles, coaching and feedback, technology in training, and industry-specific knowledge. Our goal is to provide our trainers with the tools and resources they need to deliver effective and impactful training programs that meet the needs of our clients.The internal training program is led by experienced trainers and industry experts who are dedicated to supporting the professional development of our trainers. The program includes a combination of workshops, seminars, webinars, and on-the-job training to ensure that our trainers are continuously learning and honing their skills. In addition, our trainers have the opportunity to participate in external training programs and conferences to further enhance their knowledge and expertise.One of the key components of the internal training program is peer learning and collaboration. We believe that our trainers can learn a great deal from each other, and we encourage them to share their experiences, best practices, and challenges with their colleagues. This not only fosters a culture of continuous learning and improvement but also creates a strong sense of community and support among our trainers.Furthermore, our internal training program is tailored to the individual needs and goals of each trainer. We understand that every trainer has their own strengths and areas for development, and we work closely with them to create a personalized training plan that addresses their specific needs. This ensures that our trainers are able to grow and develop in a way that is meaningful and relevant to their role as a trainer.In addition to the technical and skills-based training, we also place a strong emphasis on personal development and well-being. We understand that being a trainer can be demanding, both mentally and emotionally, and we want to support our trainers in maintaining a healthy work-life balance. Therefore, our internal training program includes sessions on stress management, self-care, and resilience to help our trainers maintain their well-being and thrive in their role.We are committed to investing in the professional development of our trainers, as we believe that they are the cornerstone of our success as a training company. By providing them with the necessary training, support, and resources, we are confident that they willcontinue to deliver exceptional training programs and contribute to the growth and success of our organization.In conclusion, our internal training program is designed to provide our trainers with the skills, knowledge, and support they need to excel in their role. Through a combination of technical training, peer learning, and personal development, we are committed to ensuring that our trainers are constantly improving and growing in their profession. We are confident that our investment in our trainers will result in the delivery of high-quality training programs and the continued success of our organization.抱歉,我无法完成这个要求。

给员工做培训的英语作文

给员工做培训的英语作文

给员工做培训的英语作文Training Employees: A Crucial Investment for Business GrowthIn the dynamic landscape of the modern workplace, employee training is not merely a formality but an essential strategy for the growth and development of any business. Investing in the professional development of employees canlead to increased productivity, improved job satisfaction,and a more competitive edge in the market. This essay will explore the importance of employee training, the benefits it offers, and the best practices for effective training sessions.Firstly, the importance of employee training cannot be overstated. In an era where technology is constantly evolving, employees must be equipped with the latest skills and knowledge to keep up with industry standards. Trainingensures that the workforce is adept at using new tools and software, which can streamline operations and increase efficiency. Moreover, training can help employees understand the company's vision and goals, fostering a sense of unityand purpose within the team.The benefits of employee training are manifold. One ofthe most immediate benefits is the enhancement of skills and competencies. When employees are well-trained, they arebetter equipped to perform their tasks, leading to higherquality work and better customer satisfaction. Training also serves as a retention tool, as employees who feel valued through continuous learning are more likely to remain loyalto the company. Additionally, a well-trained workforce can contribute to the company's innovation efforts, as they are more likely to come up with new ideas and solutions to problems.To ensure the effectiveness of training sessions, thereare several best practices that should be considered. Firstly, training should be tailored to the needs of the employees and aligned with the company's objectives. This means that the content should be relevant and practical, focusing on real-world applications rather than theoretical knowledge. Secondly, the use of interactive methods, such as workshops and simulations, can make training more engaging and memorable. This approach encourages active participation and allows employees to apply what they've learned in a safe environment.Furthermore, ongoing assessment and feedback are crucial for the success of any training program. Regular evaluations can help identify areas where employees may need additional support or further training. It also provides an opportunity for employees to share their thoughts on the training process, which can lead to improvements in future sessions.In conclusion, employee training is a vital component ofa company's success. It not only equips employees with the necessary skills to excel in their roles but also contributes to the overall growth and sustainability of the business. Byinvesting in employee training, companies can create a more knowledgeable, efficient, and innovative workforce that can drive the business forward in a competitive market.。

避免信息泄露英语作文

避免信息泄露英语作文

避免信息泄露英语作文Information is one of the most valuable assets in today's digital world. It can be a powerful tool for businesses, governments, and individuals, but it can also be a significant vulnerability if not properly protected. In an era of increasing cyber threats and data breaches, it is crucial to understand the importance of avoiding information leaks and the strategies to safeguard sensitive data.One of the primary reasons for the importance of avoiding information leaks is the potential for financial and reputational damage. Data breaches can result in the loss of sensitive information such as customer records, financial data, or intellectual property, which can have severe consequences for an organization. The financial impact can be substantial, with the average cost of a data breach reaching millions of dollars in some cases. Additionally, the damage to a company's reputation can be long-lasting, eroding customer trust and making it difficult to regain the confidence of stakeholders.Another critical aspect of avoiding information leaks is the protectionof personal privacy. In the digital age, individuals are increasingly vulnerable to the unauthorized access and misuse of their personal information. Identity theft, financial fraud, and social engineering attacks are just a few examples of the threats that can arise from information leaks. The consequences of such incidents can be devastating, leading to financial losses, emotional distress, and long-term damage to an individual's credit and reputation.To mitigate the risks of information leaks, organizations and individuals must adopt a comprehensive approach to data security. This includes implementing robust access controls, implementing strong encryption protocols, and regularly reviewing and updating security measures. Additionally, ongoing employee training and awareness programs are essential to ensure that all individuals within an organization understand the importance of information security and their role in protecting sensitive data.One of the most effective strategies for avoiding information leaks is to limit access to sensitive information. This can be achieved through the implementation of role-based access controls, which grant access to data and systems based on an individual's job responsibilities and need-to-know. By restricting access to only those who require it, organizations can reduce the risk of unauthorized access and minimize the potential for data breaches.Another critical component of information security is the use of encryption. Encryption is the process of converting information into a form that is unreadable to anyone who does not have the appropriate decryption key. By implementing strong encryption protocols, organizations and individuals can protect sensitive data from being accessed by unauthorized parties, even in the event of a data breach.Regular backups and disaster recovery plans are also essential for avoiding information leaks. In the event of a cyber attack or natural disaster, having a reliable backup of critical data can be the difference between a minor inconvenience and a catastrophic loss of information. By regularly backing up data and having a well-defined disaster recovery plan in place, organizations can ensure that they can quickly recover from any incident and minimize the impact on their operations.Finally, employee training and awareness are crucial for preventing information leaks. Employees are often the weakest link in an organization's security chain, and it is essential to ensure that they understand the importance of information security and their role in protecting sensitive data. This can be achieved through regular training sessions, security awareness campaigns, and the implementation of clear policies and procedures for handling confidential information.In conclusion, avoiding information leaks is a critical priority in today's digital landscape. The potential for financial and reputational damage, as well as the threat to personal privacy, make it essential for organizations and individuals to adopt a comprehensive approach to data security. By implementing robust access controls, using strong encryption protocols, maintaining reliable backups, and providing comprehensive employee training, we can all play a role in protecting our most valuable assets and safeguarding our digital future.。

员工培训实训 英文

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.。

员工过失造成单位损失赔偿案例

员工过失造成单位损失赔偿案例

员工过失造成单位损失赔偿案例英文回答:Employee Negligence Leading to Company Losses and Compensation Cases.Employee negligence can often result in significant financial losses for a company. In such cases, the company may seek compensation from the employee to cover the damages incurred. Let me share a personal experience to illustrate this situation.A few years ago, I worked for a manufacturing company that produced electronic devices. One of my colleagues,let's call him John, was responsible for quality control. It was his duty to ensure that all products met the required standards before they were shipped out to customers.Unfortunately, John made a serious mistake one day. Heoverlooked a critical defect in a batch of products, and as a result, they were shipped to customers without being properly checked. This oversight led to a large number of customer complaints and returns, resulting in a significant financial loss for the company.Upon discovering John's negligence, the company conducted an internal investigation to determine the extent of the damage caused. They found that the cost of replacing the defective products and addressing customer complaints amounted to a substantial sum.As a consequence, the company decided to take legal action against John to recover the losses incurred. They filed a lawsuit, claiming compensation for the financial damages caused by his negligence. In court, the company presented evidence of the defective products, customer complaints, and financial records to support their case.During the trial, it became clear that John's negligence was the direct cause of the company's losses. The court ruled in favor of the company and ordered John topay the specified amount as compensation. The judgment took into account the financial impact on the company, as wellas the need to deter future negligence from employees.This case highlights the importance of employee accountability and the potential consequences of negligence in the workplace. Employers rely on their employees to perform their duties diligently and responsibly, and any negligence can have severe financial implications.中文回答:员工过失造成单位损失赔偿案例。

平安关爱 英语缩写

平安关爱 英语缩写

平安关爱英语缩写Peace and Care - Abbreviation in EnglishIn the dynamic and ever-evolving world of communication, the use of abbreviations has become increasingly prevalent. These condensed forms of expression have become an integral part of our daily interactions, particularly in the realm of the English language. The practice of abbreviating words and phrases serves multiple purposes, from enhancing efficiency to fostering a sense of shared understanding among individuals. In this essay, we will delve into the significance of abbreviations in the context of peace and care, exploring their role in facilitating effective communication and promoting social well-being.At the heart of the concept of peace and care lies the fundamental desire to create a harmonious and supportive environment for all individuals. Abbreviations play a crucial role in this endeavor by enabling concise and precise communication, which can be especially valuable in high-stress or emergency situations. For instance, the abbreviation "CPR" (Cardiopulmonary Resuscitation) isa widely recognized term that conveys the immediate need for life-saving intervention, allowing emergency responders to act swiftly and effectively. Similarly, the abbreviation "911" is universally understood as a call for urgent assistance, triggering a coordinated response from emergency services to ensure the safety and well-being of those in need.Beyond the realm of emergency response, abbreviations also contribute to the promotion of peace and care in our daily lives. In the workplace, the use of abbreviations can streamline administrative tasks, enhance productivity, and foster a sense of shared understanding among colleagues. For example, the abbreviation "HR" (Human Resources) is commonly used to refer to the department responsible for managing employee-related matters, such as hiring, training, and benefits. This concise term allows for efficient communication and ensures that all employees are on the same page regarding the resources available to them.In the educational setting, abbreviations can play a crucial role in facilitating learning and promoting a supportive environment. Students often encounter a wide range of abbreviations, such as "GPA" (Grade Point Average) and "SAT" (Scholastic Aptitude Test), which provide a standardized means of measuring academic performance and progress. These abbreviations not only enable clear communication between students and educators but also contributeto the creation of a level playing field, where everyone understands the criteria for success.Moreover, the use of abbreviations can foster a sense of community and shared identity. In the realm of social media and online communication, abbreviations have become a ubiquitous part of our daily interactions. Terms like "LOL" (Laughing Out Loud) and "ASAP" (As Soon As Possible) have transcended their literal meanings and have become a shared language that connects individuals across geographical boundaries. This shared understanding can promote a sense of belonging and camaraderie, ultimately contributing to the overall well-being of the community.However, it is important to recognize that the use of abbreviations is not without its challenges. Overreliance on abbreviations can potentially lead to miscommunication, particularly in situations where the intended meaning is not widely known or understood. Additionally, the excessive use of abbreviations can create a barrier to inclusivity, as individuals who are not familiar with the abbreviations may feel excluded from the conversation.To mitigate these challenges, it is essential to strike a balance between the efficiency and clarity of communication. When using abbreviations, it is crucial to ensure that the context is clear and that the intended meaning is easily understood by all parties involved. Insome cases, it may be beneficial to provide a brief explanation or clarification of the abbreviation to ensure that everyone is on the same page.In conclusion, the use of abbreviations in the context of peace and care is a multifaceted phenomenon that plays a significant role in facilitating effective communication and promoting social well-being. From emergency response to educational settings and online interactions, abbreviations have become an integral part of our daily lives. By recognizing the benefits and potential challenges of abbreviations, we can strive to use them in a manner that enhances our ability to communicate, collaborate, and foster a sense of community and shared understanding. As we navigate the ever-changing landscape of language and communication, the judicious use of abbreviations can be a powerful tool in our pursuit of peace and care.。

cases for employee training

cases for employee training

cases for employee trainingImportance of trainingNature of training and developmenthttp://wenku.//view/fd130ddb50e2524de5187e0a. htmlEthicsThere is need for imparting greater ethical orientation to a training and development programme. There is no denial of the fact that ethics are largely ignored in businesses. Unethical practices abound in marketing, finance and production function in an organization. They are less see and talked about in the personnel function. If the production, finance and marketing personnel indulge in unethical practices the fault rests on the HR manager. It is his/her duty to enlighten all the employees in the organization about the need of ethical behavior.Case:White Collar CrimesThe findings of the KPMG‘s fraud survey for ____, confirm the prevalence of white collar crimes in corporate India. The survey has pegged the loss due to delinquencies at Rs.200 crores but KPMG feels that it is only the tip of the iceberg. According to the study, 66% of the respondents feel that the frauds will increase.Respondents have cited kickbacks and e_penses accounts as the most frequent types of internal frauds, and patent infringements, false representation and secret commissions as the most favored e_ternal crimes. Among management frauds, window dressing of balance sheets is the hot favorite followed by more creative ones like fudging MIS and giving wrong information.Decisions Making and Problem Solving SkillsDecision making skill and problem solving skills focus on method and techniques for making organizational decisions and solving work-related problems. Learning related to decision-making and problem-solving skills seeks to improve trainees’ abilities to define structure problems, collect and analysis information, generate alternative solution and make an optimal decision among alternatives. Training of this type is typically provided to potential managers, supervisors and professionals.case Training inputs at HLLThe training and development affords at HLL are designed to develop the following:1. Helping employees satisfy personal goals through higher level of skills and competencies2. Facilitating higher contribution at there present jobs and preparing them for the ne_t level of responsibilities3. Developing individuals and teams to meet the total needs of the organizationJob Orientation1. /cs/orientation/qt/tipneonew.htm The best orientation I have ever known was instituted at Edgewood Tool and Manufacturing. Every manager who hired a new employee was required to write a 120 day orientation for the new employee. It involved one action a day. Actions included meeting the Director of Quality, calling on a customer and having lunch with the CEO. You can bet that new employee was thoroughly welcomed and integrated into the organization after 120 different orientation events.2./od/retention/a/keepnewemployee_2.htmOne such e_ample is Mecklenburg County’s (North Carolina) success in revamping its employee orientation program. The employer wanted to live up to its credo of employees being the organization’s greatest resource. In ____, as part of a larger initiative to redesign services to meet customer needs, the Mecklenburg County Human Resources Department staff made a smart decision. They viewed new employees as part of their customer base and asked their customers what they wanted.Employees were asked what they wanted and needed from orientation. They were also asked what they liked and didn’t like about orientation. New employees were asked what they wanted to know about the organization. Additionally, the organization’s senior managers were asked what they believed was important for employees to learn when joining the county payroll.Using feedback collected from employees, Mecklenburg’s HR training staff first realized that meeting employees’ needs required more than a half day training session. Trusting employee feedback, the trainers crafted a one-day orientation that gave employees what they said they wanted and what senior management believed employees needed to know. Essentially, the orientation mi_ now includes the less e_citing topics such as W-2s and various policies and procedures, but it also includes details that let the employee know something about the organization.3. /orientation/orient article.htm? Because orientation is an ongoing process, information is given to the new employee closest to the time it is needed. For e_ample, if the employee’s health benefits vest 30 days from the start date, a benefits orientation is not needed during the first day or first week of employment. Many companies separated benefits from other orientation information. Aseparate meeting, if held in the evening, allows spouses to attend and participate in the selection of a specific health plan.? Adult learning concepts are known and used to guide orientation. If an organization wants its employees to use their initiative and e_ercise judgment, then a self-directed NEO is appropriate. Several successful NEO programs gave the new employee a list of tasks to accomplish, a deadline and the time and resources to complete the tasks. For e_ample, a manufacturing organization gives the new hourly employee a checklist to be completed in 5 days. Items on the checklist include finding bulletin boards, safety and first aid supplies, and signing completed forms. Another organization gives its new middle managers and staff people a list of key co-workers to interview. A self-directed workbook suggests questions for the interviews. Sample questions are: 1) What doyou e_pect from me when we work together? 2) What are your job and task goals and how do they affect me? Many unsuccessful NEOs \feed\all information to the new employee. This process often gives the impression to the employee that the organization will tell you everything you need to know . . . just wait for it to come to you. If you want new employees to work independently, at least part of their orientation should be his or her responsibility.? Audiovisual components of successful NEO programs provide emphasis to the program and provide a positive message. Frequently successful videos or slide tape presentations were used to describe the organization’s culture, history and philosophy. Although the temptation is to put as much as you can on video, the content needs to be lasting. For e_ample, benefits are best presented \change, but give the current e_ecutive group in written form on an organization chart. Guest speakers who deliver a consistent message and find attending every session of NEO are also good candidatesfor video.Orientation checklistohs.ca/oshanswers/hsprograms/orientation.html__1_1 Below is a sample orientation checklist. Be sure to customize it for your workplace. EMPLOYEE ORIENTATION CHECKLIST Areas to be Covered Company Safety Rules Company Policies Previous Training Training E_plain safety rules that are specific to your company. E_plain the health, safety and wellness policies of your company. Ask the employee if she/he has taken any safety training. Provide any necessary safety, environmental, compliance or policy/procedural training. Inform the health and safety specialist that a new employee Health and Safety has joined the company who may need safety training. Arrange for this training and education to occur. Potential hazards Tour your work areas and facility and discuss associated work area hazards and safe work practices. Show and e_plain how to use emergency eyewashes and Emergency Procedures showers, first aid kits, fire blankets, fire e_tinguishers, fire e_its and fire alarm pull bo_es, as applicable. Demonstrate the evacuation procedures. Description Completed Yes No To_ic Products Food and Beverages Emergency Notification Form Identify workspaces where hazardous materials are used, stored or disposed. Provide training as necessary. E_plain that food and beverages are only permitted to be stored in refrigerators clearly labelled \Have employee complete the Emergency Notification form. Keep a copy for your files and send a copy to your Emergency Coordinator. Identify the location of the Material Safety Data Sheets WHMIS (MSDSs). Review the MSDSs for all hazardous materials to be used by the employee. E_plain hazardous material labelling requirements. Conduct job specific training. Review the company’s Emergency Evacuation Plan and Emergency Evacuation e_plain theevacuation signals and procedures, point out proper e_it routes and thedesignated assembly area for your Branch. Review the PPE program if theemployee will be required to Personal Protective Equipment (PPE) wearprotective equipment. Issue appropriate personal protective equipment (PPE)that must be worn as required by the work being performed. In Case ofInjury or Review the reporting procedures in the event of an injury Illnessand/or accident. Supply a copy of the facility telephone list with namesof Health and Safety Committee Safety Committee Members highlighted.Identify the location of the safety bulletin board. E_plain how the employeecan participate in the health and safety process (e.g., report hazards)General Rights and Responsibilities E_plain worker rights andresponsibilities as granted by legislation. (See the section of our OSHAnswers on Legislation for more details.) Provide a list of names, addresses,phone numbers and fa_ Emergency Contact numbers of the persons who mustbe contacted in case of emergency. Document Employee Name: Date:Supervisor’s Signature: Maintain a record of the orientation. E-training1. Case: Training goes Techno-Savvyhttp://wenku.//view/fd130ddb50e2524de5187e0a.html、In today’s electronic world, the World Wide Web (WWW) is all pervasive.The internet and intranet are changing the face of training and learning.Using a PC, a modem and a web browser, it has become possible to learn online.Web-based courses through distance learning are virtual. An employee cansimply connect to the Internet study the syllabus options available, andenroll for the courses electronically. He or she can then receive a. coursework online and even take tests and advance to the ne_t level-all from hisor her own house. Global giants like Motorola and Ford Motor are reaping the benefits of virtual learning. Employees of Motorola have access of self-paced computer based training (CBT) material through the firm’s Intranet Motorola offers nearly one hundred online courses, mostly in information technology.Virtual learning presents its own challenges. The biggest being an infrastructure to connect the entire organization across the seven seas. Web servers, ISDN lines, laptops, and personnel computers are the basic requisites. But these facilities will payoff in the long-run. Firms investing in virtual learning technologies can slash their training budgets by 30 to 50 per centLearning through the web can be very convenient for’ employees. There are no fi_ed schedules or limitations of time. One can attend the course at home, in the evening when one is at leisure, or while traveling to work. The learners do not have to depend on the trainer’s availability. It is not just the technical programs: soft skills can also be learnt electronically.One firm used a CDROM manual to impart soft-skills like performance management, coaching, and interviewing skills. The CDROM based training was supplemented with shared learning via teleconferencing, where managers discussed key learning’s and asked for clarifications. Face to face, role-playing e_ercises were added for the human touch.One advantage of computer-based soft-skills training is that it helps maintain anonymity in situations that may be discomforting for trainees. For e_ample, role playing e_ercises, may call for sharing personal information with strangers. This can be avoided in a virtual-learning setting, till the time the learner becomes more open and fle_ible.It reads like who is who in using virtual learning. Motorola and Fordare only the two. There are others too. IBM, for e_ample, has a virtual university, IBM Global Campus, to provide its employees continuous skills-driven-Learning opportunities via the corporate intranet across the globe.Federal E_press has turned to interactive multimedia for a more effective training system. Employees have the facility to get training via personnel computers during regular working hours at any time convenient to them. Te_as Instrument has been using satellite-based and CBT for a long time. The firm’s satellite broadcast links employees in countries all over the world, including Germany, Italy, France, England, Japan, and India.Boeing delivers interactive training to its 22,000 managers globally through a communication service that uses the satellite broadcast technology. One application of the service was a short strategic planning skills course for employees in Boeing offices in US, Japan, Australia, and Western Europe. The course participants viewed the workshops on monitors in corporate。

英语作文对员工的培训计划

英语作文对员工的培训计划

英语作文对员工的培训计划In order to develop an effective employee training plan, it is crucial to first identify the training needs of the employees. This can be done through various means such as performance evaluations, employee surveys, and feedback from supervisors. Once the training needs have been identified, the next step is to design a training program that addresses those needs effectively.The training program should be designed to be informative, engaging, and interactive. It should provide the employees with the necessary knowledge and skills to perform their jobs effectively. The program should cover a wide range of topics such as technical skills, communication skills, leadership development, and customer service. In addition, the training program should also incorporate hands-on activities, group discussions, and real-life scenarios to ensure that the employees can apply what they have learned in their day-to-day work.Furthermore, the training program should be tailored to the specific needs of the employees. Not all employees require the same type of training, and therefore, the program should be flexible and customizable to cater to the individual needs of the employees. For example, new employees may require orientation and onboarding training, while experienced employees may need more advanced training in specific areas.Another important aspect of an effective employee training plan is the use of modern training methods and technologies. This may include e-learning modules, webinars, and online training resources. These training methods not only make the learning process more convenient and accessible for the employees but also provide a cost-effective way to deliver training to a large number of employees.It is also important to regularly evaluate the effectiveness of the training program. This can be done through employee feedback, assessments, and performance evaluations. By gathering feedback from the employees, the training program can be continuously improved and updated to meet the changing needs of the employees and the organization.In addition to the above, it is also crucial to ensure that the employees are given the necessary time and resources to participate in the training program. This may include scheduling the training sessions during work hours, providing relevant training materials, and allowing the employees to apply what they have learned in their day-to-day work.In conclusion, an effective employee training program is essential for the success of any organization. It not only helps to improve the skills and knowledge of the employees but also enhances their overall performance and productivity. By identifying the training needs, designing a comprehensive program, incorporating modern training methods, and continuously evaluating the program, the organization can ensure that its employees are well-equipped to meet the challenges of the ever-changing business environment.。

Employees Training

Employees Training

ChapterWhat Do I Need to Know?C H A P T E REmployees Training3 of 21IntroductionTrainingConsists of an organization’s planned efforts to help employees learn job-related competencies (i.e. knowledge, skills, abilities, and behaviors), with the goal of applying these on the jobRanges from formal classes to one-on-one mentoring and it may take place on-the-job or at remote locations Training can benefit the organization when linked to organizational needs and when it motivates employeesChapterEmployees TrainingWhat Do I Need to Know?1. Discuss how to link training programs to organizational needs. 2. Explain how to assess the need for training. 3. Explain how to assess employees’ readiness for training. 4. Describe how to plan an effective training program. 5. Compare widely used training methods. 6. Summarize how to implement a successful training program. 7. Evaluate the success of a training program. 8. Describe training methods for employee orientation and diversity management.4 of 21Training Linked to Organizational NeedsWorkplace training is a key ingredient for organizational and Canadian competitiveness. Rapid changes e.g. employee expectations, use of teamwork, diversity and globalization requires employees to learn new skills. Training programs:  Prepare employees for future positions  Enable the organization to respond to change  Reduce turnover  Enhance worker safety  Improve customer service and product design Instructional design: Process of systematically developing training to meet specified needs..6 of 21Stages of Instructional Design7 of 21Needs AssessmentProcess of evaluating the organization, individual employee, and employee’s tasks to determine what kinds of training, if any, are necessary  Conditions that prompt a needs assessment:  Some employees lack basic skills or are performing poorly New products, technology, or jobs are planned Outside forces e.g. customer requests or legal requirements Decisions about how to address the issues that prompted the needs assessment.Outcome of needs assessment:8 of 21Needs AssessmentOrganization Analysis Usual first step Evaluates characteristics of organization to determine appropriateness of training Considers organization’s strategy, resources, and management supportmore9 of 21Needs AssessmentOrganization Analysis Person Analysis Determines if performance issues result from competency gaps Determines who needs training Determines if employees are ready for trainingmore10 of 21Needs AssessmentOrganization Analysis Person Analysis Task Analysis Identifies the tasks and competencies that training should emphasize Looks at conditions:  Job environment Deadlines Performance standards11 of 21Readiness for TrainingEmployee Readiness  Motivated to learn  See potential benefits  Positive Work Environment  Situational constraints e.g. resources, time, tools, etc.  Social support e.g. encouragement, management support, peer supportWhat Managers Should Do to Support Training12 of 21Planning the Training Program 13 of 21Choice of Training Methods 14 of 21Training Methods15 of 21Training Methods (cont’d)16 of 21Delivery Methods as a Percentage of All Training Time17 of 21Principles of Learning18 of 214 Tiers Measuring Evaluation ofTraining19 of 21Evaluation of Training20 of 21Applications of Training 21 of 21。

防盗英语作文

防盗英语作文

In todays world,where technology is advancing rapidly,the need for effective security measures has become more crucial than ever.One such measure is the implementation of antitheft systems in various settings,be it residential,commercial,or public spaces.Here is a detailed essay on the importance of antitheft measures and the various ways they can be implemented.IntroductionTheft is a pervasive issue that affects individuals and businesses alike.It not only results in financial loss but also undermines the sense of security and trust in society.As a result, the development and deployment of antitheft systems have become essential to protect assets and deter potential criminals.Types of AntiTheft Systems1.Physical Security Measures:These include locks,safes,and security gates.They are the first line of defense against theft,providing a physical barrier that must be overcome.2.Electronic Surveillance:CCTV cameras and alarm systems are widely used for monitoring and alerting the presence of unauthorized individuals.These systems can be connected to a central monitoring station for immediate response.3.Biometric Security:This type of security uses unique biological characteristics such as fingerprints,facial recognition,or iris scans to identify and authenticate individuals, ensuring that only authorized persons can access certain areas or information.4.GPS Tracking:For movable assets like vehicles,GPS tracking devices can help locate stolen items quickly,increasing the chances of recovery.5.Smart Home and Business Systems:With the advent of the Internet of Things IoT, smart systems can be integrated into homes and businesses to monitor and control access remotely.Implementation of AntiTheft Measures1.Risk Assessment:Before implementing any antitheft system,it is important to conducta thorough risk assessment to identify potential vulnerabilities and the value of assets that need protection.yered Security Approach:A combination of different security measures is oftenmore effective than relying on a single method.For example,using both physical locks and electronic surveillance can provide multiple layers of protection.3.Regular Updates and Maintenance:Technology evolves rapidly,and so do the methods used by criminals.Regular updates to security systems and maintenance checks are necessary to ensure they remain effective.4.Employee Training:In many cases,employees are the weakest link in security. Training them on how to identify and report suspicious activities is crucial.5.Public Awareness:Educating the public about the importance of security and how to protect their own assets can also play a significant role in reducing theft.ConclusionAntitheft measures are not just about preventing loss they are about creating an environment where people feel safe and secure.By investing in comprehensive security solutions,individuals and businesses can significantly reduce the risk of theft and the associated negative impacts.It is a continuous process that requires vigilance,innovation, and adaptability to stay ahead of potential threats.。

药企新员工培训外文文章

药企新员工培训外文文章

药企新员工培训外文文章Job training is simply the practice of employees in the work practice of the activities of education, investment in human capital is a way. In-service training aimed at increasing knowledge and skills of workers to improve their productivity and income,and in the process, both enterprises and workers to pay the costs, including financial,material and energy, time, etc, both enterprises and employees can derive long-term benefits, so this is an investment activity, an investment in people, namely, human capital investment. Most companies from the point of view the purpose of job training,job training can be divided into general and specific job training. General training mainly for the training of general human capital. General human capital not only for the current enterprise value, and the other companies on the market have the same value, such as writing skills,computer skills, reading skills,communication skills,for any job, any job or are not Lack of human capital from one industry to another business doesnot depreciate.Special training is the training of the dedicated human capital. Specific human capital refers only to the current enterprise value of human capital, once the employee leaves the current company, then no value of human capital, such as the specific procedures,specific job skills, it can only be in one enterprise create value, once they left the business to powerless. Compared to W estern countries, China's enterprises in-service training of the late start of the study, theoretical system is also not perfect, so the existence of enterprise-job training is often a variety of problems, the situation is not optimistic. Especally China SMEs, due to existence of their own problems and external constraints, the lack of a comprehensive training system, its training effectiveness is not satisfactory, it increases the risk of investment into human capital and the importance of the dilemma.Job training of SMEs in China there are many problems. For example, the lack of systematic training managementsystem, including training needs analysis, institution building and systems, evaluation feedback. It is precisely because of the lack of a sound system, causing increased risk of training, training effectiveness reduced, resuling in corporate l eadership,“On the training of pale", and thus greatly reduce the in-service training business concerns, do not want to increase investment in job training.。

公司内部技能培训英语作文

公司内部技能培训英语作文

In todays competitive business environment, companies are constantly seeking ways to enhance the skills and capabilities of their workforce. One effective method to achieve this is through internal skill training programs. These programs are designed to equip employees with the necessary knowledge and skills to perform their job duties more efficiently and effectively.Firstly, internal skill training is tailored to the specific needs of the company. Unlike generic training programs, internal training is customized to address the unique challenges and requirements of the organization. This ensures that employees receive training that is directly relevant to their job roles and responsibilities.Secondly, internal skill training fosters a culture of continuous learning and development within the company. By investing in the professional growth of their employees, companies demonstrate their commitment to employee development and career advancement. This not only boosts employee morale but also helps to attract and retain top talent.Thirdly, internal skill training can lead to increased productivity and efficiency. When employees are welltrained and skilled, they are better equipped to perform their tasks efficiently and effectively. This can lead to reduced errors, improved quality of work, and ultimately, increased productivity.Moreover, internal skill training can also contribute to better communication and collaboration within the company. When employees have a common understanding of the companys goals, processes, and expectations, it becomes easier for them to work together and achieve collective success.Lastly, internal skill training can be a costeffective solution for companies. By conducting training inhouse, companies can save on the costs associated with external training providers. Additionally, by developing a pool of skilled employees, companies can reduce their reliance on external consultants or contractors, further reducing operational costs.In conclusion, internal skill training is a valuable investment for companies looking to enhance the capabilities of their workforce. By providing employees with the necessary skills and knowledge, companies can improve productivity, foster a culture of learning, and ultimately, achieve greater success in the competitive business landscape.。

英语作文-员工培训费用报销审批

英语作文-员工培训费用报销审批

英语作文-员工培训费用报销审批Employee Training Expense Reimbursement Approval。

Dear Team,。

I am writing to inform you about the process for approving the reimbursement of employee training expenses. As we all know, investing in the training and development of our employees is crucial for the growth and success of our organization. Therefore, it is important to have a clear and efficient process in place for approving and reimbursing these expenses.Firstly, employees who wish to attend a training program must submit a formal request to their immediate supervisor. This request should include details such as the name and description of the training program, the dates and location of the training, and the total cost of the program. The supervisor will then review the request and determine if the training is relevant to the employee's role and beneficial to the organization.Once the supervisor has approved the training request, it will be forwarded to the HR department for further review. HR will ensure that the training program aligns with the organization's goals and objectives, and that the cost of the program is reasonable and within budget. HR will also verify that the employee has not already exceeded their training budget for the year.After HR has completed their review, the training request will be sent to the finance department for final approval. Finance will verify the accuracy of the cost of the program and ensure that all necessary documentation, such as receipts and invoices, are included with the request. Once finance has approved the request, the employee will be notified and the reimbursement process will begin.It is important to note that employees must adhere to the organization's reimbursement policy when submitting expenses for approval. This includes providing allnecessary documentation, adhering to the organization's budget guidelines, and seeking approval from their supervisor before attending any training programs.In conclusion, the approval process for reimbursing employee training expenses is a crucial part of our organization's commitment to employee development. By following the steps outlined above, we can ensure that training expenses are approved in a timely and efficient manner, and that our employees have the opportunity to enhance their skills and knowledge for the benefit of the organization.Thank you for your attention to this matter.Sincerely,。

GCT综合英语第2单元课文翻译

GCT综合英语第2单元课文翻译

仅做参考好好学习,天天向上Unit 2Factors That Affect Career Choices影响职业选择的因素The first step in planning a career for yourself or someone else is to learn as much as possible about the person’s interests, aptitudes, and skills.为自己或别人制定职业规划的第一步是要尽可能多的认识对象的兴趣、能力和技能之所在。

Each person’s career goes through stages, and the stage you are in will influence your knowledge of and preference for various occupations. The main stages of this career cycle follows.每个人的职业所经历的阶段,并且这些阶段将影响你的知识,和对各种职业的偏爱。

职业的主要循环阶段如下。

Growth Stage The growth stage lasts roughly from birth to age 14 and is a period during which the person develops a self-concept by identifying with and interacting with other people such as family, friends and teachers. Toward the beginning of this period, role playing is important, and children experiment with different ways of acting; this helps them to form impressions of how other people react to different behaviors and contributes to their developing a unique self-concept or identity. Toward the end of this stage, the adolescent (who by this time has developed preliminary ideas about what his or her interests and abilities are) begins to think realistically about alternative occupations.成长阶段成长阶段大约是从出生持续到14岁,在这个阶段的人通过与别人认识和相互影响来增强自我了解,例如家庭、朋友和老师。

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Importance of trainingNature of training and development/view/fd130ddb50e2524de5187e0a.htmlEthicsThere is need for imparting greater ethical orientation to a training and development programme. There is no denial of the fact that ethics are largely ignored in businesses. Unethical practices abound in marketing, finance and production function in an organization. They are less see and talked about in the personnel function. If the production, finance and marketing personnel indulge in unethical practices the fault rests on the HR manager. It is his/her duty to enlighten all the employees in the organization about the need of ethical behavior.Case:White Collar CrimesThe findings of the KPMG‘s fraud survey for 1998, confirm the prevalence of white collar crimes in corporate India. The survey has pegged the loss due to delinquencies at Rs.200 crores but KPMG feels that it is only the tip of the iceberg. According to the study, 66% of the respondents feel that the frauds will increase.Respondents have cited kickbacks and expenses accounts as the most frequent types of internal frauds, and patent infringements, false representation and secret commissions as the most favored external crimes. Among management frauds, window dressing of balance sheets is the hot favorite followed by more creative ones like fudging MIS and giving wrong information.Decisions Making and Problem Solving SkillsDecision making skill and problem solving skills focus on method and techniques for making organizational decisions and solving work-related problems. Learning related to decision-making and problem-solving skills seeks to improve trainees’abilities to define structure problems, collect and analysis information, generate alternative solution and make an optimal decision among alternatives. Training of this type is typically provided to potential managers, supervisors and professionals.case Training inputs at HLLThe training and development affords at HLL are designed to develop the following:1. Helping employees satisfy personal goals through higher level of skills and competencies2. Facilitating higher contribution at there present jobs and preparing them for the next level of responsibilities3. Developing individuals and teams to meet the total needs of the organizationJob Orientation1./cs/orientation/qt/tipneonew.htmThe best orientation I have ever known was instituted at Edgewood Tool and Manufacturing. Every manager who hired a new employee was required to write a 120 day orientation for the new employee. It involved one action a day. Actions included meeting the Director of Quality, calling on a customer and having lunch with the CEO. You can bet that new employee was thoroughly welcomed and integrated into the organization after 120 different orientation events.2.One such example is Mecklenburg County's (North Carolina) success in revamping its employee orientation program. The employer wanted to live up to its credo of employees being the organization's greatest resource. In 1996, as part of a larger initiative to redesign services to meet customer needs, the Mecklenburg County Human Resources Department staff made a smart decision. They viewed new employees as part of their customer base and asked their customers what they wanted.Employees were asked what they wanted and needed from orientation. They were also asked what they liked and didn't like about orientation. New employees were asked what they wanted to know about the organization. Additionally, the organization's senior managers were asked what they believed was important for employees to learn when joining the county payroll.Using feedback collected from employees, Mecklenburg's HR training staff first realized that meeting employees' needs required more than a half day training session. Trusting employee feedback, the trainers crafted a one-day orientation that gave employees what they said they wanted and what senior management believed employees needed to know. Essentially, the orientation mix now includes the less exciting topics such as W-2s and various policies and procedures, but it also includes details that let the employee know something about the organization.3./orientation/orient%20article.htmBecause orientation is an ongoing process, information is given to the new employee closest to the time it is needed. For example, if the employee's health benefits vest 30 days from the start date, a benefits orientation is not needed during the first day or first week of employment. Many companies separated benefits from other orientation information. A separate meeting, if held in the evening, allows spouses to attend and participate in the selection of a specific health plan.Adult learning concepts are known and used to guide orientation. If an organization wants its employees to use their initiative and exercise judgment, then a self-directed NEO is appropriate. Several successful NEO programs gave the new employee a list of tasks to accomplish, a deadline and the time and resources to complete the tasks. For example, a manufacturing organization gives the new hourly employee a checklist to be completed in 5 days. Items on the checklist include finding bulletin boards, safety and first aid supplies, and signing completed forms. Another organization gives its new middle managers and staff people a list of key co-workers to interview.A self-directed workbook suggests questions for the interviews. Sample questions are: 1) What doyou expect from me when we work together? 2) What are your job and task goals and how do they affect me? Many unsuccessful NEOs "spoon feed" all information to the new employee. This process often gives the impression to the employee that the organization will tell you everything you need to know . . . just wait for it to come to you. If you want new employees to work independently, at least part of their orientation should be his or her responsibility.Audiovisual components of successful NEO programs provide emphasis to the program and provide a positive message. Frequently successful videos or slide tape presentations were used to describe the organization's culture, history and philosophy. Although the temptation is to put as much as you can on video, the content needs to be lasting. For example, benefits are best presented "live" if they are likely to change each year. The organization's history is not likely to change, but give the current executive group in written form on an organization chart. Guest speakers who deliver a consistent message and find attending every session of NEO are also good candidates for video.Orientation checklistE-training1.Case:Training goes Techno-Savvy/view/fd130ddb50e2524de5187e0a.html、In today’s electronic world, the World Wide Web (WWW) is all pervasive. The internet and intranet are changing the face of training and learning. Using a PC, a modem and a web browser, it has become possible to learn online.Web-based courses through distance learning are virtual. An employee can simply connect to the Internet study the syllabus options available, and enroll for the courses electronically. He or she can then receive a. course work online and even take tests and advance to the next level-all from his or her own house. Global giants like Motorola and Ford Motor are reaping the benefits of virtual learning. Employees of Motorola have access of self-paced computer based training (CBT) material through the firm's Intranet Motorola offers nearly one hundred online courses, mostly in information technology.Virtual learning presents its own challenges. The biggest being an infrastructure to connect the entire organization across the seven seas. Web servers, ISDN lines, laptops, and personnel computers are the basic requisites. But these facilities will payoff in the long-run. Firms investing in virtual learning technologies can slash their training budgets by 30 to 50 per centLearning through the web can be very convenient for' employees. There are no fixed schedules or limitations of time. One can attend the course at home, in the evening when one is at leisure, or while traveling to work. The learners do not have to depend on the trainer's availability. It is not just the technical programs: soft skills can also be learnt electronically.One firm used a CDROM manual to impart soft-skills like performance management, coaching, and interviewing skills. The CDROM based training was supplemented with shared learning via teleconferencing, where managers discussed key learning’s and asked for clarifications. Face to face, role-playing exercises were added for the human touch.One advantage of computer-based soft-skills training is that it helps maintain anonymity in situations that may be discomforting for trainees. For example, role playing exercises, may call for sharing personal information with strangers. This can be avoided in a virtual-learning setting, till the time the learner becomes more open and flexible.It reads like who is who in using virtual learning. Motorola and Ford are only the two. There are others too. IBM, for example, has a virtual university, IBM Global Campus, to provide its employees continuous skills-driven-Learning opportunities via the corporate intranet across the globe.Federal Express has turned to interactive multimedia for a more effective training system. Employees have the facility to get training via personnel computers during regular working hours at any time convenient to them.Texas Instrument has been using satellite-based and CBT for a long time. The firm's satellite broadcast links employees in countries all over the world, including Germany, Italy, France, England, Japan, and India.Boeing delivers interactive training to its 22,000 managers globally through a communication service that uses the satellite broadcast technology. One application of the service was a short strategic planning skills course for employees in Boeing offices in US, Japan, Australia, and Western Europe. The course participants viewed the workshops on monitors in corporateconference rooms as well as on large-screen video-projection equipment in auditoriums. The online training was supplemented with small-group work with a site facilitator,presentations via satellite from Boeing experts, workbook exercises, and audio interaction with instructors. Boeing reported savings of $ 9 million in travel costs alone.E-learning refers to the use of Internet or an organizational intranet to conduct training on-line. E-learning is becoming increasingly popular because of the large number of employees, who need training. Take Wipro, for example, out of its 17,500 employees, 2,500 are on site and 15,000 employees are in off-shore centers at Bangalore, Hyderabad, Chennai, Pune and Delhi. How to organize training for all these? Wipro also has a policy of subjecting any employee for a two-week training every year. E-learning helps Wipro considerably. Similarly, at Satyam nearly 80% of the 9,000 employees are logged into the in-house learning management system for various courses. Infosys has almost 10% of its total training through e-Learning.On the job trainingCase of an electronic manufacturing plant/p-433970029.htmlThis case study of on-the-job training--the only one of its kind--was conducted in a stockroom at an electronics manufacturing plant that employs 500 people. The company is a world-class manufacturer of radio frequency connectors, many custom-made for military and civilian uses. Just before our research, the company installed a database computer system, known as Manufacturing Resource Planning or MRP, that was designed to monitor inventory levels and provide a measure of control over production processes. The great variety of items made by the company--20,000 component parts assembled into about 8,000 finished goods--adds up to a significant inventory to manage. The MRP program was designed to keep track of this inventory.Except for the highest ranks of stockroom material handlers, the company's official job descriptions treat the stockroom positions essentially as that of unskilled labor. Wage rates and hiring practices follow accordingly. A contradiction arises, however, between these practices and the intellectual demands of the work which have increased with the new MRP system.MRP maintains an electronic record of all transactions made in the stockroom. These transactions are significant to the functioning of the company; based on the data fed into it, the system recommends purchases for future production needs and prepares a production schedule. The effects, therefore, of inaccurate counting, computing, or recording in the stockroom can be severe, with immediate consequences for the production process and with compounded consequences as incorrect data moves through the system.Stockroom employees are engaged in a variety of tasks requiring literacy and math skills as a part of their routine work. In addition, they need to be continually alert to discrepancies between stockroom records and computer data. They need to "find" problems and, in order to troubleshoot them, they need to understand how the computer thinks as well as how stockroom procedures work.The company officially recognizes that new hires need training, and training is an explicit category of activity within the stockroom. Experienced workers are not simply told to keep an eye on or work alongside of new workers, but are explicitly told to "train" them. Training, however, is not included in workers' job descriptions, and they do notget paid extra for it. In six months of intense observations, the most strikingoccurrence was that within a brief period of ten weeks, the bulk of the training responsibility passed to brand-new trainees, three of whom had not yet completed their own probationary periods.Various trainers, in fact, appeared less propelled by considerations of what the new worker needed as by how training could be managed within the ongoing workload of the stockroom. Practical considerations, such as who was around or how pressing the workload was, or how many workers were available, seemed to dictate training choices. For example, during our period of observations, all experienced workers (six, when our study began) either left or were transferred out of the stockroom. As a result, the distance between trainer and trainee narrowed in practice to a point where the placement of individual workers in one category or the other became almost arbitrary. Reciprocal teaching each one helping the other with what he or she knew best characterized the stockroom training more aptly than an expert-novice model.It should come as no surprise that supervisors and senior people have constructed their own assumptions and "theories" of what training should look like. None of these has been incorporated in an explicit training plan. These training assumptions are an unrecorded form of cultural knowledge. Nonetheless, these views about training are firmly grounded in the company's history and practice, and some workers are reflective and explicit about how training "is supposed to be" and bring these views into play when they train. The common core of consensual opinion involves general principles: training revolves around work, is conducted by experienced workers, and should continue for a period of more or less two weeks. Variations involve the exact nature of the work, what should transpire after the core period of training, and how to define good training.Training begins as soon as the new worker walks into the stockroom. When it ends is not so clear-cut. The probationary period for the job is 60 days, but no one suggested that training covered that entire time. Most supervisors cited "two weeks" as the training period, the cutoff apparently being set at the boundary of a new worker's need to "work with another" or ability to "work alone." Yet two weeks is not set in stone. Even after this period of time, however, a stock handler is not considered fully expert. It may take up to two years, according to one manager, until a stockroom worker is "fine-tuned." Clearly, the period of learning far outstrips the period of training.Since training proceeds in the absence of any written description, how it is carried out depends crucially on the background and views of the individuals who act as trainers. Supervisors do not engage in training stockroom workers, and no one in the stockroom carries even an auxiliary title of "trainer." It is apparent also that the two supervisors with authority to make decisions about training approach the task from different vantage points: one taking the point of view of what management needs in an end product; the other taking the point of view of the learner's requirements.The company has no special training materials, and no employee alluded to a need for such materials. The company has no manuals describing principles of inventory or stockroom procedures, nor are instruction sheets available to new workers on topics such as how to use the computer. New workers are not given a tour of the plant.Although the stockroom has four departments--shipping, receiving, dispatch, and component--training is conducted within the department to which a new worker is assigned. Some senior people in the stockroom believe that this practice should be abandoned in favor of cross-training in the four departments. One supervisor intimated that a higher management decision was needed to implement this change. It is unclear with whom this responsibility rested, but the fact that the supervisor did not put it into effect suggests that, appearances notwithstanding, some general "structure of training" is operative in the plant as a whole and kept in place by "higher authority."On-the-job training, in this company's stockroom, is an activity subsidiary to work and a dynamic construction into which many factors enter. These factors include supervisors' views of how to train and how much leeway to allow trainers; which level of management is charged with decision-making and in position to implement its "theory" of training; the composition, turnover rate, and workload of the workforce; and background factors such as union policies and established personnel practices. What does not happen, however, is that a training "plan" is put into operation. Training "takes shape" as supervisors make decisions on the basis of historical practice, personal theories, and pragmatic constraints.At this company, neither supervisors' theories of training, nor the training that actually takes shape reflect top management's view of the importance of intellectual understanding of modern forms of inventory control. Training, with one seemingly accidental exception, is assimilated into ongoing work practices, with the consequence thattrainees are primarily exposed to routine, "normal" work events and not explicitly prepared for problem-solving in the context of the data management system.Companies’ training strategy and procecure1.Finance and marketing are passé–the function that really rocks India Inc is training.Corporate Dossier takes you deep inside the massive in-house training departments created by knowledge corporate, to find how they are powering their growth/view/fd130ddb50e2524de5187e0a.htmlThe Economic Times Aug.4th 2006Training fires the corporate engineAt the SEEPZ, Andheri , office of TCS in Mumbai, Dilip Kumar Mohapatra, 56, global head for learning and development , is occupied these days with something very unusual for people his age — computer games. Okay, we‘re exaggerating. Mohapatra‘s team is act ually developing an online game that will be part of the induction kit for new hires, and will familiarise TCS inductees around the world — Buffalo, New York to Hangzhou, China — with the culture of the company. ―The challenge is to get everyone on to the common global TCS culture,‖says Mohapatra. To get a sense of this challenge, consider that the software major‘s workforce across 34 countries adds up to 71,200 people from 53 nationalities. And with 2,500 new people being recruited every month, training has to find creative ways to keep pace.Up north in Gurgaon, BPO player IBM Daksh is taking training equally seriously — its training group is christened the Talent Transformation Business Unit (TTBU, and is run like a separate business with its own finance controller , quality head, an administration and transport wing, and a dedicated HR representative.It is even held accountable for output measures of its trainees, such as voice quality, rejection rates, cost of delivery and customer satisfaction metrics. ―We believe that training is the most important lever to deliver high quality talent, with a direct impact on client satisfaction. That explains our disproportionate focus on this function,‖ says Pavan Vaish, COO, IBM Daksh. While TCS and IBM Daksh are not the only ones — others like Infosys, Wipro, Genpact and ICICI Bank, face similar challenges of hiring and training people on a large scale — they are perfect examples of how the in-house training department has become crucial, in fact, core to the growth and success of India‘s new age behemoths.And it shows in the investments being made by these companies into training infrastructure and resources. Infosys has a staggering $125 million annual outlay for training and development, while TCS too invests a comparable figure on training. Accenture‘s global spends on training and development has been $546 million (for September-August 2005).Need of the HourIn the knowledge economy, it‘s no longer enough to put your employees through the occasional training module a few times a year. Companies looking to operate and compete in a global market need to constantly skill and reskill their people, and training is becoming a 24/7/365 affair, cutting across geographies and time restrictions. To deliver this training on this scale and frequency, technology is key—media-rich content, video-on-demand, chat and online self-tutorials have ensured that most of the learning for employees takes place at the place, and time, of their convenience. ―Technology has made training asynchronous,‖ saysTV Mohandas Pai, director HR, Infosys, where 30% of training is now IT enabled.For ICICI Bank‘s 27,800 employees — a bulk of them at the operational level —e-learning is away of life when it comes to skill up gradation. ―For us the classroom is the most inefficient way (to train),‖ says HR head K Ramkumar,whose training team conducts 190 e-learning programmes annually. What‘s interesting is that by bringing in the convenience of anytime, anywhere learning, companies have managed to put the some of the onus of learning onto employees. This is further re-inforced by linking training hours completed, to the individual‘s overall performance score. ―The responsibility of gaining competency has been shifted to the learner, since competenci es are now closely aligned with appraisals,‖ says MP Ravindra, VP- Education & Research, and Infosys. But nowhere does training assume greater importance than in the BPO industry. With thousands of fresh graduates handling customer queries, there‘s an ongo ing need to equip them with the necessary soft and specialized skills. Says Aashu Calapa, executive VP, HR at ICICI One-Source, ―40% of our recruits are fresh graduates, and with most jobs being customer-facing ones, clients are paranoid about the quality of people we employ.‖ Periodic and, often, frequent changes in the global business environment, have put greater pressure on training departments to bring employees up to speed on the latest rules and regulations in their clients‘ industries. Calapa recall s that OneSource associates were once required to write two tests for a UK-based client — one on the data protection act and other on the money laundering act, and to pass they had to score 18 out of 20 points.Also, with BPO companies looking to move up the value chain, people need to be coached in new skills. ―Traditional training was just about behavioral and technical training,‖ says Rahul Varma, head HR (India), Accenture. ―Now, it includes cultural and value training, understanding your own as well as your clients‘ organization, as well as the industry in which one is working. There is also a need to get people ready for potential jobs that we may want them to take up.‖Changing From the Inside-OutThe really big shift, of course, is that from being a HR support function, training has moved on to becoming an independent entity within the organization. ―Our supply chain is mission critical to us,‖ says Piyush Mehta, senior VPHR ,Genpact. ―When you keep training as part of HR, it gets buried. To give it the importance of an independent function, we treat it as one.‖ And it shows —last year, Genpact spent close to $8 million on training, and has 313 trainers along with 70 part-time specialists who also conduct domain-specific training for its 25,000-strong workforce across the world. Monitoring of training quality is just as important. IBM Daksh has been working with IBM‘s research labs to develop a tool called Sensei, a performance evaluation grid that assesses voice quality and generates a statistical score. It‘s being tested and will be rolled out later this year. Lyndon J D‘Silva , VP, Talent Transformation Business Unit, IBM Daksh, says, ―We believe the only way to produce quality output is to quantify it.‖ It also has eight people dedicated to R&D in training, who conduct research and refine training methods, after feedback from trainers and business units. With scalability becoming an problem, D‘Silva believes technology will increasingly be training‘s best bet.Rapid scaling up in IT and ITES companies is also putting pressure on the training machinery, and like most other business functions, training is faced with a talent shortage. ―Trainers are definitely scarce —in numbers, and in capabilities,‖ says Varma. While many companies are outsourcing part of their requirement of trainers, others believe in growing them internally, since the best trainers are line managers and executives who have spent time and understand the business first hand.Runaway TrainAccenture follows what it calls a ‗leaders teaching leaders‘ approach for technical training, while cross-cultural and communication training is outsourced to vendors. At ICICI Bank, senior executives are required to spend time training others, and this helps decide whether they get on the ‗Leadership Talent List‘ of potential fast trackers. Infosys links training to individuals‘ performance.Trainers are also required to keep updating their skills and knowledge, and most companies have structured ‗train-the-trainers‘ programmes in place. Having a glo bal presence helps in leveraging training resources and sharing expertise across continents. TCS rotates its training faculty between the Indian and overseas locations, and even brings down people from other countries here. ―This way, cross-culturalisation happens better,‖ says Mohapatra.New ChallengesIt‘s clear that the quality of the internal training capability will be among a key driver of business success in the future. Not surprisingly, investment in training infrastructure is a priority for most HR heads and CEOs, and coping with scale is a big issue. ―Expanding the talent pool, managing incidental changes in the training modules and scalability are the challenges the training department faces today,‖ says Ravindra. Expanding internal resources is o ne way. Building external partnerships with educational institutions is another — so companies like TCS, Infosys, and Accenture have been developing joint programmes for training people at these institutions before they join the company. TCS runs an Academic Interface initiative, wherein its own faculty teaches at academic institutes, and this helps in better branding for the company, as well. Mohapatra lists globalization and M&As as the two biggest tests of his training department‘s effectiveness in the future —in terms of integrating a globally diverse workforce into a single platform, and ensuring a seamless merger of cultures during acquisitions . The existing model of training also needs to adapt with changing business needs from time to time. For ins tance, TCS‘s Learning & Development group is currently working on a project (codenamed Pygmalion) to develop training programmes and tools for a new cadre of people that the company has never hired before — plain graduates.For others like ICICI Bank, who‘re in the retail banking and finance business, the challenge is in extending the in-house training capabilities to a larger pool of Direct Sales Associates (DSAs) outside the company and make them compatible with the company culture. Ramkumar says work is on for a certification process whereby outside partners will be remunerated according to their assessment scores after training.BPO firms like ICICI One-Source have mooted the National Assessment of Competence (NAC) programme, a joint certification and assesment programme with Nasscom to expand the employable talent base for the industry. If it works, this initiative could enable training departments to focus on building higher end competencies in fresh inductees from day one. ―We‘re clear that training is one of the pillars that we‘re going to build our future on,‖ says Calapa.On July 31st 2006。

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