英语翻译Training goals and materials should be content valid,or closelyrelevant to the transfer task.According to Yaw,trainers should keep theresponses trainees make consistent from the training environment to the job toensure transfer.Trainees m

英语翻译Training goals and materials should be content valid,or closelyrelevant to the transfer task.According to Yaw,trainers should keep theresponses trainees make consistent from the training environment to the job toensure transfer.Trainees m
英语翻译
Training goals and materials should be content valid,or closelyrelevant to the transfer task.According to Yaw,trainers should keep theresponses trainees make consistent from the training environment to the job toensure transfer.Trainees must see a close relationship between trainingcontent and work tasks to transfer these skills to the workplace.Trainingshould be evaluated according to its contributions to organizationalperformance needs.There-fore,only conduct training that is supported by theenvironment in which the trainees work.
Most executives assume that new skills,knowledge and attitudes willbe developed during a traditional program.This training will be aligned withbusiness strategies and employees will transfer what they have learned to theirjobs.However,these assumptions do not always happen without effective toolsfor transfer.Enhancing performance on the job is the real purpose of training.
The design and delivery of training programmes are believed to exertsignificant influence on trainees’ learning and transfer outcomes,and severalspecific training-characteristics have been proposed as affecting trainingeffectiveness.Although empirical results for several of the suggested trainingcharacteristics are lacking,Machin and Fogarty indicate the presence ofempirical evidence for the influence of identical elements,general principles,varied practice,over-learning,relapse prevention,goal-setting,selfmanagement cues and management sup-port.

英语翻译Training goals and materials should be content valid,or closelyrelevant to the transfer task.According to Yaw,trainers should keep theresponses trainees make consistent from the training environment to the job toensure transfer.Trainees m
培训的目标和材料应该是有适用性的,或者是与转至作业时有密切关系的.根据姚的建议,培训员应让学员对培训至实际工作的环境保持一致的响应以确保培训成果能转移到实际操作上.学员必须能够理解培训内容与工作任务的密切关系,以便把这些技能移植到工作场所.
评估培训的效果应该基于其对机构绩效要求的贡献程度.因此,只能采取有学员工作环境支撑的培训.
许多高管认为传统的培训项目就能培养技能、知识和态度；培训将密切结合企业的经营战略,而员工将会把学到的知识运用到他们的工作上.然而,这些假设不会总是实现,除非拥有转移培训成果的有效工具.提升工作的效率是培训的真正目的.
培训计划的设计和有效性被认为是会对学员的学习和转移结果产生重大的影响；因而提出一些能够影响培训效果的具体培训特点.尽管有些培训特点缺乏实证结果,但Machin 和 Fogarty 的文献指出培训特点对于核心因素、一般原则、多样化实践、反覆学习、防止故态复萌、目标设定、自我管理提示及管理支持,是有实践经验证明的.