英语翻译Although several studies have been accomplished to understand thetransfer of training process,conceptual models for understanding this processare limited.Kavanagh developed a multi-level multistage process to helpunder-stand the difficult

英语翻译Although several studies have been accomplished to understand thetransfer of training process,conceptual models for understanding this processare limited.Kavanagh developed a multi-level multistage process to helpunder-stand the difficult
英语翻译
Although several studies have been accomplished to understand thetransfer of training process,conceptual models for understanding this processare limited.Kavanagh developed a multi-level multistage process to helpunder-stand the difficulties of the transfer of training process.Specifically,the researcher suggested that training transfer is influenced by severalvariables at different levels of analysis for example individual,supervisor,workgroup and organization and in different stages in the training process suchas pre-training,training and post-training.To date,the present literaturefor example Baldwin et has identified three main determinants of trainingtransfer which is training design or enabling factors,individual factors ortrainee characteristics,and work environment or transfer climate.
In other words,training is useless if it cannot be translated intoperformance.According to Swanson ,for Human Resource Development to become acore business process,performance is the key.Transfer of training is a core issuewith respect to linking individual adjusts to the requirements of theorganizational system.Therefore,according to Swanson,“if we believe thattraining truly makes a difference in organizational and individual performance,we must understand how to support transfer of training in organizations”.

英语翻译Although several studies have been accomplished to understand thetransfer of training process,conceptual models for understanding this processare limited.Kavanagh developed a multi-level multistage process to helpunder-stand the difficult
尽管一些研究已经完成,阐明了以概念模型来理解训练过程的转移是有难度的.卡文纳开发了一种多层次多级过程来帮助理解训练过程转移的困难.具体地说,研究人员建议,训练转移受到几个变量在不同水平的分析例如个体、主管、工作组和组织、在不同阶段的培训过程比如培训前、培训中及岗位培训的影响.迄今为止,当下文学家例如鲍德温等人已经确定了三个主要的决定因素的转移培训培训设计或有利因素,个人因素或受训者特征,气候和工作环境或转让.换句话说,培训是毫无用处的,如果它不能被翻译成性能的话.Swanson称,对人力资源开发成为核心业务流程,性能是关键.训练迁移是一个核心问题,对连接个人调整组织系统的要求.因此,Swanson说:“如果我们相信培训真正使组织和个人绩效的差异,我们必须了解如何在组织中支持转移培训.