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论文作者:meisishow论文属性:本科毕业论文 Thesis登出时间:2014-10-29编辑:meisishow点击率:14998
论文字数:6588论文编号:org201410271637483454语种:英语 English地区:美国价格:免费论文
关键词:TrainingDevelopment NatureSignificance培训职业性能
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Role Playing: In this method the trainees are given some real life business situations requiring inter-personal interactions and they are asked to play assigned roles as per their understanding of the situation and the responses from the other party. The chosen person in an assigned role has to think of his moves and statements as per the on-going dialogue, there and then, and not forget the basic purpose, which that role confers on him. This method is used for the development of inter-personal skills, or human relation skills as well as customer relation skills.
In basket Exercise: In this method the trainee managers are confronted with real management situation. They are placed on the job for which they are trained and given two baskets—an ‘in basket’ in which the day’s decisional problem are lined up and an ‘out basket’ in which the trainee’s decisions are passed on. The trainee takes actual decisions under the watchful eyes of the experienced managers and at the end of the day these decisions are discussed to understand and evaluate the decision-making abilities of the trainee manager.
Business Games: These games are designed to develop decision-making skills of the trainees in a group. Participants are divided into teams, which compete with each other in achieving some business goals in a given external and internal environment, with the help of available resources. They have to plan their team strategy, define functional goals for members, allocate resources, plan action programmes, budget and schedules, coordinate the programmes of different functional in-charges, follow the market changes and show how their plans, in the light of the competitive teams’ plans, work better.
Sensitivity Training: This training uses small number of trainees, usually 10-12 in a group. They meet with a passive trainer and gain insight into their own and others’ behaviours and sensitivities. Meetings, that have no agenda, are held away from workplaces, and questions deal with the ‘here and now’ of the group process. Discussions focus on ‘why participants behave as they do, how they perceive each other, and the feelings and emotions generated in the interaction processes.
The main objectives of sensitivity training are: a) to make participants increasingly aware of, and sensitive to, the emotional reactions and expressions in themselves and others, b) to increase the ability of participants to perceive, and to learn from, the consequences of their actions through attention to their own and others’ feelings, c) to stimulate the clarification and development of personal values and goals consonant with a democratic and scientific approach to problems of personal and social decisions and actions, d) to develop achievement of behavioral effectiveness in participants, and e) to develop concepts and theoretical framework for linking personal values and goals to actions consistent with these inner factors and situational requirements.
Hamblin has defined the evaluation of training as ‘any attempt to obtain information (feedback) on the effects of training pro本论文由英语论文网提供整理,提供论文代写,英语论文代写,代写论文,代写英语论文,代写留学生论文,代写英文论文,留学生论文代写相关核心关键词搜索。