1、本科毕业论文外文翻译译文标题培训与开发资料来源ADMINISTRATIONANDPOLICYINMENTALHEALTH作者JUDITHBSTROTHER1培训与开发的定义员工培训是指一定组织为开展业务及培育人才的需要，采用各种方式对员工进行有目的、有计划的培养和训练的管理活动，其目标是使员工不断的更新知识，开拓技能，改进员工的动机、态度和行为，是企适应新的要求，更好的胜任现职工作或担负更高级别的职务，从而促进组织效率的提高和组织目标的实现。2培训的发展我们都知道，普通的教育，只能够提供一些基本的专业知识和层次很低的技能。而面临规模化的企业发展，必须进行多次的技能培训，才能使员工逐步达到企业的
2、不断的发展的要求。所以，组织为了提高劳动生产率和个人对职业的满足程度，直接有效地为组织生产经营服务，不断采取各种方法，对组织的各类人员进行教育培训投资活动。美国经济学家、诺贝尔经济学奖得主舒尔茨发现，单纯从自然资源、实物资本和劳动力的角度，不能解释生产力提高的全部原因，作为资本和财富的转换形态的人的知识和能力是社会进步的决定性原因。但是它的取得不是无代价的，它需要通过投资才能形成，组织培训就是这种投资中重要的一种形式。3培训的层次组织培训的主体，企业培训是组织的全部员工，由于员工担任的职位不同，因此培训方向具有多样化的特征。一般来说，主要划分为三大类一是决策层，二是管理层，三是操作层。4培训的
3、内容组织培训内容结构是培训的内在具体形态，因而制定公司培训内容，必须与组织的事业进步、发展战略和目标相联系，然而有时为了适应组织外部环境的变化，也采用一些应急培训的措施。所以，作为培训的内容结构，应当把组织长期发展与当前的生产结合起来，共同纳入企业培训内容。5培训的周期按时间期限划分，培训可以分为长期培训和短期培训，长期培训一般计划性较强，有较强的目的性；按培训方式，又可分为在职培训和脱产培训两种；按培训体系，可划分为组织内培训体系和组织外培训体系两种，内培训体系包括基础培训，适用性培训，日常培训，个别培训和目标培训等；组织外的培训体系如果按教育机构来划分，可分为三类全日制的大中专院校和承认高
4、等院校地方政府和行政部门举办的教育培训机构利用社会的资源办学校。6培训的经费来源组织培训经费主要来源于两种途径一是组织内部来源，主要指组织与员工分摊培训费用；二是社会集资，首先由政府通过税收方式征收培训费，然后由国家组织，社会统筹各企业出资赞助。7训的经济效益由于组织实施的培训提高了员工的技能并调动了生产积极性，所以在同样的条件下员工能创造更多的效益。对于效益的增加，可以采用两种方法直接计算法和间接计算法。在培训的过程中，要注意受训者的学习曲线和信息的反馈，及时的听取受训者的信息，能够帮助组织提高今后的培训效果，减少不必要的支出。在培训市场上，有不同风格的讲师，也有不同种类的课程，有的课程是讲
5、师自己开发的，有的课程是代理国外的，也有的课程是企业自行设计的。课程设计是培训的第一步，用不同方式设计的课程，讲师的讲法是不同的，最后的培训效果也是不同的。就象剧本决定了一出戏一样，课程设计是培训的第一步，也决定了课程的效果。8培训的成本主要根据教育培训的信息化水平以及规模而定，信息化水平越高和规模越大，则成本越低。有效的成本控制是企业在激烈的市场竞争中成功与否的基本要素。但成本控制绝对不仅仅是单纯的压缩成本，需要建立起科学合理的成本分析与控制系统，让企业的管理者清楚地掌握公司的成本构架、盈利情况和决策的正确方向，成为企业内部决策的关键支持，从根本上改善企业成本状况，从而真正实现有效的成本控制
6、。9员工培训的8种形式91讲授法属于传统的培训方式，优点是运用起来方便，便于培训者控制整个过程。缺点是单向信息传递，反馈效果差。常被用于一些理念性知识的培训。92视听技术法通过现代视听技术（如投影仪、DVD、录像机等工具），对员工进行培训。优点是运用视觉与听觉的感知方式，直观鲜明。但学员的反馈与实践较差，且制作和购买的成本高，内容易过时。它多用于企业概况、传授技能等培训内容，也可用于概念性知识的培训。93讨论法按照费用与操作的复杂程序又可分成一般小组讨论与研讨会两种方式。研讨会多以专题演讲为主，中途或会后允许学员与演讲者进行交流沟通。优点是信息可以多向传递，与讲授法相比反馈效果较好，但费用较高
7、。而小组讨论法的特点是信息交流时方式为多向传递，学员的参与性高，费用较低。多用于巩固知识，训练学员分析、解决问题的能力与人际交往的能力，但运用时对培训教师的要求较高。94案例研讨法通过向培训对象提供相关的背景资料，让其寻找合适的解决方法。这一方式使用费用低，反馈效果好，可以有效训练学员分析解决问题的能力。另外，近年的培训研究表明，案例、讨论的方式也可用于知识类的培训，且效果更佳。95角色扮演法授训者在培训教师设计的工作情况中扮演其中角色，其他学员与培训教师在学员表演后作适当的点评。由于信息传递多向化，反馈效果好、实践性强、费用低，因而多用于人际关系能力的训练。96自学法这一方式较适合于一般理念
8、性知识的学习，由于成人学习具有偏重经验与理解的特性，让具有一定学习能力与自觉的学员自学是既经济又实用的方法，但此方法也存在监督性差的缺陷。97互动小组法也称敏感训练法。此法主要适用于管理人员的人际关系与沟通训练。让学员在培训活动中的亲身体验来提高他们处理人际关系的能力。其优点是可明显提高人际关系与沟通的能力，但其效果在很大程度上依赖于培训教师的水平。98网络培训法是一种新型的计算机网络信息培训方式，投入较大。但由于使用灵活，符合分散式学习的新趋势，节省学员集中培训的时间与费用。这种方式信息量大，新知识、新观念传递优势明显，更适合成人学习。因此，特别为实力雄厚的企业所青睐，也是培训发展的一个必然
9、趋势。10培训方法的分类1微笑式的培训以人为中心，通过各种特殊事件、富有激情的演讲，以及对参与者进行表扬，让参训者觉得培训过程非常有趣。2上手培训新工人首先对自己以后需要执行的工作进行观察，然后，通过长时间与那些经验丰富的师傅或同事们在一起工作，达到消化、吸收和掌握各种技能的目的。3工具式培训通过标准化的，没有为组织或组织中的工作量身定做的评价工具，获得与自己技能有关的知识和信息。4以学习目标为基础的培训包括了结构化的、指导性的培训设计，关注的焦点在于为了更好执行某一工作，任职者必须学习哪些具体的知识和技能。5企业内训通过请培训师给员工进行系列的培训。6公开课程参加短期的培训课程，企业可以派送
10、相关岗位的人员去学习相关的短期课程，可以结省企业的培训成本又人因岗位不同更好的接受培训。7专业培训班类似的就有人力资源MBA班，总监班这些高端的长期性的培训班，有一套成体系的专业知识，又是利用业于时间开课，更好的方便了在职者充电。11员工培训的作用企业员工培训，作为直接提高经营管理者能力水平和员工技能，为企业提供新的工作思路、知识、信息、技能，增长员工才干和敬业、创新精神的根本途径和极好方式，是最为重要的人力资源开发，是比物质资本投资更重要的人力资本投资。随着我国加入WTO和世界经济一体化，企业从来没有象现在那样重视培训。本文就培训谈些个人看法，以求创新企业培训。外文文献原文TITLETRAI
11、NINGANDDEVELOPMENTMATERIALSOURCEADMINISTRATIONANDPOLICYINMENTALHEALTHAUTHORJUDITHBSTROTHERTHEMEANINGOFTRAININGANDDEVELOPMENTTRAININGANDDEVELOPMENTISTHEMEANSTOCARRYOUTCERTAINBUSINESSORGANIZATIONSANDTHENEEDFORINVESTINGINHUMANCAPITAL,USINGAVARIETYOFWAYSTOCARRYOUTTHEPURPOSEOFSTAFFINAPLANNEDTRAININGANDTR
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14、SELABORPRODUCTIVITYANDPERSONALSATISFACTIONFORPROFESSIONAL,DIRECTANDEFFECTIVEFORTHEORGANIZATIONOFPRODUCTIONANDMANAGEMENTSERVICES,THEGOVERNMENTHASIMPLEMENTEDAVARIETYOFMETHODS,TYPESOFORGANIZATIONSTOCARRYOUTINVESTMENTACTIVITIESINEDUCATIONANDTRAININGUSECONOMISTANDNOBELLAUREATEINECONOMICS,SCHULTZFOUNDTHAT
15、SIMPLYFROMTHENATURALRESOURCES,PHYSICALCAPITALANDLABORSPOINTOFVIEW,CANNOTEXPLAINALLTHEREASONSFORINCREASEINPRODUCTIVITY,CAPITALANDWEALTHASAFORMOFCONVERSIONOFPEOPLESKNOWLEDGEANDABILITIESAREDECISIVEREASONSFORSOCIALPROGRESSBUTITWASNOTTHEACQUISITIONCOST,ITNEEDSTOBEFORMEDTHROUGHINVESTMENT,TRAININGISANIMPOR
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20、IONS,WITHTHETRAININGSYSTEM,INCLUDINGBASICTRAINING,THEAPPLICABILITYOFTRAINING,DAYTODAYTRAINING,INDIVIDUALTRAININGANDTRAININGOBJECTIVESTHETRAININGSYSTEMORGANIZATIONS,EDUCATIONALINSTITUTIONS,IFDIVIDED,CANBEDIVIDEDINTOFORTHREECATEGORIESFULLTIMECOLLEGEANDTHERECOGNITIONOFHIGHEREDUCATIONINSTITUTIONS,LOCALG
21、OVERNMENTSANDADMINISTRATIVEDEPARTMENTSOFEDUCATIONANDTRAININGINSTITUTIONS,THEUSEOFCOMMUNITYRESOURCESTOSCHOOLSSOURCEOFFUNDINGFORTRAININGANDDEVELOPMENTORGANIZATIONOFTRAININGFUNDSMAINLYCOMEFROMTWOWAYSFIRST,THESOURCEOFTHEORGANIZATION,MAINLYREFERRINGTOORGANIZATIONSANDSTAFFTRAININGCOSTSASSESSEDSECONDISTHER
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23、DERTHESAMECONDITIONSOFEMPLOYEESTOCREATEMOREEFFECTIVETHEINCREASEINTHEEFFICIENCY,CANBEUSEDINTWOWAYSDIRECTANDINDIRECTCALCULATIONMETHODOFCALCULATIONINTHECOURSEOFTRAINING,TRAINEESSHOULDPAYATTENTIONTOTHELEARNINGCURVEANDINFORMATIONFEEDBACK,TRAINEESLISTENTOTIMELYINFORMATIONTHATCANHELPORGANIZATIONSIMPROVETHE
24、EFFECTIVENESSOFFUTURETRAINING,TOREDUCEUNNECESSARYEXPENDITURESINTHETRAININGMARKET,THEREAREDIFFERENTSTYLESOFLECTURERS,THEREAREDIFFERENTTYPESOFCOURSES,SOMECOURSESAREDEVELOPEDBYTHEIROWNLECTURERS,SOMECOURSESAREFOREIGNAGENTS,ANDSOMECOURSESAREDESIGNEDBYCOMPANIESTRAININGCURRICULUMDESIGNISTHEFIRSTSTEPINTHEDE
25、SIGNOFDIFFERENTWAYSTOUSETHECURRICULUM,LECTURERSSAYISDIFFERENT,THEFINALRESULTSOFTHETRAININGAREDIFFERENTDETERMINESTHESCRIPTASADRAMA,THECURRICULUMDESIGNISTHEFIRSTSTEPINTRAINING,BUTALSODETERMINESTHEEFFECTIVENESSOFCOURSESTHECOSTOFTRAININGEDUCATIONANDTRAININGPRIMARILYONTHEBASISOFTHELEVELOFINFORMATIONASWEL
26、LASTHESIZEOF,THEHIGHERTHELEVELOFINFORMATIONANDLARGER,THENTHELOWERCOSTEFFECTIVECOSTCONTROLISINFIERCECOMPETITIONINTHEMARKETOFTHEBASICELEMENTSOFSUCCESSHOWEVER,THEABSOLUTECOSTCONTROLISNOTJUSTTHECOSTOFCOMPRESSION,THENEEDTOESTABLISHASCIENTIFICANDREASONABLECOSTANALYSISANDCONTROLSYSTEMTHATALLOWSBUSINESSMANA
27、GERSHAVEACLEARFRAMEWORKFORTHECOMPANYSCOSTS,PROFITABILITYINTHERIGHTDIRECTIONANDDECISIONMAKING,INTERNALDECISIONMAKINGENTERPRISESKEYSUPPORTTORADICALLYIMPROVETHESITUATIONOFTHECOSTOFDOINGBUSINESSANDTHUSTRULYEFFECTIVECOSTCONTROL8KINDSOFEMPLOYEETRAININGFORMS1,THETEACHINGMETHODTHETRAININGOFTHETRADITIONALWAY
28、TOUSEUPTHEADVANTAGEOFCONVENIENT,EASYTOCONTROLTHEWHOLEPROCESSOFTRAININGTHEDISADVANTAGEISTHATAONEWAYTRANSMISSIONOFINFORMATION,POORFEEDBACKEFFECTSSOMEOFTHESENOTIONSAREOFTENUSEDFORTRAININGKNOWLEDGE2,AUDIOVISUALTECHNOLOGYLAWADOPTIONOFMODERNAUDIOVISUALTECHNOLOGYSUCHASPROJECTORS,DVD,VCRANDOTHERTOOLS,TRAINI
29、NGOFSTAFFADVANTAGEOFTHEUSEOFVISUALANDAUDITORYPERCEPTIONOFTHEWAYOFCLEARCUTINTUITIVEHOWEVER,FEEDBACKFROMSTUDENTSANDPRACTICELESS,ANDTHECOSTOFPRODUCTIONANDTHEPURCHASEOFAHIGHCONTENTOFEASILYOUTDATEDITISUSEDFORBUSINESSPROFILES,TOIMPARTTRAININGSKILLS,CONCEPTUALKNOWLEDGECANALSOBEUSEDFORTRAINING3,TODISCUSSTHE
30、LAWINACCORDANCEWITHTHECOMPLEXITYANDOPERATIONCOSTOFTHEPROCEDURECANBEDIVIDEDINTOTHEGENERALPANELDISCUSSIONSANDSEMINARSINTWOWAYSLECTURES,SEMINARSANDMOREINTHEMAIN,ORAFTERTHEHALFWAYTOALLOWSTUDENTSANDLECTURERSCOMMUNICATEADVANTAGEOFMULTIDIRECTIONALTRANSMISSIONOFINFORMATION,COMPAREDWITHTHETEACHINGOFGOODFEEDB
31、ACKEFFECTS,BUTHIGHERCOSTTHEPANELDISCUSSIONISCHARACTERIZEDBYLAW,WHENTHEEXCHANGEOFINFORMATIONFORMULTIDIRECTIONALTRANSMISSION,THEPARTICIPATIONOFSTUDENTSWITHHIGH,LOWCOSTUSEDFORTHECONSOLIDATIONOFKNOWLEDGE,ANALYSISOFTHETRAININGOFSTUDENTS,PROBLEMSOLVINGSKILLSANDTHEABILITYOFHUMANINTERACTION,BUTTHETRAININGOF
32、TEACHERSONTHEUSEOFTHEHIGHER4,CASESTUDYMETHODTHETRAININGOFCLIENTS,THROUGHTOTHERELEVANTBACKGROUNDINFORMATION,TOFINDASUITABLESOLUTIONTHEUSEOFLOWCOST,EFFECTIVEFEEDBACKCANBEANEFFECTIVEANALYSISOFTHETRAININGOFSTUDENTSPROBLEMSOLVINGABILITIESINADDITION,TRAININGINRECENTYEARSSTUDIESHAVESHOWNTHATTHECASE,DISCUSS
33、IONCANALSOBEUSEDFORTHETRAININGOFKNOWLEDGECATEGORY,ANDBETTER5,ROLEPLAYINGMETHODTRAININGGRANTTOTRAINTEACHERSINTHEWORKOFTHEDESIGNOFWHICHPLAYAROLEINTHETRAININGOFTEACHERSANDOTHERSTUDENTSINTHESTUDENTSAFTERPERFORMINGTHEAPPROPRIATECOMMENTSASARESULTOFMULTIDIRECTIONALTRANSMISSIONOFINFORMATION,FEEDBACKEFFECTS,
34、ANDPRACTICAL,ANDLOWCOST,ANDTHUSMORECAPACITYFORHUMANRELATIONSTRAINING6,SELFLEARNINGMETHODTHISAPPROACHISMORESUITABLEFORTHEGENERALCONCEPTOFKNOWLEDGE,WITHEMPHASISONADULTLEARNINGASARESULTOFEXPERIENCEANDUNDERSTANDINGOFTHEPROPERTIES,SOTHATACERTAINLEARNINGABILITYANDSELFCONSCIOUSSTUDENTSISBOTHECONOMICALANDPR
35、ACTICALAPPROACH,BUTTHISMETHODTHEREAREALSODEFICIENCIESINPOORSUPERVISION7,GROUPINTERACTIONLAWALSOKNOWNASSENSITIVITYTRAININGTHISMETHODISMAINLYAPPLICABLETOTHEMANAGEMENTOFINTERPERSONALANDCOMMUNICATIONTRAININGTRAININGTOENABLETRAINEESTOEXPERIENCEACTIVITIESTOENHANCETHEIRABILITYTODEALWITHINTERPERSONALRELATIO
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37、DENTSTOSAVETIMEANDCOSTSLARGEAMOUNTOFINFORMATIONINTHISWAY,NEWKNOWLEDGEANDNEWDELIVERYCONCEPTSHAVEOBVIOUSADVANTAGES,ITISMORESUITABLEFORADULTLEARNINGTHEREFORE,FORTHESTRENGTHOFTHEPOPULARBUSINESS,TRAININGANDDEVELOPMENTISANINEVITABLETRENDTHECLASSIFICATIONOFTRAININGMETHODS1SMILETRAININGTOSERVETHEPEOPLE,THRO
38、UGHAVARIETYOFSPECIALEVENTS,ASPEECHFULLOFPASSION,ASWELLASRECOGNITIONOFPARTICIPANTS,SOTHATPARTICIPANTSFEELTHATTHETRAININGPROCESSVERYINTERESTING2HANDSONTRAININGFIRSTOFALLNEWWORKERSNEEDTOPERFORMTHEIRWORKAFTERTHEOBSERVATION,ANDTHEN,THROUGHLONGEXPERIENCEWITHTHOSEWHOMENTORORWORKCOLLEAGUESTOGETHER,TODIGEST,
39、ABSORBANDPURPOSEOFTHESKILLS3INSTRUMENTTRAININGTHROUGHASTANDARDIZED,THEREISNOORGANIZATIONORORGANIZATIONSFORTHEWORKOFTHEEVALUATIONTOOLSTAILOREDTOOBTAINTHERELEVANTSKILLSANDTHEIRKNOWLEDGEANDINFORMATION4OBJECTIVEBASEDINSTUCTIONINCLUDINGASTRUCTURED,GUIDINGTHETRAININGDESIGN,THEFOCUSISTOBETTERTHEIMPLEMENTAT
40、IONOFAWORK,THEINCUMBENTMUSTLEARNTHESPECIFICKNOWLEDGEANDSKILLS5ENTERPRISESHOUSEBYINVITINGTRAINERSTOASERIESOFSTAFFTRAINING6PUBLICCOURSESTOPARTICIPATEINSHORTTERMTRAININGCOURSES,JOBRELATEDENTERPRISESFORTHEDELIVERYOFTHESTAFFTOLEARNTHERELEVANTSHORTCOURSES,YOUCANENDTHECOSTOFPROVINCIALANDCORPORATETRAININGPE
41、OPLEINDIFFERENTPOSITIONSANDBETTERTRAINING7THEPROFESSIONALTRAININGCOURSESTHEREISASIMILARHUMANRESOURCESMBACLASSES,CLASSES,DIRECTOROFTHELONGTERMNATUREOFTHESEHIGHENDTRAININGCOURSES,ASETOFPROFESSIONALKNOWLEDGEINTOTHESYSTEM,ITISTIMETOSTARTTHEUSEOFINDUSTRYANDBETTERFACILITATETHEINCUMBENTCHARGETHEROLEOFTRAIN
42、INGANDDEVELOPMENTEMPLOYEETRAINING,ASTHEABILITYTODIRECTLYRAISETHELEVELOFMANAGERSANDSTAFFSKILLS,PROVIDINGNEWIDEAS,KNOWLEDGE,INFORMATION,SKILLS,COMPETENCEANDPROFESSIONALGROWTHOFEMPLOYEES,THEFUNDAMENTALSPIRITOFINNOVATIONANDANEXCELLENTWAYTOAPPROACHISTHEMOSTIMPORTANTHUMANRESOURCESDEVELOPMENT,INVESTMENTINP
43、HYSICALCAPITALTHANTHEMOREIMPORTANTINVESTMENTINHUMANCAPITALWITHCHINASACCESSIONTOTHEWTOANDTHEWORLDECONOMICINTEGRATION,BUSINESSHASNEVERBEENASGREATIMPORTANCETOTRAININGINTHISPAPER,SOMEPERSONALVIEWSONTHETRAININGTOTHETRAININGOFINNOVATIVEENTERPRISES1TRAININGBUSINESSTOTAKEOFFEFFECTIVETRAINING,INFACT,ISTOENHA
44、NCETHECOMPETITIVENESSOFOURBUSINESSPROCESSINFACT,THEEFFECTOFTRAININGDOESNOTDEPENDONTHEINDIVIDUALTRAINEES,BUTTHECONTRARY,THEBUSINESSORGANIZATIONASASTATEOFORGANISMS,PLAYSACRUCIALROLEGOODTOBUSINESSBENEFITSOFTRAININGFOURPOINTS1TRAININGTOIMPROVESTAFFTOBUSINESSSENSEOFRESPONSIBILITYSENSEOFBELONGINGANDOWNERS
45、HIPONBUSINESSESOFEMPLOYEETRAININGMOREFULLY,MOREATTRACTIVETOEMPLOYEES,HUMANRESOURCESCANPLAYAMOREHIGHVALUEADDED,SOASTOCREATEMOREEFFECTIVEBUSINESSDATASHOWEDTHATPEPSICOLACOMPANYOFSHENZHENS270EMPLOYEES100TOCONDUCTASURVEY,ALMOSTALLOFTHESEPEOPLEPARTICIPATEDINTHETRAININGOFWHICH80OFTHESTAFFFORTHEIRWORKEXPRES
46、SEDTHEIRSATISFACTIONWITH87OFEMPLOYEESAREWILLINGTOREMAININTHECOMPANYTRAININGNOTONLYIMPROVEDTHESKILLSOFWORKERSANDTRADEUNIONSTORAISEAWARENESSOFTHEIROWNVALUES,GOALSFORABETTERUNDERSTANDING2TRAININGTOPROMOTETHEBUSINESSANDEMPLOYEES,MANAGEMENTANDSTAFFLEVELOFTWOWAYCOMMUNICATION,ENHANCECOHESIONANDCOHESIVENESS
47、,EXCELLENTSHAPECORPORATECULTUREMANYENTERPRISESHAVETAKENTRAININGANDCOMMISSIONEDTHEIROWNTRAININGMETHODSTRAININGTODOSOEASILYINTOTHECORPORATECULTURE,BECAUSECULTUREISTHESOUL,ITISACOREVALUEFORALLEMPLOYEESOFTHEEDUCATIONENTERPRISEMICROCULTURALSYSTEMENTERPRISEMANAGEMENTANDSTAFFAGREETHATCORPORATECULTUREWILLNO
48、TONLYTAKETHEINITIATIVETOSTUDYSCIENTIFICANDTECHNOLOGICALKNOWLEDGEANDSKILLSTOMASTER,BUTALSOWOULDENHANCEASENSEOFOWNERSHIP,QUALITYAWARENESS,SENSEOFINNOVATIONSOASTONURTURETHEIRPROFESSIONALISM,INNOVATIONANDSOCIALRESPONSIBILITYTODEVELOPALLLEVELSOFSCIENTIFICANDTECHNOLOGICALKNOWLEDGESELFCONSCIOUSLYTOCREATEAF
49、AVORABLEATMOSPHEREFORTHEINVENTION,ENTERPRISEITPROFESSIONALSWILLGROW,ENTERPRISETECHNOLOGYDEVELOPMENTCAPACITYWILLBEINCREASEDMOREPAPERSINBUSINESSMANAGEMENT“MAOSHANUNDERTHE“FIND3TRAININGCANIMPROVETHEOVERALLQUALITYOFEMPLOYEES,INCREASEPRODUCTIVITYANDSERVICELEVELS,ESTABLISHAGOODIMAGEOFENTERPRISES,ANDENHANCETHEPROFITABILITYOFTHEBUSINESSUSAUTHORITIESMONITORING,TRAININGRETURNONINVESTMENTOFAROUND33GENERALLYTHEUNITEDSTATESINTHEANALYSISOFLARGESCALEMANUFACTURINGCOMPANIES,THECOMPANYOBTAINEDFROMTHETRAININGRATEOFRETURNOFUPTOABOUT2030MOTOROLAANNUALLYTOALLEMPLOYEESWITHATLEAST40HOURSOFT
