员工培训外文文献综述_员工培训外文文献

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1、Literature Research...............................22、外文文献翻译..........................…………………….51、Literature Research

Employee training needs theoretical guidance of staff training in the theoretical understanding of

ambiguity, will lead to blindne training.The guiding theory of employee training, with the production technology, expansion of busine scale and gradually developed.First, scientific management and staff skills training

The late 19th century, early 20th century, the United States such as Taylor and Gilbreth first to emphasize the importance of training.Taylor is the father of scientific management theory, and his major works include “piecework” system, “Plant Management”, “scientific management principles and methods”, “scientific

management” and so on.As the results of his theory first time in history of science from the experience up.He found that the main reason for low productivity workers are lack of training, Without the correct operation method and application of tools, so he carried a lot of tests in the factory.He also studied tools, machinery, materials and standardization of the work environment, and the basis of these findings to develop more

scientific work day fixed, and the completion of these fixed, standardized tools.Gilbreth also shoot video with the method of recording and analyzing the operation of the workers movement, to find the best reasonable action to improve efficiency.This time they are through the use of research, action research methods to made standard operating method, according to this standard method to train workers.Taylor said: first-cla workers are not fall from the sky, is trained by scientific training, and in the past, the training is his thing, by their own plans, their implementation, and now, training is something the factory, the specialized agencies and staff, to make standardized tools and standardized methods of operation complete control by the workers, it must be systematic, scientific training, we must take the workers one by one by a qualified teacher, with the new operating practices to train until the workers are able to continuously and used to operate in accordance with scientific rules(“Principles of Scientific Management”).Taylor and Gilbreth and others from the research can be seen, with their emphasis on training is the training of staff operating skills.Second, behavioral science theory and the attitude of staff training

Scientific management theories that focus on aspects of the production proce, the human body as a machine acceories, aroused strong resentment among the workers, so some scholars began to physiology, psychology, sociology and so starting to study the human enterprise work motivation, emotion, behavior and the relationship between work and so on, so how in accordance with the laws of human psychological development to stimulate their enthusiasm and creativity of the behavioral sciences is adopted.years of the 20th century, the United States in the Western Electric Company psychologist Mayo's Hawthorne plant belongs, for the determination of various factors on the degree of production efficiency of the

last eight years, a series of tests, this is the famous Hawthorne Experiment.The experiment, Mayo and others found that: the working environment, working conditions, good or bad as people are not expected to affect workers as labor productivity;people are “social” and, therefore, staff morale, job satisfaction, can be appreciated is also an important factor affecting labor productivity.In 1943, the famous American psychologist Maslow proposed “hierarchy of needs” that: human needs can be divided into five levels:(1)physiological needs;(2)safety needs;(3)the feeling of belonging;(4)respected;

(5)self-realization.These five requirements are based on(1)to(5)from low to high order, and under normal circumstances, only in the lower level needs are met before to meet higher level needs.The late 50s, Maigeleite put forward that people who have self-realization will actively work and willing to take responsibility.Staff attitude, emotional, demand will affect the level of productivity gains, therefore, focus on skills training to employees after the theory in the behavioral sciences under the guidance of staff training to enhance knowledge, skills training, while more and more attention the attitude of the staff

training.Focus on training staff on the proper values, corporate philosophy, positive work attitude, good habits, and the pursuit of higher goals.Thus, training to become a specialized profeion, training content, constantly deepening and expanding.Since the 60s of the 20th century, people began to study the leadership style of management satisfaction with the relationship between workers, making the lower staff training from a focus on staff training to focus more on the changes on the training of managers.Third, knowledge management and staff learning, innovation training

2l century is the era of knowledge economy, knowledge-based economy is built on the basis of knowledge and information economy, knowledge and information based on the production, distribution and use of the direct basis of the economy, knowledge is to improve the productivity and economic growth.And the knowledge economy corresponding to the management theory is knowledge management, knowledge management is a knowledge resource for institutional information and the systematic management of science.The practice of knowledge management work generally consists of three aspects:(1)through the establishment of institutional knowledge base and set the body of knowledge managers need to master the knowledge and the systematic collection of resources, filtering, sorting, storage, to new knowledge in order to extract organization personnel at any time and apply them to practical work and learning;(2)to promote the exchange of knowledge within the organization and sharing, and communication proce with the new

knowledge resources to conduct precipitated into the body of knowledge library;(3)personalized tool to help

customize the management of personnel within the organization specific knowledge resources required to improve the efficiency of work and study, and to facilitate personal knowledge management.Era of knowledge economy, knowledge to the average 5-year aging cycle for each individual busine, only continuous learning, innovation is the only way out, a lot of busine decision-makers are concerned about whether their company has such a capability.Bideshengji's “The Fifth Discipline,” a book streed: “Only by learning the busine will be competitive,” “You have to learn than your competitors, faster.”So it proposed the establishment of “learning organization.”The development of information technology provides a powerful knowledge management tool, knowledge management is to create a platform for learning

organizations.Learning organization is a stable platform for developing creative talent and organizational

security.Because, in the era of knowledge management, the significance of employee training is learning ability and creative ability of the training, the ultimate goal of training is to form a self ranging from under a full learning culture.In summary, the guiding theory of corporate training experience, from scientific management to

knowledge management, behavioral science and then to the three stages of staff training has also gone through training from skills training to approach and then to learning, innovation training, three procees, factors that promote this development proce the technology's progre and expansion of busine scale and economy of development.2、外文文献翻译

企业员工的培训工作需要一定的理论作指导，在理论上对员工培训工作认识含糊，会导致培训工作的盲目性。员工培训工作的指导理论是随着生产技术的进步、企业规模的扩大而逐步发展起来的。

一、科学管理与员工技能培训

19世纪末、20世纪初，美国的泰罗和吉尔布雷斯等最先强调培训的重要意义。泰罗是科学管理理论之父，他的主要著作有《计件工资制》、《工厂管理》、《科学管理的原理与方法》、《科学管理等》等等。由于他的理论成果在历史上第一次从经验上升为科学。他发现生产效率不高的主要原因是工人缺少训练，没有正确的操作方法和适用的工具，为此他在工厂进行了大量的试验，对工人完成一套动作的时间进行研究，从中找到一种效率最高的工作方法，制成标准操作法。他还对工具、机器、材料和工作环境进行标准化研究，并根据这些研究成果制定出每日比较科学的工作定额，及完成这些定额的标准化工具。吉尔布雷斯还用拍影片的方法，记录和分析工人的操作动作，寻找合理的最佳动作，以提高工作效率。这样他们通过采用时间研究、动作研究等方法来制成标准操作法，按照这种标准方法来培训工人。泰罗认为：一流的工人不是天上掉下来的，是通过科学培训训练出来的，过去，培训是工人自己的事，由自己计划，自己实施，现在，培训是厂方的事，由专门机构和人员进行，要使标准化的工具和标准化的操作方法被工人完全掌握，就必须进行系统的、科学的培训，就必须把工人一个个地交由一位称职的教师，用新的操作习惯去培训，直到工人能连续而习惯地按科学规律去操作(《科学管理原理》)。由泰罗和吉尔布雷斯等人的研究可以看出，他们所强调的培训是对员工操作技能的培训。

二、行为科学理论和员工态度培训

科学管理理论多着重于生产过程等方面的研究，把人当成机器的附属品，引起了工人的强烈不满，于是一些学者开始从生理学、心理学、社会学等方面出发，研究企业中有关人的工作的动机、情绪、行为与工作之间的关系等等，这样，研究如何按照人的心理发展规律去激发其积极性和创造性的行为科学就应运而生了。

20世纪30年代，美国的心理学家梅奥在西方电器公司所属的霍桑工厂，为测定各种因素对生产效率的影响程度进行了历时八年的一系列试验，这就是著名的霍桑试验。通过试验，梅奥等人发现：工作环境、工作条件的好坏并不是像人们所预期的那样能影响工人的劳动生产率；人是“社会人”，因此，员工的士气、工作满足感、能够被赏识同样是影响劳动生产率的重要因素。

1943年，美国心理学家马斯洛提出著名“需求层次理论”认为：人的需求可以分为五个层次：(1)生理需要；(2)安全需要；(3)归宿感；(4)受人尊重；(5)自我实现。这五种需求是按从(1)到(5)由低到高的顺序排列的，一般情况下，只有在较低层次的需求得到满足后，才去满足更高层次的需求。

50年代后期，麦格雷特提出有自我实现需求的人，会积极工作、愿意承担责任。员工的态度、情绪、需求的层次都会影响到生产率的提高，因此，在注重对员工的技能培训之后，在行为科学理论的指导下，员工培训在加强知识、技能培训的同时，越来越重视对职工态度的培训。注重培养员工正确的价值观、企业理念、积极的工作生活态度、良好的生活习惯以及较高的追求目标。至此，培训成为一门专门的职业，培训的内容，得到不断地深化和拓展。

20世纪60年代以来，人们开始研究管理者的领导作风与职工满意度之间的关系，从而使得员工培训工作从注重下层员工培训到更加注重对管理者的培训的转变。

三、知识管理与员工学习能力、创新能力的培训

2l世纪是知识经济的时代，知识经济是建立在知识与信息基础上的经济，是以知识与信息的生产、分配和使用为直接依据的经济，知识是提高生产率和实现经济增长的动力。与知识经济时代相对应的管理理论是知识管理，知识管理是一门对机构信息和知识资源进行系统化管理的科学。知识管理的实践工作一般包括三个方面的内容：(1)通过建立机构知识库和设置知识管理人员对机构所掌握和所需要掌握的知识资源进行系统化的汇集、过滤、分类整理、储存、知识再创新，以便机构内人员的随时提取并应用到实际工作和学习当中；(2)推动机构内的知识交流和共享，并将交流过程中产生的新的知识资源，进行沉淀后纳入机构知识库；(3)以个性化的工具，协助机构内的人员定制管理具体工作所需的知识资源，以提高工作和学习的效率，并方便个人的知识管理。

知识经济时代，知识以平均5年为周期老化，对于企业的每一个人来说，只有不断学习、创新才是唯一出路，很多企业的决策层都很关心企业是否有这样的能力。彼德·圣吉的《第五项修炼》一书中强调：“只有不断学习的企业才有竞争力”，“你必须比你的竞争对手学习的更快”。于是人们提出建立“学习型组织”。信息技术的发展为知识管理提供了强大的工具，而知识管理又是创建学习型组织的平台。学习型组织是一个发挥创新才能的稳定平台和组织保障。因，在知识管理时代，企业员工培训的重点是学习能力和创新能力的培训，培训的最终目的是要形成一种自上至下的全员学习型文化。

综上所述，指导企业培训工作的理论经历了从科学管理到行为科学再到知识管理三个阶段，员工培训工作也经历了从技能培训到态度培训再到学习、创新能力培训三个过程，推动这个发展过程的因素是技术的进步、企业规模的扩大和经济的发展。

参考文献：

[1]Lloyd L.Byars,Leslie W.Rue.Human Resource Managemnet[M].北京：人民邮电出版社，2005

[2]Stephen Pilbeam,Marjorie Corbridge.Human Resource Managemnet In Practice[M].北京：经济管理出版社，2005