Partnering through training and practice to achieve performance improvement

This article presents a partnership effort among managers, trainers, and employees to spring to life performance improvement using the performance templates (P‐T) approach. P‐T represents a process model as well as a method of training leading to performance improvement. Not only does it add to our repertoire of training and performance management methods, it assists trainers and managers to promote change, achieve flexibility in performance, and enhance the fluency of skill application with regard to critical performance events.     

Welfare dependency as a performance problem that requires a performance improvement approach

Leaving the welfare system does not necessarily equate to a sustainable self‐sufficiency of the dependents, as the welfare reform stipulates. Therefore, the success of the welfare reform program should be determined not by the number of dependents who leave the welfare system but by the change that the welfare reform creates in recipients' lives. From a performance improvement perspective, welfare dependency can be viewed as a performance problem that requires a performance improvement approach.     

The effect of performance support and training as performance interventions

For decades, training has been one of the most common interventions used by organizations to improve the performance of their employees and teach them new ideas and skills. But owing to the cost of developing and delivering training, organizations have adopted alternative ways to enable employee performance while reducing the cost and minimizing the time users spend away from the job. One alternative is electronic performance support systems (EPSS). The present study examined the effect of EPSS and training on user performance, time on task, and time in training. Results revealed that participants receiving only EPSS and those receiving training and EPSS performed significantly better on a tax preparation procedure than participants who received only training. Training‐only users also spent significantly more time completing the procedural task than their counterparts in other treatment groups, leading to a negative correlation between time on task and performance. The implications of these findings for the design and development of performance support and training interventions are discussed.     

Using feed process as a means of performance improvement in a dynamic environment

The literature on performance improvement provides limited information for using feedback loops as part of the performance improvement process. Information regarding feedforward loops, as applied to performance improvement efforts, remains scarce. This article focuses on applying strategic feedback and feedforward loops for the purpose of performance improvement in a dynamic environment. Introducing strategic feedback and feedforward loops, at the process and subprocess levels, performance improvement could be obtained while operating in a dynamic environment.     

浅析运动训练中训练原则的形成与发展

运动训练原则自产生以来,不断发展和创新,最终形成较为完善的体系,在训练运动员方面具有重要意义。文章主要阐述了运动训练原则的形成和发展过程,并分析了运动训练原则的体系构造,最后对运动训练的发展进行了分析。     

汉语教学的国际化进程——聚焦21世纪汉语师资的培训与培养

汉语教学走向国际化需要汉语二语教学理论在"教什么""怎么教""怎么学"等方面的研究不断扩展与完善,尤其需要发展针对海外青少年汉语教学的理论。近几年,随着大量汉语教师走出国门,赴海外进行中小学汉语教学,师资培训与培养的实践使汉语二语教学得以完善并发展。海外中小学汉语教师"请进来"进行汉语教材培训也形成了海内外汉语教学之间的互动,为国际汉语教学共识的达成提供了有益的客观条件,加快了汉语教学国际化的进程。     

Evaluating the implementation of performance improvement training: The E3 process for success

The E³ process for success provides a basic framework for evaluating the implementation of a training program implemented as a broad‐based performance improvement strategy. The regularity of conducting the evaluation helps to determine challenges and opportunities for modification, integration, and continuous application for the desired change.     

英语听说的多元归一性及其训练原则

英语“聋哑”是我国英语学习者中极为普遍的现象，为此，许多研究者都提出了不同见解，但多数研究都将“听”与“说”分而论之，不利于从实践上解决问题，本文在简要说明“聋哑”成因及其“多元归一性”耻，视“语言产出能力”为“英语学习的创新能力”，充分重视“语音形象”在听说交际中的媒介作用，主张“语音为本，听说并练，以说促听”，并在此基础上提出了培养和训练英语听说能力必须遵循的实践原则。