Use of the Systems Approach to Training Design and Delivery in Japanese Corporations

Numerous writers have described the commitment of Japanese corporations to training and various characteristics of Japanese training. Yet there is little empirical evidence to support their conclusions, and almost nothing is written about the processes the Japanese use to design training. To obtain more empirical information about the kinds of training conducted in Japanese corporations, and about whether they use systematic design and development processes, the present study successfully surveyed 45 Japanese corporations in six different industries. Results indicated, among other things, that there is more classroom training in proportion to on-the-job training than suggested by the literature, that a variety of training techniques are used in classroom training, and that the majority of training is produced internally by training departments and subject matter experts (SMEs). Only two of the companies indicated that they had a formal, systematic approach to instructional design and development. Most evaluation of training consists of post-training surveys of training transfer, and/or assessing learner reactions to courses. Most of the companies were interested in the possibility of using more systematic design approaches, especially with the introduction of more technology in support of training.     

职业农民新技术培训效果:概念框架、影响因素与对策建议

基于培训迁移理论,构建了培训效果影响的概念框架。以湖北、山东、安徽3省5市10县832份职业农民问卷调查数据为基础,构建培训环境因素、动机因素、系统因素、前涉因素对培训效果影响的结构方程模型,研究结果显示,培训环境因素、动机因素、系统因素、前涉因素均对培训效果具有正向影响,且影响的贡献率依次降低。这表明培训系统因素与前涉因素对培训效果的影响低于培训环境因素和培训动机因素,即政府主导下的农民教育培训本身对迁移效果影响不显著。     

组织因素对建筑企业专业技术人员培训的影响

本文以杭州市建筑企业专业技术人员为例,通过问卷调查收集数据,分析组织因素对专业技术人员(知识型员工)培训效果的影响。研究结果表明,上级支持、同事支持和管理沟通对知识型员工的培训动机有正向影响,并通过培训动机的中介作用显著影响培训效果;培训决策权的集中程度对培训设计有负向影响,管理沟通对培训设计有正向影响,且二者通过培训设计的中介作用显著影响培训效果。建议企业从上级支持、同事支持、管理沟通和分权决策四个组织因素出发,通过建立培训支持体系、培训合作制度,以及营造学习型文化氛围等管理方式的改进,提升知识型员工的培训效果。     

我国现代学徒制培训迁移的影响因素分析及其提升——基于培训迁移理论的探讨

培训迁移是评估培训是否成功最直接而有效的方式,现代学徒制培训应重视培训迁移。培训迁移理论认为,学习者个人特征、培训项目的设计与内容、工作环境特征是影响培训迁移水平的三个重要类别。基于学徒制的学习过程理论和培训迁移理论的研究发现,企业导师的指导质量、培训氛围与上级支持、培训内容的有效性、学习者自身特征被认为是影响现代学徒制培训迁移的重要因素。因此,校企双方应深化合作水平,致力于提高企业导师的指导质量、创造支持迁移的学习氛围、提高培训内容的有效性、激发学徒培训迁移的意愿,从而提高我国现代学徒制的培训迁移水平。     

Evaluating Training Outcomes in Corporate E-Learning and Classroom Training

The study contributes to training evaluation research by systematically comparing training outcomes between corporate e-learning and classroom training. We investigated a sample of vocational trainees (N?=?86) in a field experiment with a time-lag design and examined their subjective as well as objective training success. While training success was subjectively perceived to vary in effectiveness depending on the setting right after the training, with higher scores for trainees in classroom training, it was perceived similarly effective in both training settings after six to eight weeks. With regard to objective training success, we found that whereas declarative and procedural knowledge scores increased for e-learning trainees, they decreased for trainees in classroom training. However, strengths of e-learning become more prevalent six to eight weeks after the training. Thus in the end, e-learning is as effective as classroom training for procedural knowledge and more effective than classroom training for declarative knowledge as e-learning trainees catch up on previous differences across time. We conclude that it is not the training setting or delivery media per se that leads to higher levels of trainings success in the long run but in order to be effective, trainings should be designed taking especially the type of learning content (declarative or procedural knowledge) into account.     

On the effects of training inductive reasoning: How far does it transfer and how long do the effects persist?

Using the same program, two training experiments have been conducted in a Dutch and in a German elementary school. The common expectation was that training in inductive reasoning would transfer both on intelligence tests measuring inductive reasoning and on math performance. Furthermore, it was expected that the training effects would persist for at least some months after training had ended. In experiment 1 (N=34), a rather short training period turned out to be effective with respect to the intelligence test performance but not with respect to math performance. In experiment 2 (N=23), the amount of training in inductive reasoning was systematically varied. It could be shown that transfer on intelligence test as well as on math performance was linearly dependent on the amount of prior training. The training effects were found to persist between four and nine months after training.     

对新建本科高校实施校本教师培训的思考

校本培训是一种契合新建本科高校实际的教师培训形式,将校本培训的理念引入新建本科高校并不断进行实践探索,对加强新建本科高校的教师队伍建设,促进新建本科高校教师的专业发展,具有特别的意义与价值。在新建本科高校开展校本教师培训,应当遵循内源性原则、民主化原则和实效性原则。     

力量训练在高校业余游泳训练中的运用研究

为了探讨高校业余游泳训练中力量训练的实效性,笔者运用相关的训练理论,结合从事高校业余游泳训练的实践经验,设计了普通高校游泳运动员力量训练计划以及实施安排,训练周期按时间特征分为恢复训练阶段、一般训练阶段、专项训练阶段及赛前和比赛阶段,各阶段训练有不同的训练任务和训练重点。实践结果表明:力量训练后专项力量明显提高;上肢划水爆发力和下肢蹬池壁爆发力都得到增强;在划水频率基本不变情况下,主项手、腿成绩提高;专项成绩得到提高,并在重大比赛中取得优异成绩。     

The Perceived Impacts of Supervisor Reinforcement and Learning Objective Importance on Transfer of Training

Transfer of training is a major concern for trainers and managers. If training does not transfer to the job, the value of the training is questionable. This study investigated the relationships between: 1) perceived importance of training objectives and perceived transfer of training relative to those objectives, and 2) types of supervisor reinforcement which trainees perceive to be most motivating and the types of reinforcement that they perceive their supervisors actually use. The study was conducted in the context of a Managerial Leadership Program within a large oil refinery and chemical company in Korea. The study found that as either supervisors or trainees perceived a training objective to be more important, they also perceived more transfer of training relative to that objective. The study also found that the types of reinforcement trainees perceived to be most motivating were also the types that they perceived their supervisors used most often.     

表象训练法在射弩初期训练中的应用及分析

射弩是一项多个少数民族共有的传统体育项目,由于其鲜明的民族特性以及体育人口主要分布于少数民族地区,导致对射弩训练方法、手段的研究较其它体育项目相对滞后。本文将“表象训练法”运用于射弩训练中,采用数理统计和实验对比的方法,论证了“表象训练法”对射弩训练效果具有促进作用,以期探索一条将传统训练方法与现代心理训练相结合的新的途径。     

构建支持校长专业发展的培训工作新机制

从校长专业发展的理论角度来看,我国的校长培训工作在管理体制、培训体制、培训模式、培训内容、培训评价、培训资源的优化整合等方面还存在不少问题。创新培训理念,构建促进校长专业发展的工作机制,是校长培训工作面临的重要任务。广东省中小学校长培训中心提出的“管理、培训、研究”一体化的工作机制具有理论意义和实践价值。     

简论语文学习与人格培养

简述传统语文教育人格培养的历史;简析在语文学习中进行人格培养的两个层面及其关系;语文的能力培养与人格培养的关系,指出语文学习对人格的培养是循序渐进的,潜移默化的.提出通过语文学习对学生进行人格培养可采用的几个方法.     

高师院校英语专业人才培养目标和培养规格研究

运用问卷调查和数理统计等方法对地方高师院校英语专业人才目标和培养规格进行了系统研究。研究发现：地方高师院校英语人才培养目标定位不够明确,培养规格缺乏细化标准。建议地方高师院校根据学校情况界定细化具体的培养目标,制定英语专业培养规格内容应从教师、学生和用人单位三方面来体现英语学科特点,要提出相对具体、有特色的特殊的要求以体现学校特点。     

Education in Basic Skills and Training for Productive Work

The success of global policies and strategies aimed at training for productive work depends to a large extent on the level of development of basic skills among the work force and, likewise, training costs will vary according to the level of general preparation of those entering on the process. In view of the close relationship between the structure of the school system, the development of basic skills and actual training, different options are available to resolve imbalances between training for productive employment and previous basic education. Our conclusions are that training cannot replace basic education, that the process of technological change goes hand in hand with an increased demand for workers with a high level of education, that substituting training in specific skills for good basic education is not the most efficient option, and that one of the favorable effects of primary education is that it facilitates after- school training. This article seeks to identify certain dimensions of human resource training which are often overlooked in relation to both basic skills and specific training proper: namely, the imbalances existing between vocational training and previous education, and the options available for correcting them.     

In the trainer's voice: A study of training transfer practices

Data were gathered from members of a large professional training organization regarding their practices for supporting training transfer. Transfer factor categories grounded in the literature were used to code the data using content analysis procedures. Commensurate with the transfer literature, results suggest that trainers reported strategies used within the training setting and in the work environment as having the most influence on training transfer. Transfer practices that do not have a firm grounding in the research but that emerged in the data, trainer characteristics and evaluation practices, were reported by trainers as being important influences on training transfer. This study extends previous work on training transfer practices by elucidating the specific transfer influences perceived by training professionals as critical for supporting transfer in organizations. Implications for practice and research are offered that focus on building trainer proficiency for training transfer in organizational settings.     

重视和加强教师培训中的班主任工作

在教师培训中做好班主任工作是保障培训时间、提高培训效率,巩固和延伸培训的需要。班主任应该找准班级工作的着力点：以身作则,提升培训管理工作的魅力;加强班干部队伍建设,形成培训管理工作的合力;关注和解决学员的困难,提高培训管理工作的张力;坚持跟班听课,提高培训管理工作的效力;因地制宜地开展班级活动,增强培训管理工作的活力。班主任还要以人为本,处理好规范化管理和人性化管理、管理和服务、管理手段与管理目的、班主任管理和学员自我管理的关系。     

Preferences of Training Performance Measurement: A Comparative Study of Training Professionals and Non‐training Managers

ABSTRACT This survey‐based study addressed a perceived gap between training performance evaluation practice and decision‐making criteria required in business. Training professionals and non‐training managers in North Carolina were surveyed. The study found that the groups differ in the performance measures that motivate them to act on training issues. Non‐training managers preferred measurements of productivity, organizational climate, product quality, cost, and customer service reports. Training professionals preferred measures of opinions of the trainee's supervisor, end‐of‐training exam scores, progress/work performance reports, and opinions of the trainee. The study concluded that (1) training professionals and non‐training managers react to different training performance measures; (2) training professionals are more likely to react to job/individual‐level performance measures; (3) non‐training managers are more likely to rely on organizational‐level measures; (4) non‐training managers are not primarily concerned with converting training benefits to dollar figures; (5) on‐the‐job tests and customer service reports are valued by both the training profession and business and industry; and (6) the low response suggests a potential lack of interest for the strategic position of the training function.     

对青少年全能运动员速度训练的探讨

全能运动是由跑、跳、投等10个项目组成的,各项目都与速度有密切的联系,速度是全能运动的基础.本文就速度素质对青少年全能运动员的作用以及速度素质训练的内容、手段、运动量大小和计划的制定进行了分析和探讨,认为青少年时期是发展速度素质的最佳时期,教练员应抓住这一时期进行系统、科学地训练.     

Competency Standards – a Help or a Hindrance? An Australian Perspective

Abstract

The mere existence of competency standards for an occupation is not, in itself, enough to tell us whether they will be a help or a hindrance for education and training providers. Instead, that will depend on what sort of competency standards they are and how they are being used by the education and training providers. This paper will describe, firstly, the types of competency standards that would be a hindrance for vocational education and training providers and those that would be a help. Secondly, assuming that competency standards of the helpful type are available, the paper will outline the ways of using them that would still be detrimental to vocational education and training, and contrast this with ways of using them so as to improve the provision of vocational education and training. As against the widely held belief that competency standards require a totally new approach to vocational education and training, this paper argues that this is true only of the type of competency standards that are a hindrance. The type of competency standards that are helpful to vocational education and training provide a powerful means of improving what has always been best practice in the design, delivery and assessment of vocational education and training courses.     

The Training Evaluation Inventory (TEI) - Evaluation of Training Design and Measurement of Training Outcomes for Predicting Training Success

Training evaluation in research and organisational contexts is vital to ensure informed decisions regarding the value of training. The present study describes the development of a valid and reliable training evaluation inventory (TEI), as it does not exist so far. The objectives were a) to construct an instrument that is theoretically and empirically founded, but at the same time applicable within typical organisational constraints, and b) to include the assessment and perception of training design as a formative evaluation aspect. Based on previous research, ten scales were constructed, covering the training outcome dimensions subjective enjoyment, perceived usefulness, perceived difficulty, subjective knowledge gain, and attitude towards training, as well as the training design dimensions problem-based learning, activation, demonstration, application, and integration. Reliabilities of the scales were satisfactory. Data from two training studies show that the training outcome dimensions were related to external training outcome measures, underlining the validity of the TEI. Two survey samples were used to predict training outcomes based on training design. Demonstration, application, and integration emerged as the most important design dimensions. The TEI is applicable in both training research projects and in organisational contexts. It can be used for formative and summative training evaluation purposes.