英语四级六级培训课程

怎么样成功地培养经营接班人

时间:2022-5-4 作者:恒星英语网

Successfully Foster Successors

There are many ways to practice the craft of lifelong learning. Training and educating employees and providing a clear path for succession in specific company positions are methods getting a significant amount of attention these days.

At General Electric, Jeffrey Immelt’s recent succession of longtime chair Jack Welch brought to a close many months of speculation about Welch’s successor, and resulted in a relatively long transition period. Never before has the changing of the guard at a major corporation generated so much interest, not only in the business world, but in the general public.

怎么样成功地培养经营接班人

所谓终身学习其实有非常多种办法。培训职员,提供继续教育,规划出一条明确的渠道,使职员能接替企业的某些特定岗位,这类都成为近来非常吸引人的办法。

在通用电器公司,作为在位很长时间的总裁杰克·韦尔奇的继位者,杰弗里·伊梅尔特的上台不只平息了"韦尔奇的位子由哪个来坐"这个长达数月的猜测,也使公司进入了一段相对时间比较长的权力交接的过渡期。而在这之前,一家大公司掌门人的更迭从没引起过大家这么大的兴趣,关注不只集中在商界,社会公众也对此很有兴趣。

People were interested for good reason. Welch’s career represents an almost unprecedented streak of profits for GE and an enormous increase in stock value. Except for a few brief periods in recent years, General Electric has had the highest market capitalization of any company in the world. Additionally, in a day and age when bi-directional loyalty between companies and their employees seems to be a thing of the past, GE has been the acknowledged leader in providing corporate training programs that actively develop its people and their leadership skills.

大家的兴趣并非没道理的。韦尔奇的职业生涯为通用电器带来了可以说是前无古人的高额经济利益和股票市值的巨大增长。除去近几年中的几个短暂时间段外,通用电器一直是世界上市场资本总额最高的公司。另外,在公司和雇员之间的双向忠诚度好像已成为陈年旧事的今天,通用电器在提供公司培训项目,积极帮职员自己进步和提升领导能力方面已经成为公认的业界领袖。

Given the press that the GE event generated, boards everywhere have been examining their training and succession management programs. The tightness of last year’s labor market for skilled employees is another factor that led companies to step up their efforts to attract and retain workers. Even under current labor conditions, companies want the best employees they can find. They realize that economic conditions will ultimately shift and that they will need to prepare for changes by maintaining a long-term approach to learning within the company.

受通用电器公司这一事件的促进,其他企业的董事会也在审查他们的培训和接替人选管理计划。而去年劳动力市场上有经验的雇员的紧缺也是致使各公司致力于吸引和留住雇员的另一要紧原因。即使在目前的劳动力市场状况下,公司仍然期望能找到最棒的雇员。他们意识到,经济情况终有一天会改变,因此需要为此做好筹备,而办法就是在公司内部维持一个从长远看法出发的学习培训规划。

Many people think that only technology workers receive training preferences, but this is not the case. Computers have made it easier and more economical for companies to offer training to employees at all levels. These programs can deliver not only basic training, but also succession planning and cross-training to all employees. Online and distance-learning programs permit an "anywhere, anytime" approach to providing instruction, across a range of industries and occupations.

不少人觉得只有技术工人才很容易得到培训的机会,而事实并不是这样。电脑已经使得公司对各个层次职员的培训愈加便捷,也更经济。这类培训计划不只对全体职员提供基本练习,还包含接替人选的规划和换位培训。在线和远程的培训计划使得"无论何时何地"对不一样的行业和职位提供指导成为可能。

In addition to formal courses, companies must examine how they cross-train their employees. In larger companies with multiple pisions, a few years in several businesses under the same corporate umbrella can produce a well-rounded employee. As employees move from one area to another, they often take with them a fresh approach to meeting the challenges in the new environment. This form of successful succession can be very important.

除去通常正式的课程以外,公司还应该考虑怎么样对职员进行换位培训。对于一家拥有海量部门的大公司来讲,在不一样的范围都有几年的工作经验将造就一个全方位进步的雇员。当职员从一个部门转到另一个部门时,他们常会以全新的姿态去迎接新环境的挑战。以这种方法成功地培养接替人选是十分要紧的。

Some might say that on-the-job training programs are a luxury only larger companies can afford, but it can be equally effective for small or medium-sized companies to provide similar, if smaller-scale programs. In the environment of a small business, where each person carries a larger share of the company’s burden, such a program can mean the difference between a company’s success and failure when employees leave a company or are out sick for extended periods of time.

有人或许会说在职培训计划代价高昂,只有大公司才承受得起。其实对于中小型公司来讲,提供类似的、规模较小的培训计划同样有效。在一个小公司里,每个人都承担相对分额较大的工作量,那样这种培训计划的有无就可能决定着企业的成败,尤其是当有人离开公司或因病长期出缺时。

Looking at fresh ideas keeps a business vital, and training and other forms of lifelong learning are great sources of fresh ideas. Many organizations give lip service to how well their employees are treated and how much they contribute to the company’s success. Fewer have a formal learning program in place. It is not that difficult to do. All that is required is the willingness to act.

探寻新的想法使公司维持生机和活力。而培训和其他方法的终身学习则是产生新想法的上佳源泉。不少机构口头上一直说他们的职员待遇是这样之好,他们对于企业的贡献这样之大,而事实上,他们却没一个正式的培训计划。要做到这一点并不非常难,所需要的只不过采取行动的意愿而已。

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