Titlebook: Corporate Training for Effective Performance; Martin Mulder,Wim J. Nijhof,Robert O. Brinkerhoff Book 1995 Kluwer Academic Publishers 1995

半球

培养

涂掉

先锋派

The Challenge of Competence and Further Training Policiesd to the setting up of new production and organization patterns. At a micro level, it could be analyzed as an attempt to build new organic relationships between training, job organization, mobility rules and wages regulations. Based on case studies of large innovating companies, this chapter analyze

judiciousness

Accessible

Introduction to Part IIon several dimensions: among the primary dimensions are training format, venue, objectives, content, and teaching method. Learning may be accomplished in groups, or individually. Learning sessions may be organized on the job-place, in nearby classrooms, at any variety of off-site locations, or alter

myriad

Chauvinistic

Human Resources Development and On-the-job Learning changing consumer demands require higher standards of skills and flexibility in the work force. In order to meet these standards, it is necessary to deliver more training to the work force and define training in terms of investment rather than costs. It also means dealing with people who are learni

TEM

同时发生

Introduction to Part IIIpower of electronic media. The new communications technology enables us to reduce distance problems, as we can communicate on-line with colleagues, friends, teachers and students on a global scale. The distance reduction is of course not of a physical nature, but psychologically spoken, we perceive