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培訓(xùn)新員工值不值?

培訓(xùn)新員工值不值?

Laura Vanderkam 2013年06月03日
調(diào)查發(fā)現(xiàn),近一半的公司會(huì)提供相應(yīng)的崗前培訓(xùn)。然而,公司的培訓(xùn)投入了大量的人力物力,有時(shí)候卻不一定能獲得相應(yīng)的回報(bào)。一方面是因?yàn)樾聠T工的流失率高,另外一方面則是因?yàn)橛行└?jìng)爭(zhēng)對(duì)手可能會(huì)來(lái)挖墻腳,撿現(xiàn)成的便宜。到底值不值得花錢(qián)培訓(xùn)新員工?

????年輕人對(duì)于自己的第一份工作總是會(huì)抱有許多浪漫的幻想——比如薪水、工作內(nèi)容等等。但或許最令人心酸的錯(cuò)誤想法是,雇主會(huì)花時(shí)間培養(yǎng)他們的能力。

????埃森哲公司(Accenture)最近的一項(xiàng)調(diào)查發(fā)現(xiàn),2013年即將畢業(yè)的大學(xué)生中,77%的人期待在第一份工作中接受正式培訓(xùn)。但在2011屆和2012屆的畢業(yè)生中,報(bào)告接受過(guò)培訓(xùn)的卻只有48%。

????埃森哲公司人才與組織業(yè)務(wù)常務(wù)董事凱瑟琳?拉威爾說(shuō):“雇主希望畢業(yè)生們來(lái)到公司時(shí)已經(jīng)具備相關(guān)的能力,但期望與現(xiàn)實(shí)之間總是存在差距。”也就是說(shuō),很少有畢業(yè)生在來(lái)公司報(bào)道的第一天就已經(jīng)將掌握了具體的工作技能。更糟糕的是什么?“由于經(jīng)濟(jì)條件限制,許多雇主都已經(jīng)打算削減開(kāi)支?!倍嘤?xùn)是最容易被削減的預(yù)算項(xiàng)目。

????但也有公司招聘年輕人后會(huì)進(jìn)行大量培訓(xùn),還表示只要員工集中發(fā)展自己的能力,就值得公司對(duì)其投資。事實(shí)確實(shí)如此,從長(zhǎng)期來(lái)看,拉威爾發(fā)現(xiàn),接受過(guò)培訓(xùn)的員工“不會(huì)很快辭職”,而且即使在新招聘人員入職的前幾周內(nèi),這種培訓(xùn)也物超所值。

????大多數(shù)大型投資銀行會(huì)將新員工培訓(xùn)外包給一家名為T(mén)raining The Street的培訓(xùn)公司,它會(huì)提供為期兩周至兩周半的培訓(xùn)課程,重點(diǎn)培訓(xùn)財(cái)務(wù)能力。公司創(chuàng)始人兼CEO斯科特?羅斯坦稱(chēng)公司的課程“非常即時(shí)、非常注重實(shí)踐、非常實(shí)用?!币獑?wèn)最受歡迎的練習(xí)是什么?羅斯坦表示,想要成為銀行業(yè)者的培訓(xùn)生們會(huì)收到一份“令人厭惡的”財(cái)務(wù)數(shù)據(jù)電子表格,他們需要對(duì)它進(jìn)行格式化。講師們會(huì)“系統(tǒng)講解讓表格變得更完美的具體步驟。”這個(gè)過(guò)程通常需要15分鐘時(shí)間。而在整個(gè)培訓(xùn)過(guò)程中,學(xué)生們還要經(jīng)常重新拿出電子表格進(jìn)行不斷嘗試。培訓(xùn)結(jié)束時(shí),“大多數(shù)學(xué)生都能在兩到五分鐘甚至更短的時(shí)間內(nèi)完成表格的格式化?!?/p>

????羅斯坦認(rèn)為,這種練習(xí)與體育有相通之處?!氨热缥覀円堰@些人訓(xùn)練成世界級(jí)的運(yùn)動(dòng)員,肯定就要去體育館,讓他們展開(kāi)訓(xùn)練,讓他們的肌肉記憶保持協(xié)調(diào)?!?/p>

????銀行出資進(jìn)行財(cái)務(wù)能力培訓(xùn)的好處在于,銀行可以聘用聰明的文科學(xué)生,就算他們以前從來(lái)沒(méi)有學(xué)習(xí)過(guò)會(huì)計(jì)或商務(wù)課程,而這將擴(kuò)大人才儲(chǔ)備的范圍。此外,新員工們參與第一個(gè)項(xiàng)目時(shí),也不會(huì)因?yàn)椴欢⒍愓叟f攤銷(xiāo)前利潤(rùn)(EBITDA)是什么意思,怎么在Excel中排列數(shù)字這些問(wèn)題來(lái)浪費(fèi)老員工們的寶貴時(shí)間。

????確實(shí),許多提供培訓(xùn)的公司一直在努力壓縮培訓(xùn)時(shí)間。由于年輕人可能會(huì)頻繁跳槽,“有效培訓(xùn)和過(guò)度培訓(xùn)只有一線之差,”拉威爾表示。

????但也有許多公司仍然堅(jiān)持提供培訓(xùn)。汽車(chē)租賃公司Enterprise憑借大量培訓(xùn)而成為最受大學(xué)畢業(yè)生歡迎的雇主。新員工會(huì)先在課堂中學(xué)習(xí)幾周,然后會(huì)有8 – 12個(gè)月的時(shí)間參加一個(gè)結(jié)構(gòu)化的培訓(xùn)項(xiàng)目,學(xué)習(xí)如何管理Enterprise的租車(chē)點(diǎn)。公司人力資源副總裁瑪麗?阿蒂姆說(shuō):“整個(gè)過(guò)程非常透明。新員工們會(huì)看到損益表,了解哪些因素會(huì)影響到損益表。”管理培訓(xùn)生會(huì)學(xué)習(xí)和練習(xí)調(diào)度、客戶(hù)服務(wù)與會(huì)計(jì)等能力?!八且粋€(gè)整體?!?/p>

????Young people have many romantic notions about their first jobs -- what they'll be paid, what they'll do. But perhaps the most poignant misconception is that employers will invest time in developing their skills.

????A recent Accenture survey found that 77% of those set to graduate from college in 2013 expected to receive formal training in their first jobs. But only 48% of those in the classes of 2011 and 2012 reported being trained.

????"There's a disconnect between employers' expectations of grads entering with relevant skills and the reality," says Katherine LaVelle, a managing director in Accenture's talent and organization practice -- which is that few college grads have job-specific skills on day one. Adding to the problem? "Given economic constraints, lots of employers have looked to cut back." Training is an easy budget line to trim.

????But some companies that hire young people train extensively and claim that if you focus on skills, it's worth the cash. That's true not only in the long run -- LaVelle notes that trained employees "don't quit as quickly" -- but sometimes even in a new hire's first weeks.

????Most major investment banks outsource a chunk of their new employee training to a company called Training The Street, which runs two- to two-and-a-half-week programs emphasizing financial skills. Founder and CEO Scott Rostan describes his program as "very real time, very hands on, and very practical." One popular exercise? Would-be bankers get a spreadsheet full of financial data "that is basically ugly," Rostan says, and needs to be formatted. Instructors "explain how to do it, step by step, methodically, all the keystrokes to make it better." This usually takes about 15 minutes. Then, during the course of the program, students keep coming back to the spreadsheet to try again. By the end of the program, "most of them can do it in two, three, four, five minutes or less."

????Such drills have a parallel in sports, Rostan says. "We're training these people to be world-class athletes, so it's about going to the gym and getting the reps down and getting your muscle memory in tune."

????The upside for a bank is that by paying for financial skills training, the bank can hire smart liberal arts grads who haven't taken accounting or business courses. This expands the pool of potential hires, but keeps these new staffers from draining the expensive time of senior people on their first projects with questions about what EBITDA means and how to line up numbers on Excel.

????To be sure, many companies that do train have been trying to find ways to compress training into less time. With young people likely to switch jobs frequently, "there is a fine line between what is effective training and what is overkill," says LaVelle.

????But others are holding the line. Enterprise, the rental car company, has become a top employer for new college grads because of its extensive training. After a few weeks in the classroom, new hires spend 8-12 months in a structured program learning to manage an Enterprise location. "It's very transparent," says Marie Artim, vice president for talent acquisition at Enterprise. "They're seeing P&L statements, and learning what it takes to make an impact on them." Management trainees study and practice scheduling, customer service, and accounting. "It's business as a whole."

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