????這種耗時長、投入高的培訓過程存在風險。一年之后，Enterprise沒有任何辦法阻止競爭對手挖走自己精心培養(yǎng)的新管理者。競爭對手公司會利用公司在培訓上的巨額投入，這種“搭順風車”的行為導致員工在一家公司內(nèi)的平均任職時間縮短，進而使培訓的提供受到限制。

????但Enterprise認為，由于公司的內(nèi)部晉升政策，它依然從培訓中獲得了積極的投資回報。阿蒂姆說：“確實有許多人并沒有離開公司，而是完全更換了職業(yè)?！惫景彦X花在培訓上，但卻無需在高層管理人員招聘上投入資金。而且，即便離開公司的人，也并不是全都去了其他汽車租賃公司。他們會進入其他行業(yè)，“很有可能成為公司品牌的宣傳大使”——或者，至少他們在度假時最有可能從Enterprise租車。

????連鎖餐廳Le Pain Quotidien也為新員工提供大量培訓。Le Pain Quotidien加州分公司培訓與發(fā)展經(jīng)理莉亞?魯辛斯基最初只是紐約的一名服務生。她說，被聘為服務生的員工會跟隨一名認證培訓師學習五天，了解酒店的方方面面，包括最辛苦的部分——品嘗菜單上的所有食物。

????魯辛斯基說道，在指導新人過程中，“我們會教新員工辨別，一杯好的濃縮咖啡是什么樣，一杯好咖啡嘗起來是什么味道， ”以及怎樣制作一杯同樣絕妙的啤酒。廚房的新員工還要練習刀功?！拔覀儸F(xiàn)在做的事很了不起，它將明確每一個職位的職業(yè)發(fā)展方向，即使是廚房的洗碗工也不例外?！?/p>

????它意味著，培訓不會在五天之后便宣告結(jié)束。LPQ提供各種培訓班，例如在地區(qū)面包店里提供的面包烘焙課程，或采取接力賽形式的餐飲課程，看誰能以最快的速度裝滿托盤。“我們不希望員工對工作感到厭煩，”魯辛斯基說?！拔覀冋J為，如果我們把時間和資金投入到對人才的培養(yǎng)當中，他們便會始終與我們在一起，與我們共同成長?！保ㄘ敻恢形木W(wǎng)）

????譯者：劉進龍/汪皓

????Such a long -- and expensive -- training process comes with its risks. There's nothing stopping a rival car rental company from trying to poach Enterprise's new managers after their first year. This "free rider" problem -- when rival companies can capitalize on one company's outsize investment in training -- discourages training in general as the average length of tenure at a company declines.

????But Enterprise claims that its return on investment is still positive because of its internal promotion policy. "We do have a lot of people … who have completely changed careers without changing companies," says Artim. Money spent on training is money not spent on recruiting higher up the ladder. And not everyone who leaves goes to other car rental companies. They go into other industries where "hopefully they'll be great ambassadors for our brand" -- or at least more likely to rent from Enterprise when they're on vacation.

????Restaurant chain Le Pain Quotidien also trains new hires extensively. Leah Rucinski, training and development manager for Le Pain Quotidien California, started as a server in New York. She reports that someone hired as a server will spend five days with a certified trainer, learning every aspect of the restaurant and -- a tough part of the job, to be sure -- tasting everything on the menu.

????In orientation, "we teach you to notice what a good cup of espresso and a good cup of coffee tastes like," Rucinski says, and exactly how to make an equally stunning brew. New kitchen staff drill on knife skills, and "one of the really cool things we're working on right now is figuring out a career path for every single position, down to the dishwasher in the kitchen."

????That means that training doesn't stop after those first five days. LPQ offers all kinds of classes, such as bread-baking courses at regional bakeries, or catering classes featuring relay races to see who can fill a tray quickest. "We never want you to get bored," Rucinski says. "We feel if we put time and money into developing our people, they'll last with us and grow with us."