Firstly , the publicity and advocacy should be strengthened so as to motivate the strong support from the teachers and the society ; secondly , the allocation of educational resources should be optimized so as to set up the effective management mechanism of teachers " training 首先要加强课程改革的舆论宣传，争取社会各界和全体教师对课程改革的支持；其次优化教育资源配置，建立现代高效的教师培训管理机制。
It is urgent to change conditions by way of three approaches : heightening coordination in thoughts to create a good teaching atmosphere , reinforcing training management to enhance teachers ' teaching level , and reforming the teaching mode to construct the optimal course system 当务之急应通过提高思想认识，营造良好的教学氛围；加强培训管理，提高教师的业务水平；改革教学模式，构建优化的课程体系三种途径来改变这种现状。
This paper probes into how human resource department in guangdong telecommunication corporation should combine and integrate the staff training management , while guangdong telecom is readjusting its strategy focus after experiencing such overwhelming changes in its outer environment 本文是一篇关于广东省电信公司在外部环境发生巨大变化的情况，而重新确定其战略重点后，作为企业的人力资源部门应如何整合其员工培训管理的案例。
This article includes five partspart one , introduction . it advances the realistic meaning to research the training . lt explains the training is important to develop the company . part two , the sustaining theory . for searching theory according , it clarity the nucleus content of the training theory . part three . the experience of the training . lt introduces the experience of the training in haier company and sony company . and gains a good deal of enlightenment from the experience . part four , the training management actuality in soda company . lt finds the main problems existing after analyzing the actuality of the training in soda company . part five , countermeasure . it uses the knowledge related to many subjects such as human resource management studies to analyze existent problem about the training . the new training system consists of need investment , target decision , planing , implement and results appraisement . lt starts with requirement analysis and futilizes appraisement , emphasizes the training requirements and the training results 第四部分阐述纯碱厂培训现状。分析该厂培训现状，总结了在培训过程中存在的主要问题。第五部分运用人力资源管理学、管理学等多个学科的知识，建立了由培训需求调查、目标确定、培训实施、效果评估环节组成的员工培训体系，从强化培训需求分析入手，引入了培训效果的评估，强调按照需求进行培训和注重培训效果的理念，提出了培训管理模式，这对该厂下一步开展培训具有十分重要的现实意义。
According to management function , the system is divided into six coral functional modules that are isolated but related in some way . those are personal management , salary management , welfare management , technical title management , merit & benefit management and training management . according to operating function of the system , there are three assisting functional modules that are system maintenance , database & table management and assisting office 本系统本着适用性、开放性、兼容性、集成性和安全性的设计原则，为使系统层次清楚、结构简明，采用了结构化系统设计的方法，按照管理职能将系统分为人事管理、薪资管理、福利管理、职称管理、绩效管理、培训管理等六个相对独立又互为因果的核心功能模块；按照系统操作功能又分为系统维护、数据和表格管理、辅助办公等三个辅助功能模块。
However , according to requirements of the lifetime education and quality education , also with the coming of knowledge economy and the development of education and the promotion of the competence of the school masters , the old training patterns fall behind the present situation . obviously the administration , instruction , curriculum and evaluation of the training , and its faculty do not match with the situation . they severely influence the effect of the training , the promotion of the quality of the schoolmasters and the practice of quality education 广西中学校长培训经“八五” “九五”十年的努力，取得了不小成绩，但根据终身教育、素质教育的要求，随着知识经济的到来，教育的发展和校长素质的不断提升，原来的校长培训模式已落后于形势发展要求，在培训管理、培训教学、培训课程、师资队伍、培训评估等方面明显滞后，这些问题严重影响到培训的成效、校长素质的提高以及素质教育的实施。
If they arrange no training , the overall quality of the employees will not be raised and this will adversely affect the company ’ s performance . on the contrary , if they engage in training , some trained employs will hop to other companies , even the competing companies , which is the most undesired result 本文以人力资源管理理论为基础,从培训的组织结构设计、培训体系的建立、网上培训操作流程的控制、建立培训管理制度、建立一支专家型的兼职教师队伍等几个方面提出了南航吉林分公司人力资源培训管理的改进方案。
And those whose service length varies from 6 to 10 years are more likely to adopt superficial motivation than those who have less than 5 - year employment . in addition , employees who are of practical motivation and learning strategies think positively towards the current training management , while those who are in favor of superficial motivation and learning strategies think negatively 另外，持有实用型学习动机、采取实用型学习策略的员工对公司的培训管理现状持正面、肯定的态度；相反，持有应付型学习动机、采取应付型学习策略的员工表现出对公司培训管理现状不满，持否定的、负面的态度。
Though decision makers are aware of the importance of training and integrate training expenses into operation costs , they would cut training expenses when the company undergoes poor economic performances or when the company is pushing cost - saving measures ; training is regarded as an effort that trains employees for other companies in that some employees will quit afterwards , which is not to the company ’ s profit 而航空公司之间的竞争归根到底是人才的竞争,吉林分公司只有拥有一流的人力资源,才能在激烈的市场竞争中得到发展。因此,建立有效的培训管理体系,通过培训提高员工素质从而提高企业竞争力,是南航吉林分公司当前重要的管理课题。
Key work responsibilities include but not limit to keeping abreast of latest trends and development in professional and leadership development and integrating and sharing that learning into current and new programs , developing business - oriented and customized training management system and process , training solutions and tools , performance - based competency modeling , coaching / mentoring process , assessment tools , learning activity design , and internal learning consultation and career development tools for training professionals , etc . , and providing advice , counsel , and coaching to the business leaders and their senior teams 重点任务包括学习借鉴和引进消化国际先进的培训思想理念和技术手段，研究发展符合企业实际的培训管理模式、培训方案工具、能力发展模型、教练/指导方法、测评工具、培训活动设计、内部培训咨询和培训专业人员培养途径等；为业务部门和管理者团队提供顾问咨询辅导。
