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摘要：Companies should implement individualized training for employees. The training and development should be individualized in organizations according to different enterprises strategies, positions and employees’ abilities, needs and features.

代写英国论文题目：关于training and development
论文语种：英文
您的研究方向：人力资源管理研究生
是否有数据处理要求：否
您的国家：英国
您的学校背景：英国排名前十五的大学
要求字数：2000
论文用途：硕士课程论文 Master Assignment
是否需要盲审（博士或硕士生有这个需要）：否
补充要求和说明：文中要有reference 格式是harvard 四个题目选一个然后我们商量怎么写我可以提供一些资料

Training and development should be individualized according to enterprise strategy and employees’ abilities and features—代写英国论文

Companies should implement individualized training for employees. The training and development should be individualized in organizations according to different enterprises strategies, positions and employees’ abilities, needs and features.

1. Introduction of individualized training and development
Individualization, as the name suggests, is not general. Based on the popularity it shows the unique and different characteristics (Gould, 2004). In training and development field, everyone has his or her needs and abilities, so they should be trained and developed in different ways which are based on their own features and abilities. This can create a distinctive effect.

Table of Contents

1. Introduction of individualized training and development
2. Training and development should be individualized in organizations based on enterprise strategy
3. Case study of LG and Ford
3.1 LG
3.2 Ford
4. Conclusion
References

4. Conclusion
In a word, from the theoretical analysis and case study, the individuation of employee training can be achieved in the following means: Firstly, it should accord with the distinction of the properties and features of the enterprise, individualized categories, levels and positions, as well as staff positions competence and career development. Course System should be constructed. Secondly, Enterprises should set up individualized training management system that constitutes of College elective system, credit system and tutorial system. Finally, the corporate should establish e-learning education and training system so that staff can receive quality training without constraints of time and space.

References
Alan, F. (1995) ‘How to Decide on Training Methods’. People Management, 62(25): 136-139.
Alliger, G.M. & Janek, E.A. (2009) ‘Kikpatrick’s Levels of Training Criteria: Thirty Years Later’. Personnel Psychology, 42: 331-342.
Baldwin, T.T. & Magjuka, R.J. (2008) ‘Organizational Training and Signals of Important: Effects of Pre-training Perception on Intentions to Transfer’. Human Resource Development, 2: 1, 25-26.
Berry, D.T. (1990) ‘Linking Management Development to Business Strategy’. Training and Development, (12): 41-50.
Campbell, J.P. (2009) ‘Training Design for Performance Improvement.’ In: Campbell, J.P. & Campbell, R.J. (eds) Productivity in Organizations. San Francisco: Jossey-Bass. pp. 123-140.
Camevale, J.P. (1995) ‘Enhancing Skills in the New Economy’. The Changing Nature of Work, (2): 238-251.
Goldstein, I.L. (2006) Training in Organizations: Needs Assessment, Development, and Evaluation (2nd edition). Monterey, CA: Brooks/Cole. pp. 26-30. https://www.51lunwen.org/ukthesis/2011/0923/1036387029.html
Gould, D. (2004) ‘Training Needs Analysis - A literature Review and Reappraisal’. International Journal of Nursing Studies, 41(5): 112~113.
Harp, C. (1995) ‘Link Training to Corporate Mission’. HT Magazine, 52(8):71-76.
Hicks, W.D. & Klimoski, R.J. (2007) ‘Entry into Training Programs and Its 本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。