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企业必须面对且适应快速变化的环境：竞争压力增加、全球化的压力、经济转变、指数增长的技术。”(Kaye 1997,p . 1)。自1980年代以来企业变革的进程很明显;广泛地引进技术、采用在线学习(e-learning)系统、绩效管理、实时培训、交叉训练和培养多技能员工,等等。Kaye曾说过(1997年,p . 1),公司格局是永远在变化的,实务很快就会被更新。上述方法和发展领域的培训是在成功的学习和发展基础上，作出评论和分析。培训可以发生在有专业导师的工作场所,或者专门从事训练设施的外部场地。每个人都可以观察到，训练实践已经做了很大的改进。

The area of training and development has dramatically evolved over time. There have been vast improvements in the way that training is conducted, and also in how both organisations and employees view this significant concept. Training and development adds considerable value to both organisations and to individuals undergoing such programs. Since 2008, there have been many improvements to learning and development practices, with the global financial crisis affecting some of these methods, which will be mentioned in detail later on.

'Organisations are forced to deal with a rapidly changing environment, increased competitive pressure, pressures of globalisation, economic shifts, and exponential growth in technology.' (Kaye 1997, p. 1). Insightful progress in organisational change since the 1980s is evident; with the widespread introduction of technology, the adoption of online learning (e-learning), performance management, just-in-time training, and cross-training and multiskilling employees, to name a few. As stated by Kaye (1997, p. 1), the corporate landscape is forever changing that practices become obsolete in no time at all. The aforementioned methods and developments in the field of training will be critiqued and analysed in the context of learning and development for success. Training can either occur in the workplace, with specialised trainers, or at an external venue that specialises in training facilities. As one can tell, much progress has been observed in regards to training practices.

As Hosie (1993, p. 51) mentions, an aging workforce, an increase in tertiary education admissions, employee expectations, workforce diversity, and flexibility, are all trends of the 21st Century that trainers should consider upon implementing designs. Without learning, no improvements would occur in an organisation. Learning and development constitutes acquiring knowledge through training practices and applying it in the workplace. It has been stated to be critical to both individuals and the organisation. As the 21st Century is constantly upgrading with online technologies and improvements in the workplace, it is essential that organisations keep up-to-date with modern developments, in order to effectively attain an improved environment to aid employees' needs. As noted by Hosie (1993, p. 49), training in Australia has been neglected, which shows a vital need for training remedies.

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