On Interaction Between Attitude And Output In Enterprise Training

With the value of knowledge exceeding that of capital, the position of human capital has increased much in EHRM (enterprise human resource management) and employees' training has been played an unprecedented role in HR development with higher and higher investment year after year. There lies a serious problem, however, that the training output is far from being ideal. The spirit of training programs is to get the expecting output which would help meeting the goals of enterprises by changing the employees' working attitudes, bettering their behaviors and improving their performances. That means output is something on judging if a training program succeeds or not on one hand, and also something that will affect the attitudes towards training among employees, trainers and enterprises on the other. This article is on studying how to promote the positive interaction between ATTITUDE and OUTPUT in enterprise training. It is composed of the following five parts:Part 1: Introduction, a brief review on the development process of enterprise training.Part 2: Illustration on attitudes towards training and its outputs from different view. For attitudes analysis, the following three aspects are the main concerns: 1) For enterprises, three types of attitudes are always seen: positive supportive, blind following and' negative reject due to different personal understandings;2) For employees, there're also three kinds of attitudes: win-win one, who takes training for the development of both the enterprise and oneself; unitary win one, who thinks training for oneself but not for enterprises and lose-lose one, who views training negatively for the both parties; 3) For trainers, attitudes are shown through their training way. Spoon-feeding and diagnosing are the commonly used two ways.For output appraisal, three indexes are used: the unity of the...