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安保提高安全培訓及訓練內容
來源:cf手游  點擊次數:471    發布時間:2018-09-05
第一個是培訓的基礎
The first is the foundation of training.
我們都知道,日常教育只能提供一些基本的專業知識和技能;面對大型企業發展,必須進行幾項技能培訓,才能使員工逐步達到企業不斷發展的要求。因此,組織為了提高勞動生產率和個人對工作的滿意度,直接有效地組織生產經營服務,繼續采取各種方式,組織各類人員教育培訓投資活動。
We all know that daily education can only provide some basic professional knowledge and skills; in the face of the development of large enterprises, it is necessary to carry out several skills training, in order to enable employees to gradually meet the requirements of enterprise development. Therefore, in order to improve labor productivity and personal satisfaction with the job, organizations directly and effectively organize production and business services, continue to adopt various ways to organize various types of personnel education and training investment activities.
美國經濟學家諾貝爾獎獲得者舒爾茨發現,純粹從自然資源,實物資本和勞動力的角度來看,不能解釋生產力提高的所有原因,因為知識和能力形式的資本和財富變化是社會進步決定性的原因。但其收購并非沒有成本,需要通過投資形成,組織培訓是這項投資的重要形式之一。
American economist Nobel Prize winner Schultz found that purely from the perspective of natural resources, physical capital and labor force, can not explain all the reasons for the increase in productivity, because knowledge and ability in the form of capital and wealth change is the decisive cause of social progress. But its acquisition is not without cost, it needs to be formed through investment, and organizational training is one of the important forms of this investment.
知識經濟時代中安保是基于大量生產和傳播信息和知識的。然而,與大量的信息和知識相比,學習者會發現自己的“缺乏知識”,現有的知識變得分散,學習太慢,知識的學習太多,這是因為個人的限制和滯后學習是由知識增長的無限和堅牢之間的巨大差異引起的。培訓是學習知識的重要途徑,僅在現代培訓的觀念,方法,內容等方面進行變革,才能適應時代發展的需要。

In the era of knowledge economy, Han Ren security is based on mass production and dissemination of information and knowledge. However, compared with a large amount of information and knowledge, learners will find that their "lack of knowledge", existing knowledge becomes scattered, learning too slowly, learning too much knowledge, which is due to individual limitations and lagging learning is caused by the huge difference between the infinite and firm growth of knowledge. Training is an important way to learn knowledge. Only by changing the concepts, methods and contents of modern training can we meet the needs of the times.

山東保安公司

一,現代訓練的概念。
First, the concept of modern training.
現代培訓主要體現在以下四個方面的變化:一是培訓師從“知識傳播者”到“知識生產者”的變化。由于大多數知識傳播或轉移將由現代電子媒體系統完成,使教育者有機會更新知識,教學創新。一方面原始信息或知識處理,加工和包裝,使其容易并愿意接受“產品”表格;另一方面,在對原有知識的綜合分析的基礎上,提出新的思路,新理論和新方法來創建新的知識體系。因此,教育培訓工作者將“知識傳播者”變為“知識產權者”。
Modern training is mainly reflected in the following four changes: first, the trainer from "knowledge disseminator" to "knowledge producer" changes. Since most knowledge dissemination or transfer will be accomplished by modern electronic media systems, educators will have the opportunity to update their knowledge and innovate their teaching. On the one hand, raw information or knowledge processing, processing and packaging make it easy and willing to accept the "product" form; on the other hand, on the basis of a comprehensive analysis of the original knowledge, new ideas, new theories and new methods to create a new knowledge system. Therefore, education and training workers transform "knowledge communicators" into "intellectual property owners".
二,從“繼承”到“創新”的培養方式發生變化。自古以來,教育培訓的基本功能就是教育文化遺產的祖先,培養符合人才服務的現實。傳統的人才培養方式難以適應不斷變化的環境,現代教育培訓需要推進,其目標不僅是培養真正的人才,而且培養未來人才,從“繼承”到“創新”
Two, the way of training from "inheritance" to "innovation" has changed. Since ancient times, the basic function of education and training is to educate the ancestors of cultural heritage, training in line with the reality of personnel services. The traditional way of training talents is difficult to adapt to the changing environment. Modern education and training needs to be promoted. Its goal is not only to train real talents, but also to train future talents, from "inheritance" to "innovation".
三,培訓內容從“填補”到“挖潛”變化。以傳統的思維方式,培訓之后就是“缺乏什么,什么是填補什么”的原則,如安全培訓內容,更側重于從業者“應該知道”的“應該”和操作技能,基礎知識應用,到解決具體問題等方面的“填補”培訓。但是,面對知識經濟的挑戰和市場競爭日益激烈的培訓,培訓只是“填補空缺”是不夠的,應該挖掘潛力作為培訓重點,思考變革,概念更新,潛在發展培訓內容,有效釋放個人潛能。
Three, the training content will be changed from "filling" to "tapping the potential". In the traditional way of thinking, the training is followed by the principle of "what is lacking and what is filling". For example, the content of safety training focuses on the "should" and operational skills that practitioners "should know", the application of basic knowledge, and the "filling" training in solving specific problems. However, in the face of the challenge of knowledge economy and the increasingly fierce market competition, training is not enough to "fill the vacancy". We should tap the potential as the focus of training, thinking about change, concept updating, potential development of training content, effectively release individual potential.
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