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1、从astd年会看中国培训业的差距（Looking at the gap of Chinas training industry from ASTD annual meeting）In the middle of May 2010, I attended the ASTD2010 International Conference and exhibition with a delegation from Motorola University (China). What I saw and heard during the meeting, as well as the feelings tha
2、t have been triggered, have been haunting me for more than two months. Here, I would like to share this knowledge and thoughts in the hope that it will be helpful to the Chinese training profession.“ discover you the value of ”:ASTD2010 International Conference, exhibition, sketchASTD (American Soci
3、ety for Training & Development), founded in 1943, is the worlds largest association for workplace learning and performance professionals. ASTD members from more than 100 countries, through the United States more than 130 local chapters and 30 international partners, members of thousands of different
4、 sizes of organizations and government agencies as consultants and provide training.The annual ASTD international conference is a grand gathering of peers and peers in the global training industry. The conference aims to help participants learn about the latest trends in international training and d
5、evelopment, the best practices in the industry, and the latest product of world-class training providers. So far, more than 60 sessions have been held.In 2010, ASTD International Conference and exhibition was held on May 16th -19 in Chicago, USA. The theme of the conference is: discover “ you ” the
6、value of (FindYourValue). More than 9000 training experts from more than 70 countries participated in the conference.The 4 day conference organized 350 lectures and network meetings on 5 major topics, including &ldquo, talent development, training solutions, training, design and coaching, learning,
7、technical means and personal development, &rdquo. Speakers from 30 countries.Two keynote speakers, Daniel. Pinker, Charlene. Li is the most influential best-selling author in the United States. He has shared a new view of the information age, the forefront of ideas and training practices for the tra
8、ining industrys experts.Daniel。 Pink is the former U.S. Vice President Gores chief speechwriter. He is also the four best seller in the world who has changed the world, such as new thinking and rookie job stories. His speech was &ldquo: Amazing Facts: what really motivates us, &rdquo?;. In view of t
9、he problem of employee motivation in modern information society, Daniel. Pinker that intrinsic motivation is the key to success. Three factors will play a sustained motivating role: autonomy (self governance and motivation), personal development and capacity enhancement, job purpose and personal con
10、tribution.Charlene. Lee is one of the most influential thought leaders of social technology, interactive media and marketing and other new technology. Her topic is “ the open social technology leadership: how to change your leadership style ”. She believes that modern social technology has dramatica
11、lly changed the way people work and live, so leaders must actively use new social technologies to lead and drive organizational change.In addition to the above two keynote speakers, all other attending the ASTD conference and David Allen thought leader, he is a world famous human resources and organ
12、izational productivity expert, founder of David Allen, Don; Kirkpatrick, retired professor emeritus at the University of Wisconsin, honorary president of Kirkpatrick company, founder of training level Four assessment methods. He won the ASTD “ workplace learning and Performance Award for lifetime ac
13、hievement; ” Jack Phillips, human capital of the world famous expert, President of the ROI Institute; Bob Pike, President of Bob, President of Pike group, the most popular trainer books Innovative Training Skills Handbook the author of the book; Alexandra Levit, a famous writer and speech home, the
14、best-selling book enterprise that school cant teach the author.Prior to the meeting, the conference also provided 25 certificate training programmes and lectures, completed courses for the ASTD training course certificate, and may also choose to attend the 1 day seminar (workshop) to gain a thorough
15、 understanding of a particular subject.In the exhibition, a total of 340 international exhibitors have demonstrated their services and latest products.ASTD delegates from different industries, including the financial, manufacturing, medical and social security agencies, the pharmaceutical industry,
16、universities, consulting institutions, and government departments. Among the more than 9000 delegates, more than 1800 representatives from other parts of the world other than the United states. Among them, the five largest number of countries are South Korea (390 people), Canada (202 people), Kuwait
17、 (122 people), Japan (103 people) and Denmark (92 people). The Chinese mainland is only about 30 people.Attend the meeting of the largest number of well-known enterprises are part of Apple Corp, Boeing, BP, CISCO, the United States Navy, the United States Department of defense, DuPont Co, Hewlett-Pa
18、ckard Co, Hilton Hotel, IBM, Intel, Nike, Oracle, Wan Hao international, Pfizer, TOYOTA, Volkswagen and WAL-MART etc.&ldquo: eight &rdquo: the characteristics of the American training industryAlthough often participate in various forums and meetings at home, also organized a number of meetings, but
19、highly efficient organization of the International Conference of the United States and ASTD training industry still gives us a very deep impression. It can be said that the training industry in the United States is also a microcosm of the highly developed education industry in the United states. Acc
20、ording to my thinking, I put the characteristics of American corporate training industry is summarized as “ eight ” training industry scale, training department, strategic training company specialization, teacher training, occupation training courses, fine training mode diversification, training pro
21、cess and implementation the evaluation of the training performance.The training industry scale of $134 billion 70 million in spending in 2008 American business training (ASTD2009 annual report), accounting for 2.24%.2008 of enterprise total wages per capita training costs $1068, per capita annual tr
22、aining time is 36.3 hours. The training industry has become a huge modern service industry, promote the enterprise innovation and beyond, which makes the training industry to produce a large number of outstanding professional institutions, improve the training industry service level and professional
23、 ability.The strategy of training department is embodied in training, which is often the work of enterprise CEO. It is an important link of enterprise talent management. And talent management is the core of the competitiveness of modern enterprises, talent strategy is the key component of enterprise
24、 strategy. In his autobiography, Welch claims that “ GE is a Talent Company; ” “ without Clodong, it would be difficult to lead GE”. According to the ASTD annual report, in 2008, there were 1 full-time training heads for 253 employees on average.The training company specialized training institutions
25、 are reflected in the most professional institutions, covering leadership development, talent management, sales training, assessment tools, benchmarking, occupation development, coaching, change management, communication skills, customer relationship management, e-Learning, project management, enter
26、prise training solutions, training evaluation, training, financial software simulation, organizational development, performance management and so on dozens of areas. For example, the worlds leading leadership consulting and development agency, DDI, focuses on talent management and leadership develop
27、ment, and has become the worlds leading consulting and training organization through more than 30 years of development.The professionalization of training teachers is reflected in a large number of professional training teams, both inside and outside the institutions. Most of them are MBA or a degre
28、e in education professionals in universities, research and teaching has long been committed to a special training, accumulated rich experience, has become a very experienced expert training. We are familiar with DELL. Carnegie, Stephen. Covey, Gordon. Smith and bran. Chad is one of the top experts.
29、According to ASTDs research report, the average income of training employees in the United States was $83 thousand in 2009,73% higher than the national average income of $48 thousand, belonging to the high-income sector.Intensive training courses reflect the training institutions in the United State
30、s has continuously developed a lot of professional training courses and tools, such as China readers familiar with “ &rdquo, “ Carnegie training; the seven habits of highly effective people, ” “ enneagrams & rdquo; LPI, “ &rdquo Lingyue training “; action learning ” &ldquo, &rdquo and so on; coachin
31、g. In the 2010 ASTD International Conference, 5 courses and more than 230 lectures showed that the degree of professionalism of the training courses was quite high. There were only ten subdivisions of leadership development.The organic combination of diversity training mode of training in the enterp
32、rise internal and external training, and training in the implementation process of the introduction of case discussion, assessment tools, training, action learning, business simulation, DV, e-Learning, mobile phone based learning method for training is very strong, give full play to the adult educat
33、ion participation reflection type, action type etc. At the same time, training takes students as the center, aims at changing peoples attitude and behavior, and promotes the development of the organization and the improvement of the performance.The implementation of the training process of a set of
34、standardized processes in the implementation of the training scheme of the year, all departments are well aware of the purpose of training and work, actively participate in the training budget, training plan, training and research, training design, implementation of training, training evaluation and
35、 knowledge management and other related work. The execution of training is very smooth and fruitful.The performance of training evaluation is embodied in that enterprises have a more scientific evaluation method to measure the input output (ROI) of training, the famous &ldquo and the four level eval
36、uation of &rdquo, which is a typical representative of them. The training output is not only reflected in the attitudes, knowledge, ability and behavior change, but also in the whole organization strategic transformation, cultural reconstruction and other system level, enhance the organizations effi
37、ciency and output system. In the international meeting of the ASTD, relates to the evaluation of the training, there are more, including “ Kirkpatricks four level evaluation, ” “ CEO is how to evaluate the success of the training program, ” “ ROI hate people how to re look at ROI” and “ Hampton case
38、: boost strategic real training return ” &ldquo, ” value measurement training; etc.The inspiration of ASTD international conference to Chinas training industryThe Motorola China delegations trip to Chicago, we not only participated in the 4 day of the ASTD International Conference and exhibition, bu
39、t also with Hongkong, Taiwan and training sector together in the hard rock Inn Of Chicago Hotel organized on both sides of the three “ ” Association, and the influence of learning organization in the world leading Motorola University, McDonalds University of Hamburg and Caterpillar University. Condu
40、cted in-depth exchanges with their leaders, so that participants had a deeper understanding of the important role of enterprise university play in multinational corporations in the process of globalization.During the ASDT annual meeting, the delegation held a small seminar every day, inviting a seni
41、or professional in the U.S. training industry to review the lectures every day. Famous human resource development scholars, Professor Roseville and Motorolas training experts share their views in particular. We feel that the ASTD conference has a lot of enlightenment for Chinas training industry. He
42、re are three points:First, Chinese CEO enterprises need to further improve the understanding of training, the strategic training and learning organization construction to enhance the core competitiveness of enterprises, personal leadership training, in order to keep up with Chinese from manufacturin
43、g power to power the pace of transformation and innovation.In May 26, 2010, the national talent work conference held by the CPC Central Committee, Secretary General Hu Jintao pointed out: to speed up the construction of talents is the establishment of Chinas comparative advantage, talent competition
44、 strategy of choice to enhance the core competitiveness of the country. Meanwhile，The State Council also promulgated the national plan for the development of medium and long-term talents (2010&mdash, 2020) to guide the improvement of the level of talent development and accelerate the construction of
45、 talent power.By contrast, business training and talent management seems simple, extensive, lack of strategic and systematic, &ldquo, it is important to say, busy, do not ”. Second, the training leaders of enterprises need to further improve their professional level and become the real training expe
46、rts and business partners of various departments. The chief learning officer is an increasingly important position.Chinese the establishment of the market economy is still less than 20 years, enterprises have become the main body of market competition in a very short time, most enterprises are respo
47、nsible for the training is left, professional knowledge and professional ability is not and other business departments status and contribution is also racing together bridle to bridle, unstable. Only by constantly improving their professional level and contribution can we improve the status and infl
48、uence of training.And training is a highly complex complex activities, training must be a person with a broad mind and quick learning ability to adapt to the job.Third, Chinas training institutions have a long way to go, and we must upgrade the professional level and R & D strength as soon as possib
49、le, and build our own brands to meet the new needs of the rapid development of Chinese enterprises in training.At present, Chinas training industry has not really formed, the training industry is still a “ fragmentation industry ” lack of large-scale, professional training brand. Therefore, it is urgent to develop theories, tools and methods with Chinese characteristics, so as to promote Chinas training industry to beco