transfer of training造句

• The theory and research on transfer of training
  培训迁移的有关理论和研究
• An initial study of factors affecting the transfer of training
  培训迁移效果影响因素的初步研究
• 3 . to our surprise , we could not find distant - transfer of training effect
  这与meredith ( 2000 )等的训练研究结果是一致的。
• But as a training study , we think its design should been improved . we adopted more rigorous design than his study and conducted an training study about the ability of rule - based reasoning in young children . furthermore , our study assessed distant - transfer of training effect . the results were follows : 1 . the age range from 3 . 5 to 4 years is a rapid period for the development of children ' s rule - based reasoning ability . at this age , the age shows an obvious effect on the development and children ' s reasoning ability udndergoes a rapid development . at about the age of 4 , most children possess the ability to use embedded rules and can switch flexibly between sets of rules keeping two incompatible rules in mind . 2
  但patricia等人的训练研究还存在一些需要改进的地方，基于此，本研究采用实验组控制组前测后测的实验设计对儿童的规则推理能力进行训练，并进一步探讨了训练效果的远迁移问题，得出了以下结论： 1 、 3 . 5岁到4岁是儿童利用二维合取规则进行推理能力的快速发展期，在这一阶段，年龄效应显著，儿童的规则推理力在这一阶段得到了飞速的发展，到4岁时，大部分儿童已掌握合取规则，能有效利用高级规则抑制优势反应，在两套不相容的规则间进行灵活转换。
• There are six big problems exist . first , the leaders or the chiefs of enterprises lack of the strategic views , pursue short - term interests excessively , a lot of mistaken ideas exist in training management ; second , system , mechanism and development strategy of management training remain to be perfected and further clarified ; the training is lack of systematical and standardization ; third , the content of courses is outmoded , the way lags behind , the style is blankness , especially lack ability of combination of theory and practice , lack of operating method and technology ; fourth , the system of training effectiveness feedbacks is imperfect , the system of training support is insufficient , which have hindered the transfer of training ; fifth , the individuals who under training have insufficient motivation , also have problems in after training loyalty , and to transfer the obtained knowledge into their work ; sixth , the government institutions do n ' t fulfill it ' s own responsibilities in constructing the system of management training . some training policies and managements even restrict the development of management training
  本论文根据作者的培训实践，并参考大量资料，通过观察、访问、具体案例分析等阐述了国有企业管理培训自改革开放（ 1979年）以后的发展状况及新形势，完成的主要研究工作有：首先，指出了国有企业管理培训存在的六大问题，一、国有企业经营管理者缺乏战略眼光，过分追求短期利益，在管理培训观念上存在许多误区；二、管理培训的制度、机制及发展战略有待进一步完善和明确，培训工作缺乏系统化和规范化；三、教学内容陈旧，方式落后，风格单一，尤其缺少理论联系实际能力，缺少操作的方法与技术；四、培训效果反馈体系不健全，培训支持系统不足，阻碍了培训成果的转化；五、受训者个人接受培训动力不足，培训后忠诚性不足，缺乏将培训所获知识转化于工作中的动力；六、政府培训主管部门对构建管理人员培训体系的作为不足，某些培训政策及管理制约了企业管理培训的发展。