1. Job instruction techniques should be based on skills analysis and learning theory.
1.工作指导技术应以技能分析和学习理论为基础。
2. Desire can be created by amplifying the job's interest factors plus extras such as job satisfaction , career development, travel, or similar advantages.
2.欲望可以通过放大工作的兴趣因素加上额外的因素来创造，如工作满意度、职业发展、旅行或类似的优势。
3. Tests, application blanks, and interviews should be a proven part of the employer's selection process.
3.测试、申请空白和面试应该是雇主选择过程中经过证明的一部分。
4. With mediation a neutral third party tries to assist the principals in reaching agreement.
4.通过调解中立的第三方试图帮助委托人达成协议。
5. Organizational rewards should be linked to each individual employee's goals .
5.组织奖励应与每个员工的目标相联系。
6. The flexible benefits can turn the traditional homogeneous benefit program into a motivator.
6.灵活的利益可以将传统的同质利益计划转化为激励。
7. Piece-rate, wage incentive plans, profit-sharing, and lump-sum bonuses are all forms of performance-based compensation.
7.计件工资、工资激励计划、利润分享和一次性奖金都是基于绩效的薪酬形式。
8. Evaluation is the comparison of objectives with outcomes to answer the question of how far the training has achieved its purpose.
8.评估是将目标与结果进行比较，以回答培训在多大程度上实现了其目的的问题。
9. Case study is an off-the-job training technique.
9.案例研究是一种脱产培训技术。
10. Coaching should provide motivation, structure, and effective feedback, if the coacher is skilled, dedicated, and able to develop mutual confidence.
10.如果教练技术娴熟，专心致志，并且能够建立相互信任，那么教练应该提供动力、结构和有效的反馈。
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