摘要：在对自然的考察中，经验把规则提供给我们，它就是真理的源泉，而实践是获取经验的 唯一渠道。干中学（learning by doing）顾名思义，指的是边干边学，在实际的工作中不断积 累经验知识，从而改进工作方法，进而提高工作效率，甚至可以引致创新。随着经济的不断 发展，越来越多的企业管理者认识到人力资源在当前充满竞争的市场环境中的重要地位。如 何能较快开发企业拥有的人力资源成为企业生存发展的核心问题。而员工培训是企业用以开 发其人力资源的重要渠道，这种方式由来已久，从起先工匠的学徒制，到传统的培训如：在 职培训，培训讲师制等，再到现在网络化的新型培训如：网络培训，虚拟现实技术等。员工 培训的形式决定培训的效率，进而直接决定企业人力资源的开发效率，因而如何运用何种培 训形式方法成为企业培训中的关键问题。本文着眼于干中学理论，举例并讨论了几种体现了 干中学内涵的培训形式与方法。

关键词 干中学 员工培训 培训方法

Title    A Study on Staff Training Forms and Methods Based on Learning by Doing Theory

Abstract：In the study of nature, experience provides the rules to us, it is the source of truth, and practice is the only way to gain experience. Learning by doing , as the name implies, it means learning by doing in the actual work, so as to improve the working methods, and thus improve the efficiency, and even lead to innovation. With the continuous development of the economy, more and more business managers recognize the importance of human resources in the current competitive market environment. How to develop the human resources of enterprises has became the core of the survival and development of enterprises. Employee training is an important channel for enterprises to develop their human resources. This approach has a long history, from the first artisan apprenticeship to traditional training such as on-the-job training, training lecturers, etc., and now the new network training methods, such as: network training, virtual reality technology. The form of employee training determines the efficiency of training, and then directly determines the development efficiency of enterprise human resources, so how to use what kind of training methods become the key problem in enterprise training. This paper focuses on the theory of learning by doing, and discusses several training methods that reflect the connotation of the theory of learning by doing.

Key words learning by doing  employee training  training methods

目 次

1 绪论 1

1.1 研究的背景与意义 1

1.2 研究的对象和研究的主要问题 2

1.2.1 研究对象 2

1.2.2 研究的主要问题 2

1.3 干中学相关文献综述 2

1.4 研究方法与论文结构 3

2 相 关 理 论 概 述 4

2.1 成人学习理论 4

2.2 人力资源开发理论