应当有一个人负责新员工的培训。
One person should be responsible for new employee orientation.
协助新员工的培训工作。
对新员工的培训就是这种消化吸收的第一步。
The training of new employees is the first step in this digestion and absorption.
同时，我们也会加强新员工的培训，提高服务意识。
We will also strengthen the training of new employees, raise awareness of service.
必要时通过企业内部网更新宴会管理指南，作为新员工的培训手册。
Updated the Banquet Management Manual when necessary in the Internet, which serves as training manual for new hires.
目前应该站在我国正处于社会转型期的背景下来考虑新员工的培训问题。
When considering the training problem of the new employees, the background that our community is in a transitional period should be taken into account.
遵照万豪规定的90天培训计划监督新员工的培训工作，使他们熟懂食物和酒水菜单及如何服务客人。
Supervise the trainingof new associates by adherence to the prescribed Marriott 90-day program andknowledge of food and beverage menus and service;
在开始进行新员工的培训课程之前，你必须同“准讲师”进行一次谈话，这并不是突发奇想，从雇用新员工的那一刻起，这些东西就准备好了，提前通知你选中的讲师，以让他为此安排好自己的日程表。
Before starting a new employee on a training course, you must have a talk with the prospective trainer. You should never spring it as a surprise.
他们对新员工进行一两天的培训。
艾瑞克设计了一个培训项目，让新员工跟着有经验的员工学习如何与客户打交道。
Eric designed a training program where new employees follow experienced ones closely to learn how to deal with customers.
新员工要待六个月的培训中心则出自著名设计师诺曼·福斯特之手。
A training center where new employees spend six months was designed by star architect Norman Foster.
对于新员工，有73%的机构在其被授予网络访问前进行安全意识培训。
For new employees, an average of 73 percent was given security awareness training prior to being granted network access.
在职培训很简单，企业主或其他够资格的员工，在新员工工作时教导他们。
OJT is simple: The owner,or another qualified employee, teaches new employees the job as they work.
我们来看一个用错误的方法培训新员工的例子，看看最坏的判断是如何做出的。
The following example shows the wrong way to train a new employee.It demonstrates the worst kind of judgment.
瑛雄表示：“传统培训新员工的方法是极其没有效率的。”
The effectiveness of the traditional way of training new workers is extremely low.
销售团队对这种流程十分熟悉，但是团队成员发现，该流程中的信息剪贴和新员工培训会耗费大量时间。
The sales team is accustomed to the process, but its members find that they spend a lot of time cutting and pasting and training new employees in this process.
我们来看一个用错误的方法培训新员工的例子，看看最坏的判断是如何做出的。
The following example shows the wrong way to train a new employee. It demonstrates the worst kind of judgment.
最重要的是，你必须花时间去培训这些新员工，以使他们能遵守你的规则、程序并熟悉你的整个办事系统。
On top of that, you’ll have to spend time training the employee to follow your rules and procedures and systems too.
与此同时，荷兰银行已在上海开办了一所培训学院，以提高新员工的基本零售技能。
Meanwhile, ABN Amro, has opened a training academy in Shanghai to polish up raw recruits in basic retail skills.
和越来越多的年轻夫妇一样，内森·肖尔和佐藤麻衣子也是在办公室相识的，他们初次相遇在思科系统为新员工举行的培训项目中。
Like a growing number of young couples, Nathan Shaw and Maiko Sato met at the office, in a Cisco Systems training program for new recruits.
比如，你虽在工作中付出了巨大的努力，包括指导年轻同事，培训新员工，招募顶尖人才等等，但并没引起公司的丝毫注意。
To take just one, let's say you put in a lot of effort that tends not to show up on the corporate radar, such as mentoring younger colleagues, training new hires, and recruiting top talent.
你们是怎么培训新员工的？
表1：通过更加有效的培训新员工来节省时间。
Table 1: Savings realized through more efficient on-boarding of new personnel.
因此，Zappos招入新员工时，会提供为期4个星期的培训，让新员工沉浸在公司的战略、文化以及对顾客的执着之中。
So when Zappos hires new employees, it provides a four-week training period that immerses them in the company's strategy, culture, and obsession with customers.
培训在印度尤为重要，像Infosys和Wipro这类外包公司有着世界先进的企业大学，在校园里训练新员工。
This is particularly important in India, where outsourcing firms such as Infosys and Wipro train new recruits in state-of-the-art corporate university campuses.
在了解了新员工对于企业的这些疑问之后，对于他们的培训就应该更有针对性地解决这些问题。
After understanding the new employees for the enterprise of these questions, for their training should be more targeted to solve these problems.
斯科维尔损失的不仅是有价值的雇员，还有花在培训新员工身上的时间。
Scovill lost valuable employees and time spent retraining new workers.
我们将对新员工进行为期一周的培训。
We will have one-week staff training for new recruited members.
我们银行的新员工要求参加英语培训课程。
New employees of our bank are required to attend an English training course.
收益可期新员工培训不能流于表面，要注重培训的实用性，还应将培训作为一项长期而系统的工程对待。
The benefits of new staff training can not be superficial, pay attention to the practicality of training, training should also be treated as a long-term and systematic project.
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