駐在員のオリエンテーション  事前の投資によるコスト削減  

社員は仕事に責任があります。 彼らの間違いが会社に大きな損害を与えることもあり得ます。 
 
英語の間違いや勘違いがその原因となることも十分考えられるのです。もちろんその逆もあるでしょう。従って、社員への研修は投資と考えることが出来ます。社員が能力を十分発揮出来ることは、会社の利益に繋がります。事前研修は不利益を避ける為の保険のようなものです。 
 
 
短期間の事前研修は新駐在員にとって、良いスタートを切るために必要なものです。これにより早い段階から会社に貢献することができるでしょう。 
 
私達はまず個々の英語力をチェックします。 講師、Dan Lambは10年以上に渡り、日本の会社員へ、会話、筆記の指導を行って来ました。その経験を元に、実践英語とその見直しのお手伝いをすることが出来ます。 
 
この研修の目的は、テストの点数の好条件ではなく、誤解なく、効率的に英語を使用できるようにすることです。 
 
また、何か重要な決断をする際に、英語の詳細を理解しないまま決めることは良くないことです。日本語の堪能なDan Lambは、重要な決断をする責任のある人の手助けをすることも可能です。 
 
現地での新しい責任者が英国で現地の同僚と仕事をするためにも英語力に応じた研修は必要です。 
 
 

 New Employee Inductions  Cost saving by investing in Induction and Training  

No company gives an employee a position of responsibility unless they are confident in the abilities of that individual. Mistakes can cost a company a lot of money. In the same way someone might have plenty of ability but still be in a position to lose the company money through mistakes in English or costly misunderstandings. 
 
One or two days of induction training can help a new Japanese employee make the most of their time in your company from the beginning instead of spending the first one or two months of their secondment simply trying to find their feet. 
 
Dan Lamb has more than ten years of experience training Japanese businessmen and women in both spoken and written English for the workplace, and he has developed a model of training which is firstly to assess an individual's use of English and then to carry out periodic review in order to check the employee’s English does not slip back or fall into bad habits. 
 
The purpose of the training is not to help employees achieve better test scores, but to enable them to work more efficiently in English and without misunderstandings. 
 
Investing in a personalised Induction Day for new Japanese employees is a vital step towards getting maximum value out of them as a resource, and a commitment to ongoing Business English training is an insurance policy against the possibility of costly mistakes. 
 
Companies might not like to admit to themselves that this can happen but our Induction and Training Consultant Dan Lamb is particularly alert to the danger of people in responsibility going ahead with important decisions even though they know they haven’t grasped all the relevant detail in the way that a native speaker would – because they feel it would be a sign of weakness to admit it. 
 
Given that any new manager within a company needs an induction, a new manager from overseas needs an enhanced induction which takes stock of their true ability in English and the implications this will have for colleagues working around them. 
 
 

Business English 'MOT'  Maintaining the ‘roadworthiness’ of employees’ English 

 
We need to recognise that, for non-native speakers, English is like a tool or a skill that employees on secondment use to do their job. A regular English ‘check-up’ is of immense value, to ensure that they have the tools to carry out the work they need to do, and to improve their skills. This kind of periodic check is designed to prevent employees from lapsing into bad habits and to ensure they know how to effectively use English words or expressions that they have picked up in the workplace. 
 
When an MOT is carried out, the car only needs to be taken off the road for a very brief period – but if something of concern is found, it is particularly important to make sure this is fixed before it causes damage or an accident. 
 
Most employees in the UK have high test scores in English tests and do not need 'English lessons' of the traditional kind – but critically they do often need to learn how to adapt their academic knowledge to the working environment they are in. This is the focus of our Induction and Training. 
 
The initial stage in the training model we use is to carry out an extensive analysis of an employee's spoken and written output, which may be compared to the process of carrying out a road safety check on a newly acquired second-hand car. If we are also able to carry out work-shadowing we will assess how well an employee responds within English interaction and identify priorities for improving their performance in the workplace. 
 
With an MOT, the basis for carrying out a periodic check is that the car was in good condition in the first place. The key to Business English training is therefore to ensure that the employee's English is in 'good condition' when they start work in their UK environment, and then to carry out periodic checks at appropriate intervals. 
 
This parallel illustrates the model by which regular training sessions of periodic review will maintain the 'roadworthiness' of an employee's English, and help him or her to be more fine-tuned in their use of language. Each check-up also provides a safe forum where an employee can raise any matter do with English that they might feel embarrassed asking about. 
 

ビジネス英語のMOT  研修の成果を維持するために 

会社は英語が社員が仕事をするための道具だということを認識する必要があります。 なので、彼らのスキルアップの為にも定期的に確認することが大切だと考えます。 
 
これらの見直しは、社員が職場や会議で正しく英語を使い、理解する手助けとなります。 
 
これは自動車に対する「車検」の実施と同じです。 
 
少しの間、現場から離れてしまいますが、事故になる前に確認、修理することは、とても価値のあることです。 
 
多くの英国駐在員は、英語にテストで高得点を取っています。しかしそれらは仕事の現場では役に立ちません。 日本の会社員は通常の英語を学ぶ必要はなく、状況に応じた英語の使い方を練習することが必要なのです。 
 
これが私達の研修の目的です。 
 
私達の研修の第一段階は、社員の皆さんの現在の英語力を把握することです。これは事前の「安全チェック」のようなものです。 
 
その後、可能であれば、職務上での英語力をチェックし、英語での対話に必要な優先事項を見極めます。 
 
社員の皆さんの英語が「良い状態」にあることを確認した上でぞれぞれのニーズに合ったトレーニングをします。 
 
 

 重大な間違いを無くす  日本語と英語の使い方の違いから来る間違いへの対策  

日本人は英語と日本語の言語や語彙の違いによる間違いをすることがあります。 
 
私達のビジネス英語研修は、コミュニケーションを助け、誤解を避けるためにこれらの間違いの見直しをします。  
 
私達の研修の最も重要な側面は、誤解を招く可能性のある間違いに注目することです。 
 
自分の英語が正しいと思い、誤解を招いたり、意図した意味とは逆のニュアンスで伝わってしまっていることに気付かない場合が多くあります。 
 
私達の研修は英語のレッスンとは違います。私達の研修は、人々が英語を上手く使い、理解し、仕事に役立てるようにする手助けをします。 
 
これが私達が語学学校とは違った研修を提供している理由であり、それがトレーニングになるため、研修の回数は徐々に少なくなるでしょう。 
 
研修は個人ベースで行われ、 内容についての要望にも対応します。 
 
もうひとつ日本人に必要なことはリスニング力です。 
 
文章としては理解することができたとしても、会話として聞き取ることが苦手です。これは日本と欧州の教育システムの違いから来るものですが、それもこの研修で改善することが出来ます。 
 
 

 Common Mistakes  Eradicating important language mistakes  

Through regular ‘updated review’ sessions, we are able to put employees on the right track regarding common mistakes with which they might be liable to miscommunicate their meaning. The language and vocabulary differences between English and Japanese create the same problems for all Japanese speakers, which means it is a relatively simple exercise for someone in the know to check for these potential difficulties. 
 
The key to eradicating mistakes in language is to focus on errors which lead to a miscommunication, as opposed to overly focusing on small mistakes in which it is nevertheless clear what the speaker is intending to communciate. The main focus of all our training is therefore to ensure that all employees can avoid making significant miscommunicative mistakes in using English. 
 
There are a surprising amount of ways that Japanese people tend to use make certain mistakes in English, without realising that they have not communicated the meaning they intended. It is for this reason that our training sessions are able to provide something that others could not offer purely as language teachers – and this is also why the frequency of these review sessions would be expected to decrease over time. 
 
As a follow-up stage to initial sessions of individual training, it is possible for us to cover a range of common mistakes in a review seminar for a group, using generic scenarios which are not company-specific. Different HR departments may each prefer their own approach, however, and our training sessions can be tailored to any training contexts or scenarios as applicable. 
 
One other area in which Japanese employees tend to have difficulty when they first come to the UK is in catching spoken English. This is partly because there is not much focus on language listening skills during the education process in Japan – and so this is also something to be addressed during an employee's induction. However, listening skills would be expected to improve quickly once the employee has been more exposed to English in the workplace. 
 
Contact us for a discounted introductory training session. 
 

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