TrainingandDeveloping.outcome3英.pdf
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1、 word 文档 可自由复制编辑 Training and Developing the Workforce Written by:Liu Xing Class:Business one SQA:2009180 word 文档 可自由复制编辑 Preamble In order to better design a training program,the first manager in Bell Co.,Ltd.For all managers,interview preparation is very important.If we do everything I can,not onl
2、y can keep all the work with developing countries to facilitate,and we know we need to do the necessary work the next.Company may be able to do much training itself-at a time of significant cost,of course.Experienced a good source of staff training,whether at work or in a more formal,off-site meetin
3、g lunchrooms or classrooms.Companies can also save time-not money-if you hire a third-party instructors for classroom sessions.Inexpensive,easy to repeat the training can be found in video-based courses,computer-assisted instruction and Web-based training.Participated in the visit of the need to do
4、some preparation,for example,what is the purpose of,or to throughput interview.What requirements should a candidate.How do we do this program.In the interview prepared to ask questions and tests.We need to select the specific time,place,cost and staff.Prepare some equipment.Thus,in an interview with
5、 reporters,access must be able to use appropriate questioning techniques truth.Interviewers should be clear instructions accurately reflect,in an interview with reporters expressed satisfaction.Interviewers must also be able to use the companys rate plan candidate rating different candidates.Intervi
6、ewers must be able to provide the service and conditions of the companys background information.Interviewers must be able to apply to the companys equal opportunities and recruitment policies.Interviewers must be able to observe the candidates response,to ensure that both his nerves than the theme o
7、f change,and free calls.However,in the interview process,we should create a major that respondents happy,friendly,comfortable environment,and the other interviewer to have good communication,and can ask some simple questions to help ease the pressure and the respondents tension.For us,the core of th
8、e interview,which is the most important word 文档 可自由复制编辑 part of the plan.At this stage,the interviewer put their main focus is to collect the respondents ability to work-related information.We should be more concerned about how to ask questions.After this interview with reporters,the interviewer can
9、 choose and decide in the next interview.Then at the right of respondents to a written interview to determine who will get the job vacancies.In the end of the interview,although we will assess the record of an interview with reporters to analyze a candidate,and with the relevant managers in an inter
10、view with reporters,also attended part of each candidate to talk about.By 1975,according to Kolbs theory,we can make good use of it,to assess the work,showing that the learning process,through the learning cycle.There are four main elements of this cycle and is important to note that a learning proc
11、ess can start at any time.Equally important,we all know,the completion of the learning process of learners need to address the cycle all the way.Design of training activities,it is very important because we need to guide learners through the learning cycle of the four elements.Kolbs learning cycle o
12、f the elements contained in the specific experience,observation and reflection,forming abstract concepts and generalization,the concept of the new situation and the impact test.Because it provides a way to understand individual peoples different learning styles,experiential learning also shows that,
13、for all of our cycle.According to this training program,it also requires trainers to use their specific experience,and pay for the course of the training program reflect the views or concerns.After this,the training division of the information required,they observed that the concept of abstract and
14、general form.Finally,all the information has become a kind of experience,so that instructors or managers in the organization can use this information to test the concepts,the new situation.In a training program,we must pay attention to four points.They are Preparing for the interview,Conducting the
15、interview,Advantages and disadvantages of the interview,and Discrimination and how to avoid it,word 文档 可自由复制编辑 Introduction This report is designed AGBell human resource managers within the training program.Because AGBells rapid expansion,the company must expand its human resources to meet the chang
16、es.Human resource managers to design training programs.Should be designed in some areas such as the content of the training program design,a variety of delivery methods,curriculum goals,its objectives,the timetable for the session.Such as training,curriculum design,the theme of this training program
17、 entitled How the selection interview.The purpose of the course will be in the telephone interview in the role of customer service people.Findings a).Design a training programme (1).Preparing for the interview For information or interview preparation is necessary to work through things.Before the in
18、terview,managers should carefully read the job description in order to improve the effectiveness of the interview.Then,the target need to design the interview,know what they want to get.First,we need to select the specific time,place,cost and staff.Secondly,according to the job description,they may
19、develop some problems,such as work environment,attitude,experience,requirements,professional competence,degree and other respondents.Instructors need to be more detailed and robust understanding of performance issues of prescription.Well-deserved coach or performance of technical experts or experts
20、in education,want to do a front-end analysis.These can be grouped into three factors:attitude/behavior,skills,and knowledge.Attitude/behavior:AGBell companys HR manager,said empathy should be of the respondents,and believe it can make the interview efficient.Skills:managers should the interviewers q
21、uestion as to master the skills of respondents may become the sense of insight,his/her job applicability.More importantly,they should listen to the respondents answers and ideas seriously,and take clear instructions,it can accurately reflect the contents of an interview with reporters.As the custome
22、r service word 文档 可自由复制编辑 telephone interview on the role of human purpose,managers should carefully AGBell Limited in equal opportunities and recruitment policies of the background information and operational needs.Finally,managers must be able to apply to the current legislative framework for the
23、recruitment and selection,to access.(2).Conducting the interview The interviewer should pay attention to technical problems,doubts,listen and observe.Method is used to analyze the respondents from each interview with reporters,some of the aspects.Interviewers must be able to use the appropriate issu
24、es,technology and demonstration actions,active listening skills.They must be able to express their satisfaction with different candidates,which accurately reflected in the interview with reporters,clear instructions must be able to use the companys rating plan rate candidates.Interviewers must be ab
25、le to provide background information on the companys services and conditions.They must be able to apply to the companys equal opportunities and recruitment policies.Interviewers must be able to use observation to make sure he never nervous reaction to the current legislative framework and recruit ca
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