HND员工培训与开发3

IndividualReportA6HC34TrainingandDevelopingtheworkforceOutcome3NAME:SCN:CLASS:ContentsIntroductoryPreamble……………………………………………..3a.TheoriesofLearning……………………………………………4b.TheLearningCycle……………………………………………..4c.LearningStyle…………………………………………………...5HowtoconductaSelectionInterview……………………………..5a.Preparingfortheinterview……………………………………..6b.Conductingtheinterview………………………………………..7c.Advantagesanddisadvantagesoftheinterview……………….8d.Discriminationandhowtoavoidit……………………………..9TrainingSessionPlan……………………………………………….10CostsofPreparingandDeliveringforCourse…………………….10Evaluation……………………………………………………………12IntroductoryPreambleThereportincludeshumanresourcemanagerstopreparefortrainingactivities,andthetrainingtimeis2to3hours.Thereportincludestheresourcesusedbyhumanresourcesmanagersintrainingandthecontentoftheinterview.Thethemeofthetrainingis“Howtoconductaselectioninterview”.Thereportfirstintroducesthelearningmethod,agoodlearningmethodcansupportthetraining.Themethodsofstudyincludetheoriesoflearningthelearningcycleandlearningstyle.Thesecondpartintroducestheprocessoftheinterview.ThecontentandprocessoftheinterviewincludePreparingfortheinterviewconductingtheinterviewadvantagesanddisadvantagesoftheinterviewanddiscriminationandhowtoavoidit.Traininginterviewmustfollowtheprincipleofequalityandrespect,sotheplacemustbecarefullychosenandmakechoice.Reflecttheimportanceofbusinessprofessionals,asmuchaspossibletoeasethepressure,tocreateanequal,warmandharmoniousatmosphere.Thereportintheformreflectsthetrainingarrangementsandresourcesusedinthetraining,interviewwithwhatresources,trainingandtrainingofthespecificarrangementsandresourcesused.Thetrainingprogrammainlyconsistsoffourparts:PreparingfortheinterviewConductingtheinterviewAdvantagesanddisadvantagesoftheinterviewDiscriminationandhowtoavoiditTrainingprogramissupportedbythreetheories:TheoriesoflearningThelearningcycleLearningstyle.TheoriesoflearningLearningisaprocessofactiveengagementwithexperience.Itiswhatpeopledowhentheywanttomakesenseoftheworld.Itmayinvolveanincreaseinskills,knowledgeorunderstanding,adeepeningofvaluesorthecapacitytoreflect.Effectivelearningwillleadtochange,developmentandadesiretolearnmore.Thelearningcycle:Onetheoryoflearningsuggeststhattheprocessbywhichpeoplelearnisthroughthelearningcycle.Therearefourmainelementsofthecycleanditisimportanttonotethatalearningprocesscanbeginatanypoint.Itisalsoimportantforustobeawarethattocompletethelearningprocesslearnersneedtoworkallthewayaroundthecycle.LearningstyleTherearefoursessionsinthelearningstyleincludeactivists,reflector,theorist，pragmatists.Learningstylesrefertoarangeofcompetingandcontestedtheoriesthataimtoaccountfordifferencesinindividuals'learning.Thesetheoriesproposethatallpeoplecanbeclassifiedaccordingtotheir'style'oflearning,althoughthevarioustheoriespresentdifferingviewsonhowthestylesshouldbedefinedandcategorized.Acommonconceptisthatindividualsdifferinhowtheylearn.Activists:Althoughthesepeopledonothavelearningexperience,theirlearningstyleismodest,takeactionandconsiderthefutureimpact.Theyareactivelearning.Reflectors:Theirlearningstyleistoobservethesituationfromdifferentangles.Theyliketocollectdataandthinkaboutanyconclusionsbefore.Theorists:Theythinktheproblemthroughstepbystep.Theyconsiderlearningnewknowledgethroughlogicalobservation.Pragmatists:Theyacquirenewknowledgebypracticeandpractice.Theytaketheinitiativetoacquirenewideas,theoriesandtechniques.Theypositivelysearchoutnewideasandtakethefirstopportunitytoexperimentwithapplications.Theytendtobeimpatientwithruminatingandopen-endeddiscussions.TrainingSessionPlanTrainingofconductingaselectioninterviewOverallobjective:InterviewingpeopleforpeoplecustomerservicerolesTrainingSessionPlan1Subject1:PreparingfortheinterviewLengthofSession:40minutesObjective:Toestablishafairatmosphereandanefficientworkingenvironment.TimeTitleDurationMethodResources1:20pm-1:30pmArrangeafinalinterviewenvironment.10minutesTrainerlecturePens;Handouts;Water1:30pm-1:40pmReadytousehardwareandsoftwarefacilities10minutesTrainerlecturePens;Handouts;Water;1:40pm-1:50pmListthequestionsintheinterview10minutesTrainerlecturePens;Handouts;Water;1:50pm-2:00pmDeterminethenumberofpeoplewhoneedtobeinterviewed.10minutesTrainerlecturePens;Handouts;Water;TrainingSessionPlan2Subject2:ConductinganinterviewLengthofSession:40minutesObjective:Askquestionsabouttheparticipants,listencarefullytotheiranswers,andrecordthekeypoints.TimeTitleDurationMethodResources2:00pm-2:1Question10CasestudyPC; ppt 关于艾滋病ppt课件精益管理ppt下载地图下载ppt可编辑假如ppt教学课件下载triz基础知识ppt ;Projection;Desks;0pmminutes2:10pm-2:20pmListening10minutesCasestudyPC;PPT;Projection;Desks;2:20pm-2:40pmObserving10minutesCasestudyPC;PPT;Projection;Desks;TrainingSessionPlan3Subject3:AdvantagesanddisadvantagesoftheinterviewLengthofSession:20minutesObjective:Byunderstandingtheparticipantstounderstandtheinterviewtochoosewhatadvantageanddisadvantage.TimeTitleDurationMethodResources2:40pm-2:50pmAnalysisAdvantageofinterview10minutesLectureMeetingroom;Handouts;PC;PPT;Projection;2:50pm-3:00pmAnalysisdisadvantageofinterview10minutesLectureMeetingroom;Handouts;PC;PPT;Projection;TrainingSessionPlan4Subject4:DiscriminationandhowtoavoiditLengthofSession:30hoursObjective:Interviewersandparticipantsshouldavoidtheoccurrenceofdiscrimination.TimeTitleDurationMethodResources3:00pm-3:20pmTraininginstructorstelltheinterviewertoavoiddiscrimination.Theinterviewerrespectstheinterviewer.20minutesLecturePPT;Projection;Desks;Recordingpen;Conferenceroom3:20pm-3:40pmTheintervieweraskquestions.20minutesLecturePPT;Projection;Desks;Recordingpen;Conferenceroom3:40pm-4:00pmTrainersummary20minutesTrainerPPT;Projection;Desks;Recordingpen;ConferenceroomEvaluationEvaluationisasystematicdeterminationofasubject'smerit,worthandsignificance,usingcriteriagovernedbyasetofstandards.Itcanassistanorganization,program,projectoranyotherinterventionorinitiativetoassessanyaim,realizableconcept/proposal,oranyalternative,tohelpindecision-making;ortoascertainthedegreeofachievementorvalueinregardtotheaimandobjectivesandresultsofanysuchactionthathasbeencompleted.Theprimarypurposeofevaluation,inadditiontogaininginsightintopriororexistinginitiatives,istoenablereflectionandassistintheidentificationoffuturechange.Level1Reaction:Thislevelisassessedbythelearner'sperceptionofthetrainingcourse.Inthecase,AGBellLtd.’smanagersshouldobservehowlearnersfeel.Thislevelcanassessthecourseresponsetocompanyrepresentatives.Level2Learning:Thedegreetowhichtheparticipantsinthetrainingprogramgottheknowledgeandskills.Inthecase,thetrainerofAGBellLtd.’scanlearntheskillsofthetraineesthroughthetest.Level3Behavior:Trainingintheworkofthetraining,thetrainerswiththeirtraininginwhattheyhavelearnedtocarryouttraining.Inthiscase,thislevelcanassessAGBellLtd.'sgoals,whichcanassessfinancialprogress.Level4Results:Asaresultofthetrainingtowhatextenttheresultsreflecttheestablishedobjectives.Inthiscase,itcanmeasureemployeeturnoverandcustomersatisfaction.Atthesametime.Thecompanycanunderstandthecompany'sadvantagesanddisadvantages.Evaluationreferstotheevaluationanddemonstrationoftheprogramtodeterminewhetherornottotake.Intheprocessofdesigningatrainingprogrammer,humanresourcemanagersshouldassesswhetheritisthegoalofachievingthefuture.CostsofPreparingandDeliveringforCourseListofappropriatecost(preparingpart)ResourceCostCostofbuyingrelevantbooks￡100Brochures￡100CostofQuestionnaire￡200Totalcost￡400Listofappropriatecost(deliverypart)ResourceCostComputer￡900Interactivewhiteboards￡100Handout￡100Pen￡50Paper￡50Questionnaires￡50ConferenceRoom￡200PC￡300Trainer￡600Totalcost￡2350EvaluationEvaluationisasystematicdeterminationofasubject'smerit,worthandsignificance,usingcriteriagovernedbyasetofstandards.Itcanassistanorganization,program,projectoranyotherinterventionorinitiativetoassessanyaim,realizableconcept/proposal,oranyalternative,tohelpindecision-making;ortoascertainthedegreeofachievementorvalueinregardtotheaimandobjectivesandresultsofanysuchactionthathasbeencompleted.Theprimarypurposeofevaluation,inadditiontogaininginsightintopriororexistinginitiatives,istoenablereflectionandassistintheidentificationoffuturechange.Level1Reaction:Thislevelisassessedbythelearner'sperceptionofthetrainingcourse.Level2Learning:Thedegreetowhichtheparticipantsinthetrainingprogramgottheknowledgeandskills.Level3Behavior:Trainingintheworkofthetraining,thetrainerswiththeirtraininginwhattheyhavelearnedtocarryouttraining.Level4Results:Asaresultofthetrainingtowhatextenttheresultsreflecttheestablishedobjectives.Evaluationreferstotheevaluationanddemonstrationoftheprogramtodeterminewhetherornottotake.Intheprocessofdesigningatrainingprogrammer,humanresourcemanagersshouldassesswhetheritisthegoalofachievingthefuture.ReferenceHallier,J.andButts,S.(2000)‘Attemptstoadvancetheroleoftraining:processandcontext’,EmployeeRelations,Vol.22,No.4,pp.375-402.King,N.(1994),‘Thequalitativeresearchinterview’,inCassell,G.,Symon,G.(Eds),QualitativeMethodsinOrganisationalResearch,SagePublications,London.友情提示：本资料代表个人观点，如有帮助请下载，谢谢您的浏览！ConcreteexperiencesObservationsandreflectionsTestingtheimplicationofconceptsinnewsituationsFormationofabstractconceptsandgeneralization整理为word格式整理为word格式整理为word格式