HND员工培训与开发3.docx

HND员工培训与开发3.docx

《HND员工培训与开发3.docx》由会员分享，可在线阅读，更多相关《HND员工培训与开发3.docx（9页珍藏版）》请在冰豆网上搜索。

HND员工培训与开发3

IndividualReport

A6HC34TrainingandDevelopingtheworkforce

Outcome3

NAME:

SCN:

CLASS:

Contents

IntroductoryPreamble……………………………………………..3

a.TheoriesofLearning……………………………………………4

b.TheLearningCycle……………………………………………..4

c.LearningStyle…………………………………………………...5

HowtoconductaSelectionInterview……………………………..5

a.Preparingfortheinterview……………………………………..6

b.Conductingtheinterview………………………………………..7

c.Advantagesanddisadvantagesoftheinterview……………….8

d.Discriminationandhowtoavoidit……………………………..9

TrainingSessionPlan……………………………………………….10

CostsofPreparingandDeliveringforCourse…………………….10

Evaluation……………………………………………………………12

IntroductoryPreamble

Thereportincludeshumanresourcemanagerstopreparefortrainingactivities,andthetrainingtimeis2to3hours.Thereportincludestheresourcesusedbyhumanresourcesmanagersintrainingandthecontentoftheinterview.Thethemeofthetrainingis“Howtoconductaselectioninterview”.Thereportfirstintroducesthelearningmethod,agoodlearningmethodcansupportthetraining.Themethodsofstudyincludetheoriesoflearningthelearningcycleandlearningstyle.Thesecondpartintroducestheprocessoftheinterview.ThecontentandprocessoftheinterviewincludePreparingfortheinterviewconductingtheinterviewadvantagesanddisadvantagesoftheinterviewanddiscriminationandhowtoavoidit.Traininginterviewmustfollowtheprincipleofequalityandrespect,sotheplacemustbecarefullychosenandmakechoice.Reflecttheimportanceofbusinessprofessionals,asmuchaspossibletoeasethepressure,tocreateanequal,warmandharmoniousatmosphere.Thereportintheformreflectsthetrainingarrangementsandresourcesusedinthetraining,interviewwithwhatresources,trainingandtrainingofthespecificarrangementsandresourcesused.

Thetrainingprogrammainlyconsistsoffourparts:

●Preparingfortheinterview

●Conductingtheinterview

●Advantagesanddisadvantagesoftheinterview

●Discriminationandhowtoavoidit

Trainingprogramissupportedbythreetheories:

●Theoriesoflearning

●Thelearningcycle

●Learningstyle.

Theoriesoflearning

Learningisaprocessofactiveengagementwithexperience.Itiswhatpeopledowhentheywanttomakesenseoftheworld.Itmayinvolveanincreaseinskills,knowledgeorunderstanding,adeepeningofvaluesorthecapacitytoreflect.Effectivelearningwillleadtochange,developmentandadesiretolearnmore.

Thelearningcycle:

Onetheoryoflearningsuggeststhattheprocessbywhichpeoplelearnisthroughthelearningcycle.Therearefourmainelementsofthecycleanditisimportanttonotethatalearningprocesscanbeginatanypoint.Itisalsoimportantforustobeawarethattocompletethelearningprocesslearnersneedtoworkallthewayaroundthecycle.

Observationsandreflections

Testingtheimplicationofconceptsinnewsituations

Learningstyle

Therearefoursessionsinthelearningstyleincludeactivists,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.

TrainingSessionPlan

Trainingofconductingaselectioninterview

Overallobjective:

Interviewingpeopleforpeoplecustomerserviceroles

TrainingSessionPlan1

Subject1:

Preparingfortheinterview

LengthofSession:

40minutes

Objective:

Toestablishafairatmosphereandanefficientworkingenvironment.

Time

Title

Duration

Method

Resources

1:

20pm-

1:

30pm

Arrangeafinalinterviewenvironment.

10minutes

Trainerlecture

Pens;Handouts;

Water

1:

30pm-1:

40pm

Readytousehardwareandsoftwarefacilities

10

minutes

Trainerlecture

Pens;Handouts;

Water;

1:

40pm-

1:

50pm

Listthequestionsintheinterview

10minutes

Trainerlecture

Pens;Handouts;

Water;

1:

50pm-

2:

00pm

Determinethenumberofpeoplewhoneedtobeinterviewed.

10minutes

Trainerlecture

Pens;Handouts;

Water;

TrainingSessionPlan2

Subject2:

Conductinganinterview

LengthofSession:

40minutes

Objective:

Askquestionsabouttheparticipants,listencarefullytotheiranswers,andrecordthekeypoints.

Time

Title

Duration

Method

Resources

2:

00pm-2:

10pm

Question

10minutes

Casestudy

PC;PPT;Projection;Desks;

2:

10pm-2:

20pm

Listening

10

minutes

Casestudy

PC;PPT;Projection;Desks;

2:

20pm-2:

40pm

Observing

10

minutes

Casestudy

PC;PPT;Projection;Desks;

TrainingSessionPlan3

Subject3:

Advantagesanddisadvantagesoftheinterview

LengthofSession:

20minutes

Objective:

Byunderstandingtheparticipantstounderstandtheinterviewtochoosewhatadvantageanddisadvantage.

Time

Title

Duration

Method

Resources

2:

40pm-2:

50pm

AnalysisAdvantageofinterview

10minutes

Lecture

Meetingroom;

Handouts;

PC;PPT;Projection;

2:

50pm-

3:

00pm

Analysisdisadvantageofinterview

10minutes

Lecture

Meetingroom;

Handouts;

PC;PPT;Projection;

TrainingSessionPlan4

Subject4:

Discriminationandhowtoavoidit

LengthofSession:

30hours

Objective:

Interviewersandparticipantsshouldavoidtheoccurrenceofdiscrimination.

Time

Title

Duration

Method

Resources

3:

00pm-3:

20pm

Traininginstructorstelltheinterviewertoavoiddiscrimination.Theinterviewerrespectstheinterviewer.

20minutes

Lecture

PPT;Projection;Desks;Recordingpen;Conferenceroom

3:

20pm-3:

40pm

Theintervieweraskquestions.

20minutes

Lecture

PPT;Projection;Desks;Recordingpen;Conferenceroom

3:

40pm-4:

00pm

Trainersummary

20minutes

Trainer

PPT;Projection;Desks;Recordingpen;Conferenceroom

Evaluation

Evaluationisasystematicdeterminationofasubject'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.

CostsofPreparingandDeliveringforCourse

Listofappropriatecost（preparingpart）

Resource

Cost

Costofbuyingrelevantbooks

￡100

Brochures

￡100

CostofQuestionnaire

￡200

Totalcost

￡400

Listofappropriatecost（deliverypart）

Resource

Cost

Computer

￡900

Interactivewhiteboards

￡100

Handout

￡100

Pen

￡50

Paper

￡50

Questionnaires

￡50

ConferenceRoom

￡200

PC

￡300

Trainer

￡600

Totalcost

￡2350

Evaluation

Evaluationisasystematicdeterminationofasubject'smerit,worthandsignificance,usingcriteriagovernedbyasetofstandards.Itcanassistanorganization,program,projectoranyotherinterventionorinitiativetoassessanyaim,realizableconcept/proposal,oranyalternative,tohelpindecision-making;ortoascertainthedegreeofachievementorvalueinregardtotheaimandobjectivesandresultsofanysuchactionthathasbeencompleted.Theprimarypurposeofevaluation,inadditiontogaininginsightintopriororexistinginitiatives,istoenablereflectionandassistintheidentificationoffuturechange.

Level1Reaction:

Thislevelisassessedbythelearner'sperceptionofthetrainingcourse.

Level2Learning:

Thedegreetowhichtheparticipantsinthetrainingprogramgottheknowledgeandskills.

Level3B