HND员工培训与开发

1、；Individual ReportA6HC34Training and Developing the workforceOutcome 3NAME:SCN:CLASS: .；ContentsIntroductory Preamble.3a. Theories of Learning 4b. The Learning Cycle.4c. Learning Style.5How to conduct a Selection Interview.5a. Preparing for the interview.6b. Conducting the interview.7c. Advantages a

2、nd disadvantages of the interview.8d. Discrimination and how to avoid it.9Training Session Plan.10Costs of Preparing and Delivering for Course.10Evaluation12 .；Introductory PreambleThe report includes human resource managers to prepare for training activities, and the training time is 2 to 3 hours.

3、The report includes the resources used by human resources managers in training and the content of the interview. The theme of the training is “ Howto conduct a selection interview . ”The report first introduces the learning method, a good learning method can support the training. The methods of stud

4、y include theories of learning the learning cycle and learning style. The second part introduces the process of the interview. The content and process of the interviewinclude Preparing for the interview conducting the interview advantages and disadvantages of the interview and discrimination and how

5、 to avoid it. Training interview must follow the principle of equality and respect, so the place must be carefully chosen and make choice. Reflect the importance of business professionals, as much as possible to ease the pressure, to create an equal, warm and harmonious atmosphere. The report in the

6、 form reflects the training arrangements and resources used in the training, interview with what resources, training and training of the specific arrangements and resources used.The training program mainly consists of four parts:Preparing for the interviewConducting the interviewAdvantages and disad

7、vantages of the interviewDiscrimination and how to avoid itTraining program is supported by three theories:Theories of learningThe learning cycleLearning style. .；Theories of learningLearning is a process of active engagement with experience. It is what people do when they want to make sense of the

8、world. It may involve an increase in skills, knowledge or understanding, a deepening of values or the capacity to reflect. Effective learning will lead to change, development and a desire to learn more.The learning cycle:One theory of learning suggests that the process by which people learn is throu

9、gh the learning cycle. There are four main elements of the cycle and it is important to note that a learning process can begin at any point. It is also important for us to be aware that to complete the learning process learners need to work all the way around the cycle.Concrete experiencesTesting th

10、e implication of conceptsObservations and reflectionsin new situationsFormationofabstractconceptsand generalizationLearning styleThere are four sessions in the learning style include activists, reflector, theorist， pragmatists. Learning styles refer to a range of competing and contested theories tha

11、t aim to account for differences in individuals' learning. These theories propose that all people can be classified according to their 'style' of learning, although the various theories present differing views on how the styles should be defined and categorized. A common concept is that

12、individuals differ in how they learn.Activists: Although these people do not have learning experience, their learning style is modest, take action and consider the future impact. They are active learning. .；Reflectors: Their learning style is to observe the situation from different angles. They like

13、 to collect data and think about any conclusions before.Theorists: They think the problem through step by step. They consider learning new knowledge through logical observation.Pragmatists: They acquire new knowledge by practice and practice. They take the initiative to acquire new ideas, theories a

14、nd techniques. They positively search out new ideas and take the first opportunity to experiment with applications. They tend to be impatient with ruminating and open-ended discussions.Training Session PlanTraining of conducting a selection interviewOverall objective: Interviewing people for people

15、customer service rolesTraining Session Plan 1Subject1: Preparing for the interviewLength of Session: 40 minutesObjective: To establish a fair atmosphere and an efficient working environment.TimeTitleDurationMethodResources1:20pm-Arrange a final10Trainer lecturePens;1:30 pminterviewminutesHandouts;en

16、vironment.Water1:30pm-1:40Ready touse10Trainer lecturePens;pmhardwareandminutesHandouts;softwareWater;facilities1:40pm-Listthe10Trainer lecturePens; .；1:50pmquestions in theminutesHandouts;interviewWater;1:50pm-Determinethe10Trainer lecturePens;2:00pmnumberofminutesHandouts;peoplewhoWater;need tobei

17、nterviewed.Training Session Plan 2Subject2: Conducting an interviewLength of Session: 40 minutesObjective: Ask questions about the participants, listen carefully to their answers, andrecord the key points.TimeTitleDurationMethodResources2:00pm-2:10 Question10Case studyPC;PPT;pmminutesProjection;Desk

18、s;2:10pm-2:20 Listening10Case studyPC;PPT;pmminutesProjection;Desks;2:20pm-2:40 Observing10Case studyPC;PPT;pmminutesProjection;Desks;Training Session Plan 3Subject 3: Advantages and disadvantages of Length of Session: 20 minutes the interviewObjective: By understanding the participants to understan

19、d the interview to choose what advantage and disadvantage.TimeTitleDurationMethodResources2:40pm-2:50Analysis10LectureMeeting .；pmAdvantageofminutesroom;interviewHandouts;PC;PPT;Projection;2:50pm-Analysis10LectureMeeting3:00pmdisadvantage ofminutesroom;interviewHandouts;PC;PPT;Projection;Training Se

20、ssion Plan 4Subject 4: Discrimination and how to avoidLength of Session: 30 hoursitObjective:Interviewersandparticipantsshould avoidthe occurrence ofdiscrimination.TimeTitleDurationMethodResources3:00pm-3:20Training20LecturePPT;pminstructorstellminutesProjection;theinterviewerDesks;toavoidRecordingd

21、iscrimination.pen;The interviewerConferencerespectstheroominterviewer.3:20pm-3:40The interviewer20LecturePPT;pmask questions.minutesProjection;Desks;Recordingpen;Conference .；room3:40pm-4:00Trainer20TrainerPPT;pmsummaryminutesProjection;Desks;Recordingpen;ConferenceroomEvaluationEvaluation is a syst

22、ematic determination of a subject's merit, worth and significance, using criteria governed by a set of standards. It can assist an organization, program, project or any other intervention or initiative to assess any aim, realizable concept/proposal, or any alternative, to help in decision-making

23、; or to ascertain the degree of achievement or value in regard to the aim and objectives and results of any such action that has been completed. The primary purpose of evaluation, in addition to gaining insight into prior or existing initiatives, is to enable reflection and assist in the identificat

24、ion of future change.Level 1 Reaction: This level is assessedby the learner's perception of the trainingcourse. In the case, AG Bell Ltd. s managers should observe how learnersThis feel.level can assess the course response to company representatives.Level 2 Learning: The degree to which the part

25、icipants in the training program got the knowledge and skills. In the case, the trainer of AG Bell Ltd. canslearn the skills of the trainees through the test. .；Level 3 Behavior: Training in the work of the training, the trainers with their training in what they have learned to carry out training. I

26、n this case, this level can assess AG Bell Ltd.'s goals, which can assess financial progress.Level 4 Results: As a result of the training to what extent the results reflect the established objectives. In this case, it can measure employee turnover and customer satisfaction. At the same time. The

27、 company can understand the company's advantages and disadvantages.Evaluation refers to the evaluation and demonstration of the program to determine whether or not to take. In the process of designing a training programmer, human resource managers should assess whether it is the goal of achievin

28、g the future.Costs of Preparing and Delivering for CourseList of appropriate cost (preparing part)ResourceCostCost of buying relevant books 100Brochures 100Cost of Questionnaire 200Total cost 400List of appropriate cost(delivery part)ResourceCostComputer 900Interactive whiteboards 100Handout 100Pen

29、50 .；Paper 50Questionnaires 50Conference Room 200PC 300Trainer 600Total cost 2350EvaluationEvaluation is a systematic determination of a subject's merit, worth and significance, using criteria governed by a set of standards. It can assist an organization, program, project or any other interventi

30、on or initiative to assess any aim, realizable concept/proposal, or any alternative, to help in decision-making; or to ascertain the degree of achievement or value in regard to the aim and objectives and results of any such action that has been completed. The primary purpose of evaluation, in addition to gaining insight into prior or existing initiatives, is to enable reflection and assist in the identification of futu