HND-AG Bell人力资源管理报告.doc

2010-2011 AG BellTraining StrategyPrepared by:WangXinyuSN:085252240Class:Business Management 3th To:Mr. Lv XinCourse and Course Code:Training and Developing the WorkforceA6HC 34Date:2010-3-20Table of ContentsI. AG Bells Training Policy31.1 AG Bells philosophy31.2 How training will help AG Bell3II. AG Bells Training Strategy 32.1 2010-2011 AG Bells Business Strategy32.1.1 Enhance the bargaining power32.1.2 Reduce customer sensitivity32.1.3 To prevent the threat of substitutes32.2 AG Bells Training needs analysis32.2.1 Training needs link with business strategy42.2.2 TNA on organizational, job, and individual level4III. Responsibilities for Training at AG Bell Ltd43.1 An introduction of AG Bells training team43.2 The divergent responsibility of AG Bells training team 5IV. AG Bells Training resources54.1 Training resources from U. K. wide training initiatives54.1.1 An introduction of National Training Framework54.1.2 An introduction of get ready for work, training for work, modern apprenticeships54.1.3 Training bodies adopted by AG Bell 64.2 AG Bells internal training resources7V. AG Bells HRD Map75.1 Functions of AG Bells corporate university75.2 AG Bells trainer system85.3 AG Bells course system95.4 AG Bells evaluation system105.5 AG Bells knowledge management system10References11Appendix I. Table of training needs analysis12Appendix II. Table of training responsibilities13Appendix III. Table of Adopted training initiatives14I. AG Bells Training Policy1.1 AG Bells philosophyThe changes in the market as the opportunity to grow; the use of profits and ability to develop and produce innovative products, services and solutions to meet the new demands of customers. To already have the market to provide beneficial and the splendid product, the service and the solution unceasingly obtains the growth, and in AG Bell has the technical superiority and the competitive power unceasingly, and in the customer attentions new domain carries on the development. To provide customers with the highest quality products, services and solutions, and more value, in order to win customer trust and customer loyalty. Obtain sufficient profits to support the companys growth and create value for shareholders and to achieve the company are other goals to provide the necessary resources.We sharpen our staffs ability diligently, unceasingly through different level training plan, in various places MacDonald Hamburg university center and innovation.1.2 How training will help AG BellAG Bell will provide induction training for all of its employees; AG Bells old employees will receive a more extensive knowledge, skills and experience to meet the growing market competition, not to provide training support for its promotion. The development of the staff, AG Bell will offer every employee a large number of in-service and non-job training. AG provided in sufficient quantities for the new staff induction training and a variety of job functions and a large number of personal training development projects.II. AG Bells Training Strategy 2.1 2010-2011 AG Bells Business StrategyEnhance the bargaining power. Product differentiation strategy can bring businesses higher marginal revenue, reduce total cost of enterprises, and enhance their bargaining power of suppliers. Also, because buyers have no other choice, the degree of sensitivity to price has decreased and enterprises can use this strategy, weakening the bargaining power of buyers. Reduce customer sensitivity. As differentiation, customers of the products or services have some degree of fidelity, while the price of this product changes, customer orders the price level is not high dry. Production of the product companies can use product differentiation strategies, competition in the industry to form an isolation zone to prevent harm to competitors. To prevent the threat of substitutes. Companys products or services have features that can win the trust of customers; they can substitute for the trial of strength is more than similar enterprises in a better position.2.2 AG Bells Training needs analysis2.2.1 Training needs link with business strategy Understand the corporate culture and its business, and the companys overall analysis of the situation. Easy financing. Through the grouping of independent businesses can be more effective management, in particular, the effective management of fund。 Intensive management. The reason why the formation of the Group, it is because the group of strategic business units, there are important commonalities. The strategic business units can be shared among the resources so that they or lower costs or more conducive to market competition.2.2.2 TNA on organizational, job, and individual levelOrganizational needs in short-term and medium to long-term To understand the basic concept of call center and operations management skills and knowledge. Grasp the basic concept of call center and operations management skills and knowledge.Job needs in short-term and medium to long-termWe have a certain connection with other departments within the enterprise collaboration and communication skills. Certain amount of call center staff leadership skills, including organizing, directing, monitoring and training. Has the higher quality monitoring method and the strategy; Can formulate conforms to this enterprise development actual call center strategy to plan to have good and the management team other members communication ability.Individual needs in short-term and medium to long-termHas the essential quality monitoring method and the strategy; The help enterprise advertises for, training, the drive in the personnel, maintains and so on aspects establishes a more perfect system; Grasps the effective cost control measure; The good call center managed capacity, grasps the call center technology platform skilled to the service each support function; Can reasonably the project work location and the environment; Has good and the management team other members communication ability; Has good and the enterprise interior other departments cooperation and communication ability; Has the more comprehensive performance index test system, obtains the long-enduring improvement and the enhancement.Appendix I. Table of training needs analysisIII. Responsibilities for Training at AG Bell Ltd3.1 An introduction of AG Bells training team Training team members： Internal HR staff, External training specialist managing director, sales manager, operation manager, human resources manager, finance& administration manager 3.2 The divergent responsibility of AG Bells training teamAppendix II. Table of training responsibilitiesService; Advisory role; Audit Role; Executive authority; Internal consultantIdentify training needs (TNA)Designing training and development strategy for the organization Designing the annual training and development planDesigning and producing learning materialsDelivering training and development programmesFacilitated learning with individual and groupsMonitoring and evaluating the success of training programmesMonitoring training and development budgetAssessing individual achievementProviding support for learner when back in the workplaceCoordinating training and development activitiesMonitoring the implementation of managing diversity initiatives as they apply to training Selecting learners for particular training eventsIV. AG Bells Training resources 4.1 Training resources from U. K. wide training initiatives 4.1.1 An introduction of National Training Framework In 2004, Scottish Executive：“Smart and successful Scotland”. Three priorities: Growing business; Global connection; Learning and skillsSecretary of State for Education and Skills and Sector Skills CouncilsScottish Executive includes Scottish Enterpise and Learndirect Scotland.Scottish Enterpise has some departments: Investor in people , Modern Apprenticeships , Get ready for work , Training for work , New Deal , Campaign for learning , Invest U. K., The National Grid for Learning , National Training AwardScottish EBenefits of working with Scottish EnterpriseScottish enterprise delivers the strategies of the Scottish Executive and therefore is well placed to inform organisations of national policyRegional organisation means excellent local knowledgePossible source of funding for government training initiativesSupport organisations working toward Investors in People4.1.2 An introduction of get ready for work, training for work, modern apprenticeships Get ready for workGet ready for work is a training programme for young people who want to develop skills and equip themselves for the world of work. It is open to people who have left school and have a job or who are looking for work. Get ready for work helps young people identify their individual needs and offers training in a number of skills.Training for workTraining for work is open to adults who have been unemployed for at least 6 months within the previous 52 week. However, there are exceptions to this. Trainees receive help from a network of training providers. Training is available for a wide variety of skills and occupations. Participants in the training for work scheme are paid a training allowance.Modern apprenticeshipsModern apprenticeships are fully supported by the Scottish Executive. Modern apprenticeships offer people aged the chance of paid employment linked with the opportunity to train for jobs at craft, technician and management level. They are an exciting way for people to gain skills and qualifications that will help to start a career without having to study full-time. Modern apprenticeships frameworks are developed by the industry or sector in which they will be implemented and therefore encompass all the skills people need to become a craftsman, technician or manager in that area.4.1.3 Training bodies adopted by AG BellGet ready for work Training allowance and Traveling expense Life Skills -e.g. housing, health or managing money. Core Skills - reading, writing, number work, problem solving and working with others Vocational Skills - e.g. understanding filing systems, time-keeping and health and safety requirements Personal Skills - identifying your strengths, working on areas which you find more difficult, building up your self-confidence and making betterdecisions about your future Work tasters and work placements CV skills and interview techniquesTraining for work Company placements for formal training Training allowance Getting a full time job in the company Start businesses of their ownModern apprenticeships Without having to study full-time Being paid Opportunities across a wide range of industries By the industry or sector in which they will be used and give you all the skills you need to become a craftsman, technician or manager in that area.4.2 AG Bells internal training resources Staff cognition quality monitoring goal Quality control periodic analysis In quality monitoring implementation method and request After completing the quality monitoring feedback work Eliminates in the quality monitoring the resistanceV. AG Bells HRD Map5.1 Functions and foundations of AG Bells corporate universityMission, Vision, StrategyCourse systemTrainer systemEvaluation systemKnowledge management systemFinancial plan, daily operation, bylaw, other resource managementFinancial Operation, Organisational System, and Marketing System Talent ScoutBrand SpreaderCulture HeritorVarying Business Intelligence &Revolution Promoter Functions5.2 AG Bells trainer systemExternal Trainer Management Recruitment and Evaluation Ext. Trainer BankInternal Trainer Training and ManagementC. Electing and CultivatingD. Certifying and Evaluating Motivating and BalancingInternal TrainerMotivationTrainer Promotion SystemLearning OpportunityPromotion OpportunityAppropriate PaymentHonor5.3 AG Bells course systemLine Manager (Practical but Boring)Professional Trainer (Active but Unpractical)Corporate University (Line Manager + Professional Trainer + Third-party Intelligence)5.4 AG Bells evaluation system5.5 AG Bells knowledge management systemElectronicsystematicstatisticalTrainee InformationTraining ResultCourseTNATrainer InformationTraining plansInput Internal UserOutputOutputExternal UserConsultingTrainingHRBranches SuppliersRBenefits of working with Scottish EnterpriseScottish enterprise delivers the strategies of the Scottish Executive and therefore is well placed to inform organizations of national policyRegional organization means excellent local knowledgePossible source of funding for government training initiativesSupport organizations working toward Investors in People4.1.2 An introduction of An introduction of get ready for work, training for work, modern www.investorsinpeople.co.uk Appendix I. Table of training needs analysisShort-termMedium to long-termOrganizationalTo understand the basic concept of call center and operations management skills and knowledge.Grasp the basic concept of call center and operations management skills and knowledge.GroupWe have a certain connection with other departments within the enterprise collaboration and communication skills. Certain amount of call center staff leadership skills, including organizing, directing, monitoring and training.Has the essential quality monitoring method and the strategy; The help enterprise advertises for, training, the drive in the personnel, maintains and so on aspects establishes a more perfect system; The good call center managed capacity, grasps the call center technology platform skilled to the service each support function; Can reasonably the project work location and the environment;Has the higher quality monitoring method and the strategy; Can formulate conforms to this enterprise development actual call center strategy to plan to have good and the management team other members communication ability.Has good and the management team other members communication ability; Has good and the enterprise interior other departments cooperation and communication ability; Grasps the effective cost control measure;Has the more comprehensive performance index test system, obtains the long-enduring improvement and the enhancement.IndividualAchievements management definition and basic principle achievements management classified analysis achievements managerial data The Job engineering and establishes the staff to select and to advertise for the staff the professional profession to design the staffs approval and drove that the staffs degree of satisfaction manages the staffs authorization to manage The Job engineering and establishes the staff to select and to ad