HND员工培训与开发3

Individual Report A6HC34 Training and Developing the workforce Outcome 3 NAME SCN CLASS Contents Introductory Preamble 3 a Theories of Learning 4 b The Learning Cycle 4 c Learning Style 5 How to conduct a Selection Interview 5 a Preparing for the interview 6 b Conducting the interview 7 c Advantages and disadvantages of the interview 8 d Discrimination and how to avoid it 9 Training Session Plan 10 Costs of Preparing and Delivering for Course 10 Evaluation 12 Introductory Preamble The report includes human resource managers to prepare for training activities and the training time is 2 to 3 hours The report includes the resources used by human resources managers in training and the content of the interview The theme of the training is How to conduct a selection interview The report first introduces the learning method a good learning method can support the training The methods of study 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 interview include Preparing for the interview conducting the interview advantages and disadvantages of the interview and discrimination and how 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 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 interview Conducting the interview Advantages and disadvantages of the interview Discrimination and how to avoid it Training program is supported by three theories Theories of learning The learning cycle Learning style Theories of learning Learning is a process of active engagement with experience It is what people do when they want to make sense of the 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 through 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 Learning style There are four sessions in the learning style include activists reflector theorist pragmatists Learning styles refer to a range of competing and contested theories that 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 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 to collect data and think about any conclusions before Concrete experiences Formation of abstract concepts and generalization Testing the implication of concepts in new situations Observations and reflections 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 and 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 Plan Training of conducting a selection interview Overall objective Interviewing people for people customer service roles Training Session Plan 1 Subject1 Preparing for the interviewLength of Session 40 minutes Objective To establish a fair atmosphere and an efficient working environment TimeTitleDurationMethodResources 1 20pm 1 30 pm Arrange a final interview environment 10 minutes Trainer lecturePens Handouts Water 1 30pm 1 40pm Ready to use hardware and software facilities 10 minutes Trainer lecturePens Handouts Water 1 40pm 1 50pm List the questions in the interview 10 minutes Trainer lecturePens Handouts Water 1 50pm Determine the 10 Trainer lecturePens 2 00pmnumber of people who need to be interviewed minutesHandouts Water Training Session Plan 2 Subject2 Conducting an interview Length of Session 40 minutes Objective Ask questions about the participants listen carefully to their answers and record the key points TimeTitleDurationMethodResources 2 00pm 2 10pm Question10 minutes Case study PC PPT Projection Desks 2 10pm 2 20pm Listening10 minutes Case studyPC PPT Projection Desks 2 20pm 2 40pm Observing 10 minutes Case studyPC PPT Projection Desks Training Session Plan 3 Subject 3 Advantages and disadvantages of the interview Length of Session 20 minutes Objective By understanding the participants to understand the interview to choose what advantage and disadvantage TimeTitleDurationMethodResources 2 40pm 2 50pm Analysis Advantage of interview 10 minutes LectureMeeting room Handouts PC PPT Projection 2 50pm 3 00pm Analysis disadvantage of interview 10 minutes LectureMeeting room Handouts PC PPT Projection Training Session Plan 4 Subject 4 Discrimination and how to avoid it Length of Session 30 hours Objective Interviewers and participants should avoid the occurrence of discrimination TimeTitleDurationMethodResources 3 00pm 3 20pm Training instructors tell the interviewer to avoid discrimination The interviewer respects the interviewer 20 minutes LecturePPT Projection Desks Recording pen Conference room 3 20pm 3 40pm The interviewer ask questions 20 minutes LecturePPT Projection Desks Recording pen Conference room 3 40pm 4 00pm Trainer summary 20 minutes TrainerPPT Projection Desks Recording pen Conference room Evaluation Evaluation 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 intervention 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 future change Level 1 Reaction This level is assessed by the learner s perception of the training course In the case AG Bell Ltd s managers should observe how learners feel This level can assess the course response to company representatives Level 2 Learning The degree to which the participants in the training program got the knowledge and skills In the case the trainer of AG Bell Ltd s can learn 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 In 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 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 achieving the future Costs of Preparing and Delivering for Course List of appropriate cost preparing part Resource Cost Cost of buying relevant books 100 Brochures 100 Cost of Questionnaire 200 Total cost 400 List of appropriate cost delivery part Resource Cost Computer 900 Interactive whiteboards 100 Handout 100 Pen 50 Paper 50 Questionnaires 50 Conference Room 200 PC 300 Trainer 600 Total cost 2350 Evaluation Evaluation 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 intervention 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