HND员工培训与开发

1、Individual ReportA6HC34 Training and Developing the workforceOutcome 3NAME:SCN:CLASS:ContentsIntroductory Preamble .3a. Theories of Learning 4b. The Learning Cycle .4c. Learning Style .5Howto conduct a Selection Interview .5a. Preparingfortheinterview .6b. Conducting the interview .7c. Advantages an

2、d disadvantages of the interview .8d. Discriminationandhow to avoidit .9Training Session Plan .10Costs of Preparing and Delivering forCourse .10Evaluation 12Introductory PreambleThe report includes human resource managers to prepare for training activities, and the training time is 2 to 3 hours. The

3、 report includes the resources used by humanresources 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 study in

4、clude theories of learning the learning cycleand learning style. Thesecond 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 a

5、void it. Training interview must follow the principle of equality and respect, so the place must be carefully chosen and makechoice. Reflect the importance of business professionals, as much as possible to ease the pressure, to create an equal, warm and harmonious atmosphere. The reportin the form r

6、eflects the trainingarrangements and resources used in the training, interview with what resources,training and trainingof the specific arrangements andresources used.The training program mainly consists of four parts:Preparing for the interview Conducting the interview Advantages and disadvantages

7、of the interview Discrimination and how to avoid itTraining program is supported by three theories:Theories of learning The learning cycle Learning 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 world. It

8、 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 learnis through the lea

9、rning cycle. There are four main elements ofthe cycleand 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 the implicatio

10、n of concepts in new situationsObservations and reflectionsFormation of abstract and 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 that aim to accoun

11、t 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 diff

12、er in how they learn.Activists:Although these people do not have learning experience, theirlearning style is modest, take action and consider the future impact. They are active learning.Reflectors:Theirlearningstyleis toobserve the situationfromdifferentangles.They like tocollectdata and think about

13、anyconclusions 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 and techniques. They positively sea

14、rch 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 customer service rolesTraining Ses

15、sion Plan 1Subject1: Preparing for the interview Length of Session: 40 minutesObjective: To establish a fair atmosphere and an efficient working environment.TimeTitleDurationMethodResources1:20pm-1:30 pmArrangeafinal interview environment.10minutesTrainer lecturePens;Handouts;Water1:30pm-1:40pmReady

16、 to use hardware and software facilities10minutesTrainer lecturePens;Handouts;Water;1:40pm-1:50pmListthequestions in the interview10minutesTrainer lecturePens;Handouts;Water;1:50pm-2:00pmDetermine the numberofpeoplewhoneed to be interviewed.10minutesTrainer lecturePens;Handouts;Water;Training Sessio

17、n Plan 2Subject2: Conducting an interviewLength of Session: 40 minutesObjective: Ask questions about the participants, listen carefully to their answers, and record the key points.TimeTitleDurationMethodResources2:00pm-2:10pmQuestion10minutesCase studyPC; PPT;Projection;Desks;2:10pm-2:20pmListening1

18、0minutesCase studyPC; PPT;Projection;Desks;2:20pm-2:40pmObserving10minutesCase studyPC; PPT;Projection;Desks;Training Session Plan 3Subject3:Advantagesanddisadvantages of the interviewLength of Session: 20 minutesObjective: By understanding the participants to understand the interview to choose what

19、 advantage and disadvantage.TimeTitleDurationMethodResources2:40pm-2:50pmAnalysis Advantage of interview10minutesLectureMeeting room; Handouts;PC; PPT;Projection ;2:50pm-3:00pmAnalysis disadvantage of interview10minutesLectureMeeting room; Handouts;PC; PPT;Projection ;Training Session Plan 4Subject

20、4: Discrimination and how to avoid itLength of Session: 30 hoursObjective: Interviewers and participants should avoidthe occurrence ofdiscrimination.TimeTitleDurationMethodResources3:00pm-3:20Training20LecturePPT;pminstructors telltheinterviewer toavoiddiscriminati on.Theinterviewer respects the int

21、erviewer.minutesProjection;Desks;Recording pen;Conference room3:20pm-3:40pmThe interviewer ask questions.20minutesLecturePPT;Projection;Desks;Recording pen;Conference room3:40pm-4:00pmTrainersummary20minutesTrainerPPT;Projection;Desks;Recording pen;Conference roomEvaluationEvaluation is a systematic

22、 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

23、 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

24、future change.Level 1 Reaction: This level is assessed by the learner's perception ofthe training course. In the case, AGBell 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 participa

25、nts in the training program got the knowledge and skills. In the case, the trainer of AGBell 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 thisca

26、se, 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

27、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 trainingprogrammer, humanresource managers should assess whether it is the goal of achieving the futur

28、e.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

29、£ 100Handout£ 100Pen£ 50Paper£ 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

30、 can assistan 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