员工培训与发展training_and_developing_the_workforce.ppt

1、Training and Developing the Workforce,Learning hours: 80 Tutor: Tong Jing E-mail: lover_ Cell Phone:Unit purpose,Plan and design training programmes at organisational level. Continuous professional development of employees CV. Interview. Business Vocabulary,The candidate should be able

2、to:,Prepare a training strategy for the organisation. Design training programmes to meet specific needs. Advise on the continuous development of employees.,Outcome 1,Prepare a training strategy for the organisation.,Organizational commitment,corporate plan corporate culture corporate structure,Train

3、ing needs,individuals groups organisation,Training responsibilities,individuals line managers training staff,National training framework:,Training and Enterprise Council (TEC) Local Enterprise Company (LEC) Occupational Standards Councils training providers vocational bodies professional bodies,Outc

4、ome 2,Design training programmes to meet specific needs,Delivery methods,lectures seminars role plays case studies demonstrations simulation programmed learning,Evaluation,financial non-financial,Learning theory,Learning cycle Learning styles,Outcome 3,Advise on the continuous development of employe

5、es.,Objectives:,improving performance identifying potential succession planning,Benefits to the organisation,increased motivation realisation of potential reduced labour turnover organisational stability multi-skilling flexibility fewer skill shortages unifying forces,Principal Strategies,developmen

6、t on the job through work experience structured self-development programmes formal training competence assessment,Responsibilities,individuals line managers training staff senior managers,Learning organisation,facilitation of learning organisational transformation,Assessment,Each of the Assessments

7、for this unit is an open book assessment that students should complete in their own time at a location of their choice. Four assessments (case study),References,Employee Development, Rosemary Harrison Training Intervention, Reid and Barrington www.investuk- .uk .uk,Case Study

8、,Background Problems Characteristics Organization structure Current situation,Assessment 1,Requirements,As the HR Manager of AG Bell Ltd, you have been asked to develop a Training Strategy for the next two years. The training strategy you produce is to be included in the Staff Handbook. You may make

9、 whatever assumptions you wish about the company provided these do not materially alter the fundamental basis of the study.,Training Strategy Theory,P 17 P 24,1. Policy statement,Commitment to training Training strategy (P 17) mission statement corporate culture Advantages about training (P 20) (the

10、oretical policy+ case),2. The main body of the training strategy,The major issues that AG Bell Ltd will be facing in the next 2 years Training needs (theory: P 80) organizational/group/individual short-term/medium/longer recommendations on the allocation of resources to meet the needs,3. Responsibil

11、ities for training(theory: P 85-P 90),managers team leaders training professionals individual employees,References (P4-P5),Report format Combined with the case,(introduction, conclusion),Assessment 2,Requirements,You are the HR manager at AG Bell Ltd and this month it is your turn to lead the manage

12、ment training session. The Managing Director has asked you to prepare a paper for discussion :Title: Incorporating Elements from the National Training Framework into the Training and Development Strategy at AG Bell Ltd,Structure,Overview of the current national training framework National training i

13、nitiatives operate (at least 3) Evaluate their usefulness in the context of AG Bell Ltd Explain how the company could implement the initiatives (at least 2 ),National training frameworkExercise: (Book:P45-P79),Definition: P45 The aim of the framework: The usefulness: LECs: The Local Enterprise Counc

14、ils SSCs: Sector Skills Councils (P54-P55) Vocational bodies: NVQs (National Vocational Qualifications) Professional bodies References: P3-P6; P71-P79,The aim of the framework,The skills and qualifications gained are nationally recognized and are based on levels of competency agreed by industry.,The

15、 usefulness,Provide high-quality skills to maintain individuals employability and increase their productivity Provide for nationally recognized qualifications Improve the competitiveness of enterprises and the nation,The elements of the framework,The Qualifications Framework: defines all nationally

16、recognized qualifications The Quality Training Framework: oversee the quality of vocational education and training services Registered Training Organizations: training organizations must meet Quality Training Framework standards to become registered,LECs: The Local Enterprise Councils,Government-fun

17、ded bodies which aimed to foster local economic growth and development, and encourage investment. Help businesses set up, grow and evolve Co-ordinate educational provision to the future needs of local industry How to operate,SSCs: Sector Skills Councils,P54- P55,NVQs : National Vocational Qualificat

18、ions,P 66,Professional bodies,Non-profit, that exists to further a particular profession, to protect both the public interest and the interests of professionals. Acts to protect the public by maintaining and enforcing standards of training and ethics in their profession Act like a trade union for th

19、e members of the profession.,2. National training initiatives operate,Examples,Investors in People: P57-P60 New Deal: P67 Training for Work: P62-P63 Others : textbook,Usefulness combined with AG Bell Ltd,Investors in People: P108-P109 www.iipuk.co.uk New Deal: P109 Training for Work: P109 combined w

20、ith AG Bell Ltd,3. Explain how the company could implement the initiatives,(combined with the case individually),Examples,Investors in People: providing internal health checks/ advise on any aspect of IiP/tracking progress against targets New Deal: provide training for young people,Assessment 3,Requ

21、irements,As the HR Manager of AG Bell, your task in this assessment is to design a training programme. The training programme is to have a duration of between 2 and 3 hours.,1.,Design a training programme for managers within AG Bell Ltd, entitled “How to Conduct a Selection Interview”. The course sh

22、ould be aimed at interviewing people for telephone customer service roles: Preparing for the interview Conducting the interview (questioning, listening and observing techniques) Advantages and disadvantages of the interview Discrimination and how to avoid it a variety of delivery methods are include

23、d in the training plan.,2.,Produce a training session plan for the course which contains: Overall course objectives Individual session objectives A timetable showing the title, duration and timing of each session within the course An indication of the resources required for each session.,3.,Produce a brief list of the approx