1、In dividual ReportA6HC34 Training and Devel oping the workforceOutcome 3NAME:SCN:CLASS:精選文庫2In troductory Preamblea. Theories of Learningb. The Learning Cyclec. Learning StyleContents.3.4How to con duct a Selectio n In terview.5a.Preparing for the in terview.6b. Con duct ing the in terview.7c. Adva

2、ntages and disadva ntages of the in terview.8d.Discrim in atio n and how to avoid it.9Trai ning Sessi on Plan.10Costs of Pr epari ng and Deliveri ng for Course.10Evaluati on12精選文庫3andIn troductory PreambleThe report in eludes huma n resource man agers to prepare for training activities, and the trai

3、ning time is 2 to 3 hours. The report in cludes the resourcesused by huma n resources man agersi n trai ning and the content of the in terview. The theme of the trai ning is “ Howto con duct a selectio n in terview . The report first in troduces the learning method, a good lear ning method can suppo

4、rt the training. The methods of study include theories of learning the learning cycle and learning style. The secondpart in troduces the p rocess of the in terview. The content and p rocess of the in terview in clude Preparing for the in terview con duct ing the in terview adva ntages disadva ntages

5、 of the in terview and discrim in ati on and how to avoid it. Training in terview must follow the principle of equality and res pect, so the p lace must be carefully chose n and make choice. Reflect the importance of bus in ess pro fessi on als, as much as p ossible to ease the p ressure, tocreate a

6、n equal, warm and harm onious atmos phere.The report in the form reflects the trai ning arran geme nts and resources used in the training, in terview with what resources, training and training of the sp ecific arra ngeme nts and resources used.The trai ning p rogram main ly con sists of four p arts:

7、Preparing for the in terviewCon duct ing the in terviewAdva ntages and disadva ntages of the in terviewDiscrimi natio n and how to avoid itTraining p rogram is supp orted by three theories:Theories of lear ningThe lear ning cycleLear ning style.精選文庫4Con crete exp erie ncesObservati ons and reflect i

8、onsTheories of lear ningLearning is a process of active engagementwith experienee. It is what people do whe n they want to make sense of the world. It may invo Ive an in crease in skills, knowledge or understanding, a deepening of values or the capacity to reflect.Effective lear ning will lead to ch

9、a nge, devel opment and a desire to lear n more.The lear ning cycle:One theory of lear ning suggests that the p rocess by which people lear n is through the learning cycle. There are four main eleme nts of the cycle and it is imp orta nt to note that a lear ning p rocess can beg in at any poin t. It

10、 is also imp orta nt for us to be aware that to comp lete the lear ning p rocess learners n eed to work all the way around thecycle.Testi ng the imp licati on of concepts in new situati onsFormation of abstract conceptc and gen eralizati onLear ning styleThere are four sessions in the learning style

11、 include activists, reflector, theorist, p ragmatists. Lear ning styles refer to a range of comp eti ng and con tested theories that aim to acco unt for differe nces in in dividuals learni ng. These theories prop ose that all people can be classified accordi ng to their style of lear ning, although

12、the various theories p rese nt differi ng views on how the styles should be defi ned and categorized.A com mon concept is that in dividuals differ in how they lear n.Activists: Although these people do not have learning experienee, their learning style is modest, take actio n and con sider the futur

13、e imp act. They are active learni ng.精選文庫5Reflectors: Their learning style is to observe the situation from different angles. They like to collect data and think about any con clusi ons before.Theorists: They think the problem through step by step. They consider learning new kno wledge through logic

14、al observati on.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 opportun ity to exp erime nt with app licati ons. They tend to be imp atie nt with rumin a

15、t ing and open-en ded discussi ons.Trai ning Sessi on PlanTrai ning of con duct ing a selectio n in terviewOverall objective: In terviewi ng people for people customer service rolesTrai ning Sessi on Plan 1Subject1: Preparing for the in terviewLen gth of Sessi on: 40 minu tesObjective: To establish

16、a fair atmosphere and an efficient working environment.TimeTitleDurati onMethodResources1:20 pm-1:30 pmArrange a finalin terviewen vir onment.10mi nu tesTrai ner lecturePens;Han douts;Water1:3 Op m-1:40pmReady to use hardware and software facilities10mi nu tesTrai ner lecturePens;Han douts;Water;1:4

17、0 pm-Listthe10Trai ner lecturePens;精選文庫61:50 pmquestio ns in thein terviewmi nu tesHan douts;Water;1:50 pm-2:00 pmDetermine the nu mberofpeople who n eed to be in terviewed.10mi nu tesTrai ner lecturePens;Han douts;Water;Trai ning Sessi on Plan 2Subject2: Con duct ing an in terviewLen gth of Sessi o

18、n: 40 minu tesObjective: Ask questions about the participants, listen carefully to their answers, and record the key p oi nts.TimeTitleDurati onMethodResources2:00 pm-2:10pmQuesti on10mi nu tesCase studyPC;PPT;P rojectio n;Desks;2:10 pm-2:20pmListe ning10mi nu tesCase studyPC;PPT;P rojectio n;Desks;

19、2:20 pm-2:40 pmObserv ing10mi nu tesCase studyPC;PPT;P rojectio n;Desks;Trai ning Sessi on Plan 3Subject 3: Advantages and disadvantages o the in terviewf Len gth of Sessi on: 20 minu tesObjective: By un dersta nding the p artici pants to un dersta nd the in terview to choose what adva ntage and dis

20、adva ntage.TimeTitleDurati onMethodResources2:40 pm-2:50An alysis10LectureMeet ing精選文庫7pmAdva ntage ofin terviewmi nu tesroom;Han douts;PC;PPT;P rojectio n;2:50 pm-3:00 pmAn alysis disadva ntage of in terview10mi nu tesLectureMeet ing room;Han douts; PC;PPT;P rojectio n;Trai ning Sessi on Plan 4Subj

21、ect 4: Discrimination and how to avoid itLen gth of Sessi on: 30 hoursObjective:In terviewers and p artic ipants should avoid the occurre nee ofdiscrim in ati on.TimeTitleDurati onMethodResources3:00 pm-3:20pmTrai ninginstructors tell the in terviewer toavoiddiscrim in atio n.The in terviewer resp e

22、cts the in terviewer.20 mi nu tesLecturePPT;P rojectio n; Desks;Recordi ng pen;Conference room3:20 pm-3:40pmThe in terviewer ask questi ons.20mi nu tesLecturePPT;P rojectio n; Desks;Recordi ng pen;Conference精選文庫8room3:40 pm-4:00pmTrainersummary20minu tesTrainerPPT;P rojectio n;Desks;Recordi ngpen;Co

23、n fere neeroomcourse. In the case, AG Bell Ltd.Evaluati onEvaluatio n is a systematic determ in ati on of a subjects merit, worth and sig ni fiea nee.using criteria gover ned by a set of sta ndards. It can assist an orga ni zati on, p rogram, project or any other intervention or initiative to assess

24、 any aim, realizable concept/prop osal, or any alter native, to help in decisi on-mak ing; or to ascerta in the degree of achieveme nt or value in regard to the aim and objectives and results of any such action that has bee n compi eted. The p rimary purp ose of evaluatio n, in additi on to gai ning

25、 in sight into p rior or exist ing in itiatives, is to en able reflect ion and assist in the iden tificati on of future cha nge.Level 1 Reacti on: This level is assessedby the lear ners p erce pti on of the trainings managers should observe how learmeris s feel.level can assess the course res ponse

26、to company rep rese ntatives.Level 2 Lear ning: The degree to which the p artic ipants in the trai ning p rogram got the knowledge and skills. In the case, the trainer of AG Bell Ltd. can learn the skills of the train ees through the test.Level 3 Behavior: Trai ning in the work of the trai ning, the

27、 trainers with their trai ning in what they have learned to carry out training. In this case, this level can assess AGBell Ltd.s goals, which can assess finan cial p rogress.Level 4 Results: As a result of the training to what exte nt the results reflect the established objectives. In this case, it

28、can measure empio yee turno ver and customer satisfaction. At the same time. The company can understand the companys adva ntages and disadva ntages.精選文庫9Evaluatio n refers to the evaluati on and dem on strati on of the p rogram to determ ine whether or not to take. In the p rocess of desig ning a tr

29、aining p rogrammer, huma n resource man agers should assess whether it is the goal of achiev ing the future.Costs of Pr epari ng and Deliveri ng for CourseList of approp riate cost (preparing p art)ResourceCostCost of buying releva nt books 100Brochures 100Cost of Questi onn aire 200Total cost 400Li

30、st of approp riate cost(delivery part)ResourceCostCompu ter 900In teractive whiteboards 100Han dout 100Pen 50Paper 50Questio nn aires 50Conference Room 200PC 300Trainer 600Total cost 2350Evaluati onEvaluatio n is a systematic determ in ati on of a subjects merit, worth and sig ni fica nee.精選文庫10usin

31、g criteria gover ned by a set of sta ndards. It can assist an orga ni zati on, p rogram,project or any other intervention or initiative to assess any aim, realizableconcept/prop osal, or any alter native, to help in decisi on-mak ing; or to ascerta in thedegree of achieveme nt or value in regard to the aim and objectives and results of anysuch action that has bee n compi eted. The p rimary purp ose of evaluatio n, in additi on togaining in sight into p rior or existi ng in itiatives, is to en able reflect ion and assist in