15. 学习与发展的战略Phase I To market people development
第一阶段 as a competitive advantage
宣传员工发展的竞争优势
Phase II To encourage management
第二阶段 to drive and carry the people
development charters
鼓励管理人员承担员工发展的职责
Phase III To increase employees access
第三阶段 to learning for continuous
improvement
员工自觉学习不断提高
21. 1. Objectives Set Up
制定目标
2. List of Targeted People for Interview
拟定参加人员名单
3. Survey Form Development
设计调查表
4. Time Table Development
制定计划时间表学习与发展调查计划
23. 培训与发展调查表Interviewee: Date: Interviewer:
被面谈者: 日期: 面谈者:Please answer the following questions:
请回答以下问题:
1. For your department, what are the most important things you would like to improve?
对你的部门,你认为首先在哪些方面需要改进?
2. For employees (your manager), what would you like them to improve?
对你部门的员工(经理),你认为首先在哪些方面需要改进?
3. For yourself, what would you like to improve?
对你自己,你认为首先在哪些方面需要改进?
42. 1月2月3月4月5月6月7月8月9月10月11月12月专业发展Product/Technical Training Defined by Departments/Functions
Overseas Training & Assignment管理 新员工发展销售管理普遍发展培训课程New employee Orientation
TQC Concept & Cust. Satisfaction
Shared Values
Office Automation Training
Sales Associate Orientation Program
Professional Selling Skills
Sales Negotiation Skills
Enterprise Business Selling Skills
Value Based Selling
Persuasive Proposal WritingManaging People At Work
Prof. Interviewing & Selection
Performance Management
General Business Writing
Problem Solving & Decision Making
Basic Project Management
Consulting With Clients
Professional Presentation Skills
Time Management人员培训与发展课程表
50. 1: 学员的反应
Reaction of Participants2: 对主要概念的理解 Understanding of Main Concept3: 行为的改变
Change of Behaviors4:业绩 Results四级培训效果评估
Four Levels Training Measures
51. 学员的反应
Reaction of Participants1: 课程评估表
Course Evaluation Form2: 培训导师的观察与建议
Trainers’ Observation and
Recommendations第一步 First Step:
52. 对主要概念的理解
Understanding of Main Concept1: 测验
Test2: 角色演练
Role Play3: 学员培训报告
Participants Training Report4: 其他方式
Other Method第二步 Second Step:
53. 行为的改变 Change of Behaviors实施 - 新计划
Implementation New Plan1: 培训导师 Training Officer
2: 直接主管 Immediate Supervisor
3: 人力资源部 HR Dept.个人行动计划
Individual Action Plan公司内部辅导系统
Internal Coaching System其他方式
Other Method第三步 Third Step:
55. 课后技巧应用实施程序
Implementation Process参加培训课程 Attend the training program填写课程评估表 Fill out the training evaluation form制定行动计划 Work out Action Plan实施行动计划 Implement the action plan人力资源部的责任
Responsibilities of HR Dept.学员的责任
Responsibilities of Participant 学员直接主管的责任
Responsibilities of Supervisor
56. 人力资源部的责任
HR Department Responsibilities确保学员他填写行动计划 Collect Action Plan;
与管理层进行总结 Review with Management;
与主管进行沟通 Communicate with supervisors;
跟进 Follow Up; 电话访谈 Telephone interview
面谈 Face to face interview
组织技巧实施研讨 Organize the meeting for better implementation
协助检查行动计划的实施 Provide assistance of checking/reviewing implementation of action plan
组织系统辅导 Organize systematic coaching
帮助学员重新加强已学到的知识 Reinforce the main learning points
57. 学员的责任
Responsibilities of Participant 制定行动计划
应用所学知识并提供反馈
制定新的行动计划
应用所学知识并提供反馈
58. 学员直接主管的责任
Responsibilities of Immediate Supervisors 检查行动计划 Observe participants’ action and behavior
督导所学知识的实施 Supervise the implementation
辅导 Coaching
检查及了解进度 Checking the progress
评估业绩 Evaluation of Final Results
59. 人力资源管理的衡量方法 Training & Education 培 训 和 教 育 方 面
- Planned vs delivery 课程计划和实际实施的比较
- Total participants, 参加人员总数,培训时间/
training hours/man days 人日/工作日统计
- Withdraw ratio 退学比率
- Course evaluation 课程评估
- Training effectiveness 培训效果评估
measures
- Training $/employee 培训费用统计