员工培训outcome3.docx

员工培训outcome3.docx

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员工培训outcome3

Outcome3oftraininganddevelopingtheworkforce:

anintroduction

095414427

AotianSong

Business2

Preamble

Companycanbeabletodomuchofthetrainingitself--atasignificantcostintime,ofcourse.Theexperiencedemployeesarealsogoodsourcesoftraining,eitheronthejoborinmoreformal,off-sitesessionsheldinlunchroomsorclassrooms.Companyalsocansavetime--butnotmoney--ifithiresthird-partytrainerstoconductclassroomsessions.Inexpensive,easilyrepeatedtrainingcanbefoundinvideo-basedcourses,computer-assistedinstruction,andWeb-basedtraining.

Arationaleprogramshouldincludereferencetolearningtheory.ThatshouldtakeaccountofKolb’sLearningCycleanddifferinglearningstyleswhendesigningthetrainingprogramme.

Kolb'slearningtheorysetsoutfourdistinctlearningstyles（orpreferences）,whicharebasedonafour-stagelearningcycle.（whichmightalsobeinterpretedasa'trainingcycle'）.InthisrespectKolb'smodelisparticularlyelegant,sinceitoffersbothawaytounderstandindividualpeople'sdifferentlearningstyles,andalsoanexplanationofacycleofexperientiallearningthatappliestousall.

Kolbincludesthis'cycleoflearning'asacentralprinciplehisexperientiallearningtheory,typicallyexpressedasfour-stagecycleoflearning,inwhich'immediateorconcreteexperiences'provideabasisfor'observationsandreflections'.These'observationsandreflections'areassimilatedanddistilledinto'abstractconcepts'producingnewimplicationsforactionwhichcanbe'activelytested'inturncreatingnewexperiences.

Kolbsaysthatideally（andbyinferencenotalways）thisprocessrepresentsalearningcycleorspiralwherethelearner'touchesallthebases',ie.,acycleofexperiencing,reflecting,thinking,andacting.Immediateorconcreteexperiencesleadtoobservationsandreflections.Thesereflectionsarethenassimilated（absorbedandtranslated）intoabstractconceptswithimplicationsforaction,whichthepersoncanactivelytestandexperimentwith,whichinturnenablethecreationofnewexperiences.

Whatevertrainingmodegowith,herearekeystodevelopingagoodtrainingprogramme:

●Itshouldmakesuretheobjectives;atrainingobjectiveisastatementthatclearly

defineswhatthetraineewillbeabletodoasaresultofthetraining.

●Formulatingwhattraineeshouldlearn.Thecontentshouldbeasspecificas

Possible.（"IwantmyeveningshiftworkerstobeabletouseMicrosoftExceltoupdatetheday'ssalesfigures."）Assessyouremployees'currentskilllevels.Evaluatethegapbetweenwhereyouwanttobeandwhereyouare.Usethebestmethodtoconducttrainees.Selectoneofthetrainingmodesdescribedabove,basedonyourtimeandfinancialbudget.Donotforgettobudgetfordowntimeandlostproductionwhileclassisinsession.Designatrainingprogram.Itshouldcallforimpartinginformationtotrainees,givingthemtimetoabsorbandtryouttheirlessons,providingexpertfeedback,andgivingthemachancetobecreative.

Introduction

DuetorapidexpansionofA.G.BellCompany,thecompanyshouldexpanditsworkforcetomeetthechange.ThisarticleisgoingtodesignatrainingprogrammefortheHRmanagerswithinA.G.Bell.Iwoulddesignitfromsomeaspectslikethecontentofthetrainingprogrammedesigned,varietyofdeliverymethod,courseobjectives,sessionobjectives,sessiontimetableandsoon.

TrainingCourseDesign

Thistrainingprogramme,thetopicisentitled“HowtoConductaSelectionInterview”.Thetrainingcoursewillbeaimedatinterviewingpeoplefortelephonecustomerserviceroles.

Preparingfortheinterview

Trainersneedsaccesstomoredetailedandsturdyprescriptionsforunderstandingperformanceproblems.Theworthytrainerorperformancetechnologistoreducationspecialistwantstodoafrontendanalysis.Whatquestiondoesheorsheask?

Whatdataissought?

Whatcriticalincidentsaregathered?

Whatsourcesareconsulted?

Howissubjectmatterselected?

Ignored?

Inwhatorderarethosenobleanalysesconducted?

Mayanybeomitted?

Howdoyouknowwhenyou’refinishedandcanreportyourresultsorstarttodeveloptraining?

Thesecouldsummarizedtothreefactors：

Attitudes/behaviors,skillsandknowledge.

Attitude/behaviors:

theHRmanagersofA.G.BellCompanyshouldexpressempathytointervieweesandbeconfidentwhichcanmaketheinterviewefficient.

Skills:

managersshouldgraspthequestioningtechniqueswhichprefertotheinterviewercouldhaveasenseofcomprehendtotheintervieweewhetherhe/shefitsthejob.What’smore,theyshouldlistentotheinterviewees’answerandideaseriouslyandtakelegiblenoteswhichcouldaccuratelyreflectthecontentoftheinterview.

Knowledge:

duetotheaimofinterviewingpeoplefortelephonecustomerserviceroles,themanagersshoulddetailedintroducetheinformationofthejobandbackgroundofA.G.BellLtd.policyonequalityofopportunityandrecruitmentisalsoneeded.Atlast,managersmustbeabletoapplythecurrentlegislativeframeworkforrecruitmentandselectiontothecontextofinterviewing.

Conductingtheinterview

Toconductaninterviewsomemethodswereusedtoanalyzeintervieweesfromeachaspects.Therearequestioning,listeningandobservingtechniques.

Questioning：

Questioningisthemostcommontechniquebeingusedininterviewsbymanagers.Askingtherightquestionscouldmakethecommunicationbetweenmanagersandintervieweesefficientwhichcouldgraspmorecoreideasandbuiltastrongrelationshipinordertoimprovetheinteraction.

Listening:

Expressingourwants,feelings,thoughtsandopinionsclearlyandeffectivelyisonlyhalfofthecommunicationprocessneededforinterpersonaleffectiveness.Theotherhalfislisteningandunderstandingwhatotherscommunicatetous.Whenapersondecidestocommunicatewithanotherperson,he/shedoessotofulfillaneed.Effectivecommunicationexistsbetweentwopeoplewhenthereceiverinterpretsandunderstandstheinterviewee'sideainthesamewaytheintervieweeintendedit.ManagersofA.G.Bellshouldlisteningseriouslywhichcouldbuiltconfidentintheinterviewsituation,furtherdevelopingthecapacityofmanagestaffandeliminateconflict.

Advantagesanddisadvantagesofinterview

Themainadvantageofinterviewsisthattheresearcher（interviewer）canadaptthequestionsasnecessary,clarifydoubtandensurethattheresponsesareproperlyunderstood,byrepeatingorrephrasingthequestions.Theresearcher/interviewercanalsopickupnonverbalcuesfromtherespondent.Anydiscomfort,stressandproblemsthattherespondentexperiencescanbedetectedthroughfrowns,nervoustapingandotherbodylanguage,unconsciouslyexhibitedbyanyperson.

Thiswouldbeimpossibletodetectinatelephoneinterview.Soface-to-facehelpstheintervieweetogetthedesiredresultsandhelpthemtheexpressionofthepersontowhomtheyareinterviewing.Byreadingthefacialexpressionoftherespondenttheinterviewercaneasilyunderstandwhattherespondentwanttotellthemaboutanything.

Themaindisadvantagesofface-to-faceinterviewsarethegeographicallylimitationstheymayimposeonthesurveysandthevastresourcesneededifsuchsurveysneedtobedonenationallyorinternationally.Thecostsoftraininginterviewerstominimizeinterviewer'sbiasesforexampledifferencesinquestioningmethods,interpretationofresponsearealsohigh.Anotherdrawbackisthatrespondentsmightfeeluneasyabouttheanonymityoftheirresponseswhentheyinteractfacetofaceinterviews.

Discriminationandhowtoavoidit

Employmentdiscriminationreferstodisablingcertainpeopletoapplyandreceivejobsbasedontheirrace,age,gender,religion,sexualorientationanddisability.InrelationshiptoSociology,employmentdiscriminationusuallyrelatestowhateventsarehappeninginsocietyatthetime.Forexample,itwouldseemludicroustohireanAfricanAmericanmaleandabsolutelyunheardoftohireanAfricanAmericanwomanover50yearsago.However,inoursocietytoday,itistheabsolutenormtohireanyqualifiedperson;especiallyseeingthatourpresidentisblack.Employmentdiscriminationhasdecreasedtremendouslyfrompreviousyears.Thisisduetolawsthatprohibitemploymentdiscrimination.Inoursocietytoday,everyoneisorderedtotreatalldifferenttypesofpeopleequallyandgrantthemthesameopportunities.Ifapersonhiringotherbreakstheserules,theycanbesuedforhatecrimes.

Inordertoavoidthese,mangersofA.G.Bellshouldnotjudgetheintervieweejustfromobservetheirrace,age,gender,religionandsoonbutevaluatetheinformationreflecttheinterviewee’scharacterandideaswhichfromtheconversation.

Thesecond,ifthereareanypoliciesinexpandingworkforceaimedatinterviewingpeoplefortelephonecustomerserviceroleslikethelimitationofageorsexmustproclaimingbeforetheinterviewbeginwhichcouldeliminatetheunnecessaryconflict.

Thethird,managersshouldavoidappearillegalquestionsinthepartofpreparingtheinterview.Likequestionsrelatedtophysicaldisabilitiesorhandicaps,relatedtohealthormedicalhistoryandsoonarenotallowedwhichmaycausediscrimination.

Produceatrainingsessionplan

Overallcourseobjectives:

ThetrainingprogrammeisdesignedforHRmanagerswhoaimedtointerviewingpeoplefortelephonecustomerserviceroles.Afterthecourse,itachievedtheobjectiveofholdinganinterviewinacorrectandappropriateway.

Avarietyofdeliverymethods

Therearevarietiesofdeliverymethodslike:

LectureMethod.Thelectureisbestusedforcreatingageneralunderstandingofatopic.Severalvariationsinthelecture