OEC training document
培训体系英国伦敦城市行业协会国际培训师证据集模板苏建文
（培训体系）英国伦敦城市行业协会国际培训师证据集(模板)苏建文英国伦敦城市行业协会国际培训师资格通用文凭级实操技能证据集（PORTFOLIO）中心名称：上海五加壹证书培训中心中心编号：866000联系地址：上海恒丰路610号不夜城工业园区1号楼7楼联系电话：51013715考生姓名：考试编号：报考项目：8106-21（101-105）联系电话：电子邮件提交日期：考评员姓名：学员初始测评和学习计划附件8考生能力预测表导师考生你是否具备壹定的教学/培训经验？若有，请详细说明。
若无，请说明你为何有意愿从事教学/培训事业？你计划教授哪壹门专业科目？你的优势是什么？你需要提升的领域是什么？你的读写能力是否掌握良好？你是否有条件利用IT技术辅助学习，以及是否有足够的自信运用？你是否有特别的需求要事先告知培训中心？学习方式的测试结果其它关联的诊断性测试结果考生签名日期考评员签名日期注意：此时，考生必须完成学习计划的制定。
学习计划导师考生日期所考评的资格单元目标完成日期必备资源/专门设备如何满足学员的个别考评需求，例如：特殊的考评要求总的评述考生签名日期考评员签名日期成绩摘要附件6终结性考评记录表–必修单元由导师/考评员以及考生共同保存该记录表，且和考评证据保存于壹起。
考生姓名考生编号授权中心名称授权中心编号单元编号考评证据要求通过考评的日期内督员或外督员进行抽检的日期101 １份和壹名学员进行诊断性面谈的计划;根据诊断性面谈结果，制定的1份学习计划。
102 壹份教学计划（至少包括连续3节课）；2份授课计划103 单元102的2份授课计划，包含完整的自我评估部分； 2份授课观察方案。
104 2份考评计划；2份观察方案：观察考生如何向学员提供反馈意见。
105 1份考生的个人自我发展的行动计划 所有单元 综合方案所有单元 选择题笔试本人确认，之上的考评证据均属实，由本人亲自完成。
考生签名 日期行动计划考生姓名 第【 】页 共【 】页单元描述当下的工作是否用到了这些技能描述需要的技能培训计划日期完成日期描述以前的工作是否用到了这些技能描述采取的行动且收集证据考生签名日期考评员签名日期见证人身份列表所考评的资格学员姓名务必确保「见证人身份列表」上包括了所有曾观察学员学习/考评活动或提交过方案的见证人。
国际组织教育改革趋势及热点问题 OECD——经济合作与发展组织 - (E ...
高等教育国际化——跨境教育
高等教育国际化主要指将国际的维度或观念融合到大学的各主要功能之中的过程。
OECD虽未给予高等教育国际化以清晰定义，但由于跨境教育是高等教育 国际化的重要方面，因此OECD关注更多的是跨境教育。它认为，在20年前， 跨境教育的目标还主要限于政治、地缘战略、文化和发展援助方面。但现在， 它把跨境教育更多地视为一种经济发展的杠杆，一种教育机构的竞争优势。
国际教育测试
PISA国际学生评估项目 TALIS国际教学调查项目 AHELO高等教育学习成果测评 PIAAC国际成人能力测试项目
国际教育测试
TALIS
AHELO
PIAAC
国际教学调查
是一项研究学校教师的 专业发展、工作条件和 学习环境的国际问卷统 计调查，旨在通过提供 关于教师教学的相关政 策分析，帮助各国评价 并制定有利于培育有效 的学校教育条件和教师
20世纪80年代初以来，跨境教育迅速发展，中学后学生到境外学习是跨 境教育最主要的一种形式，引起了世界各国的广泛重视。经合组织成员国凭 借其经济实力、政府政策和教育资源的优势地位，吸引了世界各国的留学生。 并主要集中在经合组织的六个成员国：美国（30%），英国（14%），德国 （13%），法国（9%），澳大利亚（7%），日本（4%）。经合组织国家跨境教 育的主要来源地区是亚洲、欧洲。亚洲是跨境高等教育的主要生源输出国， 在经合组织国家就读的亚洲学生占了经合组织全部外国留学生的43%，主要来 源于中国、韩国、印度和日本等国，中国向经合组织国家输出的学生占到10%， 居于首位。作为发展中国家，中国跨境教育面临严峻的挑战。
♦ 在研究的方法上，从哲学的探讨走向一种基于证据的教育政策研究。OECD 通过多边观察和评论，以及通过PISA等大规模的国际比较研究搜集数据， 开展评价，发现好的做法，向政府提供决策的“证据”和建议，“证据” 在决策中处于越来越中心的地位。
欧美安全教育培训概览
安全管理/境外安全经验欧美安全教育培训概览一年一度的全国安全生产月之际，全国各地各类教育培训主题活动精彩纷呈。
放眼世界，在高度重视职业安全健康教育培训的欧美主要工业化国家，政府和企业界以教育培训为基础，持续创造了良好的全民安全健康记录。
英国：考试体系科学规范英国在1974年《职业安全与健康法》中就明确要求，为确保雇员在工作中的安全与健康，雇主必须对其提供培训。
为保障培训实效，英国较早推行了国家职业安全健康考试制度。
从1980年代以来，已有数十万人通过了不同等级和专业的职业安全健康考试，全民职业安全健康素质逐步提高。
创建于1979年的职业安全健康国家考试中心（NEBOSH）是英国最高层次的职业安全健康考试机构，主要职责包括制定专业课程培训大纲、实施规范的统一标准的考试、发放统一的等级证书。
NEBOSH精心编制课程提纲、作业例子、工程项目摘要和考试试题实例等出版物，引导学员取得资格和证书。
NEBOSH证书由以下六个专业模块组成：风险管理、法规和组织、现场施工安全、作业设备安全、工业卫生、日常技术。
一般情况下，应试者必须在三年内完成对应等级的课程学习，完成被指派的作业以及相关的考试。
应试者的成绩由课堂表现和作业得分，以及认证中心对涉及的所有内容的客观测试和表现来决定。
如此科学规范的考试体系，最大程度保证了培训效果。
美国：分类培训重点分明每年的六月也是美国的全国安全月。
期间，全美各州纷纷举办宣教培训主题活动，活动由联邦职业安全与健康管理局（OSHA）总领。
OSHA的主要职责包括制定和实施行业职业安全健康标准，推动各州制定地方职业安全健康计划，提供教育培训和信息咨询，组织实施职业安全与健康技术培训、教育、宣传、推广活动等。
在职安教育培训方面，OSHA培训课程计划分为外展培训、内部培训、培训资助计划三类。
外展培训课程主要面向雇主和员工，内部培训课程主要面向联邦和各级政府官员，培训资助计划则主要资助非盈利组织用以发展职业卫生材料和培训课程。
OECD发布 2019年教育与技能手册
OECD发布 2019年教育与技能手册OECD于2019年发布了一份名为《教育与技能：2019年度手册》的报告。
该报告涵盖了全球教育和技能发展的最新趋势和数据，并提供了一些政策建议。
以下是这份手册的主要内容。
报告强调了全球教育和技能发展的重要性。
它指出，教育和技能是推动经济增长、社会发展和个人成功的关键。
各国应该重视教育和技能培训，为年轻人和成年人提供高质量的教育和培训机会。
报告指出，随着全球化和技术进步的加速，劳动力市场的需求正在发生变化。
新兴技术和全球价值链的发展，对劳动者的技能提出了更高的要求。
各国需要调整教育和培训的内容和方式，以适应这些变化。
报告还强调了教育的公平性问题。
每个人都应该有平等接受教育和培训的机会。
很多国家仍然存在着教育机会不平等的问题。
各国应该加强政策措施，确保每个人都能够获得平等的教育机会。
报告还讨论了技术在教育中的应用。
它指出，技术提供了很多创新的教学方法和工具，可以提高学习效果。
在线教育平台可以提供灵活的学习方式，电子教材可以让学生更容易地获取知识。
各国应该积极探索如何利用技术来改进教育。
报告提出了一些建议，并提供了一些成功案例。
一些国家在职业教育领域取得了显著的成就。
通过与企业合作，他们制定了适应市场需求的培训课程，并提供实习机会。
这些举措有助于提高年轻人的就业能力和就业机会。
这份《教育与技能：2019年度手册》是一份对全球教育和技能发展的综合性报告。
它强调了教育和技能对经济和社会发展的重要作用，并提出了一些政策建议。
这份报告对于各国政策制定者、教育工作者和学生都有重要的参考价值。
OECD发布 2019年教育与技能手册
OECD发布 2019年教育与技能手册
近日，经济合作与发展组织（OECD）发布了《2019年教育与技能手册》。
这本手册提供了有关当前全球教育和技能发展的最新研究和数据，涉及28个OECD成员国和11个非成员国和经济体。
手册指出，全球教育和技能发展面临许多挑战。
其中包括高校毕业生的失业率、职业技能不符合市场需求、数字技术造成的技能鸿沟、基础教育的质量问题等。
面对这些挑战，手册提出了一些政策建议，包括提高职业技能水平，确保教育、培训和就业服务能够适应不断变化的需求，促进数字技术应用等。
OECD秘书长安赛乐表示：“职业与技术教育及培训可促进社会和经济发展，为个人提供更好的就业前景和更好的生活，培养创新能力，实现更可持续的发展。
”
此外，手册还对教育和技能的性别平等和可持续发展等议题进行了深入探讨，希望为全球教育和技能发展提供有益的参考。
总之，教育和技能发展一直是许多国家和地区的重要议题。
本手册提供了全球范围内的最新研究和数据，将有助于借鉴优秀经验，引领未来教育和技能的发展。
OECD保险理赔行为指南33964905
DIRECTORATE FOR FINANCIAL AND ENTERPRISE AFFAIRSOECD Guidelines for Good Practicefor Insurance Claim ManagementThese Guidelines, prepared by the OECD Insurance Committee, were adopted by the OECD Council on 24 November 2004.INTRODUCTIONInsurance claim management is a core issue for the protection of insurance policyholders and hence a priority concern for the OECD Insurance Committee. From the insurance company viewpoint, claim management is a key element in the competition between insurance providers and for the improvement of industry’s public image.To date, however, there has been no international guidance on claim management, and very little comparative information at the international level to allow the sharing of experience between countries in this key area of insurance activity. This is a matter of concern since most policyholder complaints focus on claim management, suggesting there is room for improvement in this area of client service.The Insurance Committee therefore decided in June 2000 to launch a project on claim management in OECD countries designed to collect information on Member country claim management practices and to explore the scope for international co-operation to improve the quality of claim management processes. On the basis of a survey on Member countries’ regulations and practices related to claims handling by insurance companies, the Committee’s Working Party of Governmental Experts on Insurance developed a set of good practices to guide both public authorities and insurance companies.These good practices address every step of the insurance claim management process that Working Party experts had identified as particularly important: adequate information and assistance to the policyholder for claim reporting; efficient claim filing methods; operational fraud detection and prevention measures; adequate, fair and transparent claim assessment and processing; expeditious claim settlement; effective complaint and dispute settlement procedures; and appropriate supervision of claims-related services.The OECD good practices on claim management are neither binding nor exhaustive, but meant as a “checklist” to assist insurance companies in handling claims. Other appropriate ways to manage claims may exist and may already be reflected in a country's national laws and regulation and/or in company or industry codes of conduct. Insurance companies could also go further, for instance through the launch of public awareness programmes on claims management issues.RECOMMENDATION OF THE COUNCILON GOOD PRACTICES FOR INSURANCE CLAIM MANAGEMENTTHE COUNCIL,Having regard to Article 5b) of the Convention on the Organisation for Economic Cooperation and Development of 14 December 1960;Considering that insurance claim management is a core issue for the protection of insurance policyholders;Considering the need for enhanced efficiency, transparency and disclosure of information to policyholders during the claim management process,Considering that claim management is a key element in the competition between insurance companies and for the improvement of industry’s public image;Considering that such good practices are expected to fill a gap at the international level by providing further guidance for the benefit of the insured and that their implementation would further the quality of the service provided by insurance companies; noting that the companies could also go further, for instance through the launch of public awareness programmes on claims management issues;Considering that the good practices presented hereafter are neither binding nor exhaustive;Considering that such good practices provide a checklist which can be recommended to insurance companies and public authorities in the field of insurance claim management, while other appropriate ways to handle claims management may exist and may already be reflected in a country's national laws and regulation and/or in company or industry codes of conduct.Noting that these practices do not cover the management of major claims arising from natural or man-made catastrophe;Recognising that innovations may occur in the claim handling process, which may require future updating of these good practices;On the proposal of the Insurance Committee:RECOMMENDS that Member countries invite public authorities and insurance companies to ensure the efficient and fair management of insurance claims, having regard to the contents of the Annex to this Recommendation of which it forms an integral part.INVITES non-Members to take account of the terms of this Recommendation.ANNEXGood practice 1: Claims reportingThe insurance company writes insurance policies in easily understandable language. Policies spell out what is covered and what is not covered. If necessary, plain language explanations could be an addendum to the legal language.The insurance company draws the attention of the policyholder/claimant/beneficiary1 both when he/she signs a policy (for policyholders only) and when he/she reports a loss on his/her duties related to claim reporting which include:−To try to minimise losses;−To report claims in a timely fashion;−To co-operate in the investigation by providing the company with all relevant information and, in particular, copies of official documents regarding the damage (accident, loss, etc.);−To authorise the company to handle necessary inspections and assess the extent of the damage prior to any repairs or replacement;To ensure that the claims reporting phase proceeds as smoothly as possible, the insurance company sends to the policyholder/claimant/beneficiary within a reasonable period of time (beginning from when the loss is reported):−An appropriate claim form (when the loss reporting is made in writing) for the type of policy -prepared either by an individual insurance company or at the national level by companies or thesupervisory authorities together with instructions and useful information on how to comply withthe terms of the policy and the legitimate requirements of the company;−The information necessary to help them to report the claim.Good practice 2: Receipt of claims by the company−The company claim department and/or the intermediary (if applicable) are as accessible as possible for the claimant. If an intermediary is an initial contact for claimants, claims should besent to the company claim department within an appropriate time period.−The insurance company contacts the policyholder/claimant/beneficiary or sends an acknowledgement of receipt as soon as the claim is received.1 Depending on the context, one or all of these potential counterparts may be relevant.−Subsequently, if it appears that the claim cannot be settled rapidly, the company notifies the policyholder/claimant/beneficiary and indicates that he/she will be re-contacted within a reasonable time limit.−When it is necessary for the policyholder/claimant/beneficiary to provide specific documents when filing a claim, the company sends him/her the list of these documents as soon as possible.In addition, a specific notification listing the elements to be provided when another insurance company is involved is sent to the policyholder/claimant/beneficiary.−If it appears that the claim is not covered by the insurance policy, the company sends a notification as soon as possible to the policyholder/claimant/beneficiary, explaining why it is notcovered.−When the claimant is not the policyholder, the company sends him/her information on his/her rights and duties when relevant.−When appropriate, the insurance company notifies the policyholder of his/her right of subrogation and informs him/her of the main principles governing the subrogation procedure. Good practice 3: Claims files and proceduresOnce a claim has been filed and, when applicable, after any additional documents that are required to process the claim have been received, the file established by a company contains the following documents: −Claim filing number;−Policy number;−Name of the policyholder/claimant/beneficiary;−Summary sheet showing development / review of the claim;−Type of insurance concerned;−Opening date of the file;−Date of loss;−Reporting date;−Description of the claim;−Information on claimants;−Assessment date;−Electronic and/or paper copy of the adjustors’ and investigators’ reports where applicable;−Identity of the adjuster;−Estimated cost of damage;−Dates and amounts of payments;−Date of denial, if applicable;−Name of intermediary, if applicable;−Date of file closure;−Documents recording contacts with the policyholder/claimant/beneficiary.Good practice 4: Fraud detection and preventionIn order to curb the growth of fraudulent claims and the rise in premium costs that results from them, companies take the following steps:−They establish compliance programs for combating fraud and money laundering appropriate to their exposure and vulnerabilities.−In the claim filing phase, they discourage fraudulent practices by making the policyholder/claimant/beneficiary aware of the consequences of submitting a false statement(which in particular could be liable to prosecution) and/or an incomplete statement. To this end,insurance companies place a notification on their claims forms referring to the appropriate law,statute or insurance regulation that addresses the filing of fraudulent or incomplete claims.−Where legally possible, companies participate in relevant databases where claims susceptible to be fraudulent would be reported. Moreover, public authorities may encourage or take steps toinitiate the creation of a public or private bureau of insurance fraud.−Besides, companies provide their claims department staff with adequate training on fraud indicators.Good practice 5: Claims assessmentGeneral issues:−Any method of taking into account specific factors such as depreciation, discounting or negligence on the part of the victim is clearly outlined in the claim file.−Any loss evaluation methods used by the company are reasonable and coherent.−The insurance company uses internal methods for assessing claim values based on the applicable law of the jurisdiction.The role of claims adjusters:−Companies that use claims adjusters or intermediaries will need to ascertain their competence qualifications. Moreover, if these claims adjusters/intermediaries were to commit any errors ormisappropriation of funds affecting their policyholders, claimants or beneficiaries within theframework of the contract2 with the insurance company, the latter would be held responsible.Consequently, companies may decide to limit the scope of action of claims adjusters andintermediaries (for example, by setting ceilings on the number of claims they can handle).−Companies notify policyholders/claimants/beneficiaries whenever they use independent claims adjusters or intermediaries.Information to policyholders:2 Including employment contractsWhen the damage is assessed through a written estimate made on behalf of the insurer, the insurer sends the policyholder/claimant/beneficiary a copy of the document used to set the amount of compensation.Good practice 6: Claim processingGeneral issues:− A company’s claim procedures are gathered together in a manual for internal use. At least, one staff member should be responsible for ensuring that the manual is kept up to date and additions/amendments are made when necessary.−Companies’ claims department staff possess proper qualifications. To this end, companies encourage ongoing internal or external training of their claim staff.−Regular internal audits are carried out for all claims not settled in their entirety. Internal audits apply to all stages of the claims management process. Peer reviews (where the claims departmentstaff review each others’ files) could also be carried out.−In case of claim settlement procedures involving several insurance companies, policyholder indemnification is a priority: the claim should be compensated in an appropriate time period while potential disputes between insurers are resolved at a later stage. For the most common insurance claims (related to motor insurance, for instance), specific agreements are concluded between insurers to accelerate and simplify claims settlement procedures involving several insured parties.−Insurance companies do not:•Conceal policy coverage provisions of any insurance policy when they are pertinent to a claim.•Dissuade policyholders/claimants/beneficiaries from obtaining the services of an attorney or adjustor.•Attempt to settle claims for less than the amount to which the claimant would be entitled to receive according to any written or printed advertising material accompanying theapplication forms. However, insurers may take legal action against any intermediary thathas made irresponsible promises.•Deny a claim without reasonable investigation.•Transfer responsibility for the claim to others, except as may be expressly provided for by policy conditions.Provision of information to policyholders:−The company keeps policyholders/claimants/beneficiaries informed of the progress during the claims process. The company provides information on when payments, repairs or replacements are expected to be made, and, if necessary, explains why additional time is required.−When the company decides to call on outside parties (i.e. loss adjusters, solicitors, surveyors, etc.), it informs policyholders/claimants/beneficiaries of this fact, gives the reasons for thisdecision and explains the role that these outside parties will play in processing the claim.−When a final payment or offer of settlement is made, the company explains to policyholders/ claimants/beneficiaries what the payment or settlement is for and the basis used for thepayment/settlement.−The insurance company documents their claim files in order to be able to address questions that may arise concerning the handling and payment of the claim.Cases of no/partial payment claims:−If the claim is denied, the insurance company states explicitly to the policyholder/claimant/ beneficiary the policy provision, conditions or exclusion on which the denial is based.−If the amount offered is different from the amount claimed, the insurance company explains the reason for this to the policyholder/claimant/beneficiary.−When the insurance company is not responsible (by virtue of policy clauses) for meeting all or any part of the claim, it notifies the policyholder/claimant/beneficiary of this fact and explainswhy.Good practice 7: Timely claim processing−In accordance with applicable insurance law, companies may specify in the contract the most likely period of time for responding to correspondence from policyholders/claimants/beneficiaries.−Once policyholders/claimants/beneficiaries have filed a claim:•They are informed of the acceptance or denial of the claim within a reasonable amount of time after the receipt of the notification.•The insurance company contacts any other company that is involved in the claim within a reasonable amount of time, and resolves inter-company claim disputes as quickly as possible.−The insurance company endeavours to settle the claim as soon as possible and advises in writing the policyholder/claimant/beneficiary on the reasons for any delay.−Quick claims settlement as well as high-quality and punctual information provided to the policyholder/claimant/beneficiary are key competition features for insurance companies.−After an agreement has been reached between the company and the policyholder/claimant/ beneficiary on the amount of compensation, the payment is effected within a reasonable amountof time.−Insurance companies implement and update their own statistical database tracing their performance in the timely settlement of claims as well as in trends in settlements and expenses.A proper procedure for the coding and statistical processing of losses is developed for thispurpose.Good practice 8: Complaints and dispute settlementComplaints/Disputes:−When the policyholder/claimant/beneficiary files a complaint, the company:•Acknowledges receipt of the complaint within a reasonable period of time;•Provides policyholders/claimants/beneficiaries with explanations on how their complaints will be handled and on the procedures to be followed;•Provides information to policyholders/claimants/beneficiaries on internal and external dispute settlement procedures;•Processes complaints promptly and fairly;•Keeps policyholders/claimants/beneficiaries regularly informed of how their complaints are progressing;•Provides a final response in writing within a reasonable period of time.−If the policyholder/claimant/beneficiary is dissatisfied with the final response that he/she has been sent by the company, he/she can activate an internal appeals process. He/she can alsoappeal to the dispute settlement procedures available outside the company (for example, thehandling of complaints by the supervisory authorities). In case of a dispute, the insured/claimant/beneficiary should be informed by the company of the existence of these appealprocedures.Good practice 9: Supervision of claims-related servicesThe insurance supervisory authorities may conduct examinations on claims management services especially where problems are suspected.In these cases, the following elements are taken into account:−Possible access to non-confidential claims data for all open and closed files within a specified time frame (e.g. for the current year and the two preceding years);−Maintenance of sufficient and appropriate information on claims files;−Use of the appropriate type of claim form for the type of insurance;−Proper qualification of the claims department’s employees based inter alia on the applicable insurance code;−Valuation of claims payments according to company procedures;−Appropriate tracking of the nature and number of complaints related to claim management process;−Monitoring of the proportion of claims that result in litigation;−Compliance with procedures for combating fraud and money laundering;−Regular internal audit practices on claims files;−Appropriate internal claims procedure manuals;−Proper procedure for coding and statistical reporting of losses;−Performance in terms of the speed of claim settlements (as assessed according to the statistical database implemented by virtue of item 7).Good practice 10: Market practicesThe public authorities promote the implementation of a benchmark exercise regarding the claims process or a specific part of this process (i.e. handling of complaints).The terms of remuneration of insurance company employees or other services in charge of claim management do not give incentives to disadvantageous treatment of policyholders/claimants/beneficiaries, as regards the handling or the outcome of claims.。
国际职业培训师的培训
国际职业培训师的培训In today's globalized world, the demand for skilled professionals is growing rapidly. As a result, the need for qualified vocational training trainers is also on the rise. With this in mind, international vocational training organizations are offering comprehensive training programs for individuals interested in becoming vocational training trainers. This article will discuss the key elements of such training programs and the benefits they offer to participants.The first and foremost requirement for becoming an international vocational training trainer is to possess a deep understanding of the subject matter. This would require individuals to have practical experience in the field they wish to train in, as well as a strong theoretical knowledge. As such, vocational training trainer training programs focus on providing participants with in-depth knowledge and expertise in a particular discipline. These programs cover a wide range of subjects, including technical and practical training, teaching methodologies, and curriculum development.In addition to the subject matter, vocational training trainers also need to possess strong teaching and communication skills. Therefore, training programs also place a heavy emphasis on developing these skills. Participants are taught how to effectively convey information, motivate students, and create a positive learning environment. They are also trained in the use of modern teaching technologies and methods, such as interactive whiteboards and online learning platforms.Furthermore, effective vocational training trainers need to be able to adapt to different cultures and teaching environments, especially in an international context. As such, training programs emphasize the importance of cultural awareness and sensitivity. Participants are taught to recognize and respect cultural differences, as well as how to adjust their teaching strategies to suit the needs of diverse groups of learners. Another key aspect of vocational training trainer training is the development of leadership and management skills. Trainers are not only responsible for teaching, but also for managing and organizing training programs and activities. Therefore, training programs focus on equipping participants with the necessary skills to plan, coordinate, and evaluate vocational training programs effectively. This includes budgeting, scheduling, and managing resources, as well as handling administrative tasks.In addition to the core skills and knowledge required, vocational training trainer training programs also focus on professional development. Participants are provided with opportunities to enhance their teaching skills through practical teaching experiences, mentorship programs, and continuous feedback and evaluation. They are also encouraged to pursue further education and training to stay updated with the latest developments in their field.Although vocational training trainer training programs vary in their structure and content, most of them follow a similar format. They typically include a combination of theoretical instruction, practical workshops, and hands-on teachingexperiences. Participants are also required to complete a certain number of teaching hours and assessments to demonstrate their proficiency in the subject matter and teaching skills.One of the key benefits of completing an international vocational training trainer training program is the opportunity for career advancement. Graduates are equipped with the skills and knowledge needed to pursue a successful career as vocational training trainers, either in their home country or abroad. They also have the option to work in various settings, such as vocational schools, technical colleges, and international organizations.Furthermore, vocational training trainer training programs also provide participants with the opportunity to build a global network of professional contacts. Through interactions with fellow participants and instructors from different backgrounds, they can gain valuable insights and perspectives on vocational training practices around the world. This can be extremely beneficial in expanding their career opportunities and staying updated with the latest trends and best practices in vocational training.In conclusion, vocational training trainer training programs play a critical role in preparing individuals for successful careers as vocational training trainers. By providing a comprehensive education in subject matter, teaching methodologies, and professional development, these programs enable participants to become effective and competent trainers in a global context. As the demand for skilled professionalscontinues to grow, the need for qualified vocational training trainers will also increase, making vocational training trainer training programs more relevant and valuable thanever.Vocational training trainer training programs lay a solid foundation for individuals to become effective educators in vocational fields. These programs are designed to equip participants with the knowledge, skills, and expertise needed to excel in their roles as vocational training trainers. Let's explore some specific components of international vocational training trainer training programs and delve into the benefits they offer to participants.Comprehensive Subject Matter KnowledgeThe foundation of vocational training trainer training lies in building a deep understanding of the subject matter. Whether it's carpentry, automotive technology, culinary arts, healthcare, or any other vocational field, trainers must have a strong grasp of the practical and theoretical aspects of their chosen discipline. As such, training programs focus on providing participants with in-depth knowledge in their specific vocational areas. This includes exploring the latest industry trends, best practices, and relevant regulations and standards. Furthermore, participants are exposed to a wide range of teaching methodologies, curriculum design, and instructional techniques specific to their vocational area. By developing a comprehensive understanding of the subject matter and its pedagogical aspects, individuals are better prepared to effectively convey knowledge to their students in a vocational training setting.Effective Teaching and Communication SkillsVocational training trainers need to possess strong teaching and communication skills to effectively convey complex technical information and engage their students. Therefore, vocational training trainer training programs put a heavy emphasis on developing these essential skills. Participants are taught how to effectively communicate with students, create a positive learning environment, and tailor their teaching methods to meet the diverse needs of their learners. Moreover, the use of modern teaching technologies and methods, such as interactive whiteboards, simulations, and online learning platforms, is integrated into the training programs. This prepares participants to leverage technology to enhance the learning experience and maximize student engagement, critical in today's digital age.Cultural Awareness and SensitivityIn an international context, vocational training trainers often work with diverse groups of students from different cultural backgrounds. Recognizing and respecting cultural differences becomes a pivotal aspect of effective vocational training. Therefore, vocational training trainer training programs place a strong emphasis on cultivating cultural awareness and sensitivity.Participants are sensitized to the cultural nuances that impact learning and teaching. They also learn how to adapt their teaching strategies to accommodate diverse groups of learners. This cultural competence is crucial for creating an inclusiveand supportive learning environment, ensuring that all students have an equal opportunity to excel in their vocational training.Leadership and Management SkillsIn addition to being educators, vocational training trainers often take on leadership and managerial roles in organizing and coordinating training programs and activities. Therefore, vocational training trainer training programs focus on developing participants' leadership and management skills. Participants learn essential skills such as program planning, resource management, budgeting, and administrative tasks. By acquiring these management competencies, vocational training trainers are well-prepared to organize and oversee vocational training programs effectively, ensuring that they run smoothly and efficiently.Professional Development OpportunitiesVocational training trainer training programs offer a range of professional development opportunities to participants. These may include mentorship programs, ongoing professional support, and opportunities for further education and training. Practical teaching experiences play a key role in the professional development of vocational training trainers. Through hands-on teaching experiences, participants have the opportunity to put their newly acquired skills into practice, allowing them to refine their teaching methods and gain valuable insights into their strengths and areas for improvement.Networking and Global PerspectiveOne of the significant benefits of participating in international vocational training trainer training programs is the opportunity to build a global network of professional contacts. Interacting with fellow participants and instructors from diverse backgrounds provides individuals with valuable insights and perspectives on vocational training practices globally.Through these interactions, participants gain a broader understanding of international vocational training methodologies and best practices. This exposure not only enriches their professional knowledge but also opens doors to potential collaborations and career opportunities on a global scale.Career AdvancementUpon completion of vocational training trainer training programs, graduates are well-prepared to pursue successful careers as vocational training trainers. Their enhanced skills and expertise make them valuable assets in vocational schools, technical colleges, international organizations, and various industry settings around the world. The demand for skilled vocational trainers continues to grow, creating numerous opportunities for qualified professionals in this field.In today's dynamic job market, the career prospects for vocational training trainers are favorable. With the increasing emphasis on practical skills and vocational education, individuals who have undergone comprehensive vocationaltraining trainer training are well-positioned for career advancement and growth opportunities.Continuing Education and Staying UpdatedAs vocational fields evolve and new technologies emerge, it is essential for vocational training trainers to stay abreast of the latest developments in their respective industries. Vocational training trainer training programs emphasize the importance of continuous learning and professional development. Graduates are encouraged to pursue further education, attend industry conferences, and engage in ongoing training to stay updated with the latest trends and best practices in vocational training. This commitment to lifelong learning not only enhances the individual's professional growth but also ensures that they remain at the forefront of their field.In summary, international vocational training trainer training programs provide participants with a comprehensive education in subject matter knowledge, teaching methodologies, cultural awareness, leadership and management skills, professional development, and global perspectives. Graduates are equipped to succeed as effective vocational training trainers in a rapidly evolving global workforce. As the demand for skilled vocational professionals continues to rise, the value and relevance of vocational training trainer training programs are more significant than ever. By providing individuals with the skills and expertise needed to thrive in their roles, these programs play a crucial role in preparing the next generation of vocational training trainers for success.。
财务OEC考核培训(1)
弄虚作假要不得，踏实肯干第一名。15:13:4315:13:4315:1311/25/2020 3:13:43 PM
安全象只弓，不拉它就松，要想保安 全，常 把弓弦 绷。20.11.2515:13:4315:13Nov-2025-Nov-20
重于泰山，轻于鸿毛。15:13:4315:13:4315:13Wednesday, November 25, 2020
每天都是美好的一天，新的一天开启 。20.11.2520.11.2515:1315:13:4315:13:43Nov-20
务实，奋斗，成就，成功。2020年11月25日 星期三3时13分 43秒 Wednesday, November 25, 2020
抓住每一次机会不能轻易流失，这样 我们才 能真正 强大。20.11.252020年 11月25日星期 三3时13分43秒20.11.25
目标控制系统
目标系统体现了企业发展的方向 和要达到的目的，将公司总目标分 解为各部门的子目标，再将子目标 分解为每个员工的具体目标值，目 标系统建立的特征：
A 指标具体，可以度量 B 目标分解时坚持责任到人的原则 C 做到管理不漏项
日清控制系统
OEC日清控制
价值观、文化、目标牵引等
支撑力 职工惰性等
谢谢大家！
营造公平环境与公平机制
建立管理制度体系，客观公平 建立积极健康的企业文化体系，营造主观
公平 任何时候，都不要把绝对公平当作管理目
标；绝对公平仅仅是一个理想 只要程序与机制是公平的，出现少量不公
平的结果，人们是能够接受的。
激励三层次理论
报酬激励 成就激励 机会激励
报酬激励：工资、资金提 升、表扬、尊重
严格把控质量关，让生产更加有保障 。2020年11月 下午3时 13分20.11.2515:13November 25, 2020
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目标的执行与控制 制定月度工作计划 制定月度OEC控制台帐 日清推进 定期诊断和总结
部下：5个级别的主动性
自己行动，并按程序汇报 采取行动，并随时提出建议 提出建议 主动问做什么 等待指定下达
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2006年
姓名:
公司核心：
定战略----搭班子（高层的确立）-----带队伍（干部） ----建体系
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二、OEC的推行
（一）推行指导思想 （二）OEC管理：目标体系的制订
目标的制订 目标的论证 目标的分解 目标的执行与控制
（三）OEC管理：日清体系的制订
OEC管理的定义、特点-----字面
即3E的PDCA (一)OEC的解释 O-----Overall 全方位 E-----Everyone 每人 -----Everyday 每天 -----Everything 每件事 C-----Control 控制 -----Clear 清理 (二)PDCA的解释 目标明，计划细------P 每日事，每日毕------D 即时清，日总结------C 有提高，有激励------A
1、抓反复，反复抓：治大国若烹小鲜，不要搞运动式管理 2、抓重点：关键的少数制约着次要的多数 3、责权利统一 4、消灭“三胡”现象： A、胡弄：有标准，不按标准去干
有了标准，但不对照逐项确认，想当然认为符合标准了 以种种借口掩饰自己的错误或问题真相 B、胡干：没有标准的干 明知道标准有问题仍按照标准执行而不提出 C、胡说：未经调查研究，想当然认为应当这样
公司核心：
定战略----搭班子（高层的确立）-----带队伍（干部） ----建体系
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OEC管理要点
管理要点 总帐不漏项 事事有人管 人人都管事 管事凭效果 管人凭考核
OEC管理的实质 1、基础管理 2、细节管理 3、过程管理 4、绩效管理 5、问题管理
案例
主指标：设备停机率 子指标：
1、设备三级保养程序（3套：例行、一级、二级） 2、设备三级保养实施（执行率100%） 3、员工设备使用知识培训（1次/周，合格率100%） 4、设备管理档案建立（1 份） 5、设备故障现场处理（10分钟之内） 6、
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不断创新，精益求精，笃守诚信，真诚服务
OEC管理的定义、特点----工具层面
目标体系
提升力
目标管理
日清体系
止动力
过程管理
激励体系
向心力
绩效管理
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OEC管理的作用
OEC管理是-------帮助公司建体系
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OEC管理思想基础
企业
斜坡球体论
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OEC管理的内涵----“1339”
“1”----一个核心 根据永远在变的市场不断提高工作目标：创新-----日清日高 “3”----三个基本原则 闭环原则 比较分析的原则（自比与自己的最高水平比，与高手比） 不断优化的原则 “3”-----三个体系（瓶子原理） 目标体系-----提升力------目标管 日清体系-----止动力-----过程管理 激励机制-----向心力-----绩效管理 “9”-----九个控制要素 5W3H1S（干什么工作都要考虑5W3H1S） 5W----Why 目的 What 标准 Where 地点 Who 责任人 When 进度 3H----How 方法 How much 数量 How much cost 成本 1S----Safety 安全
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OEC管理日清体系建立
日清实现形式 班前会：班前后问题及建议 班后会（日清会）：以部门为单位召开，五个一标准
（1个传送、1个点评、1个问题、1个决议、1个故事）
日清表：
A、管理人员日清表：责任人自我填写，1天1张 3E卡：一线员工启用，其主管填写，本人签字，可周、月1次 B、日清表填写问题及建议 C、三大体系实施流程图 D、OEC之我见
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海尔
年底，中层干部关于下一年度工作的论证，张、杨是要亲自参与 月度中层干部例会：3号会，3~4小时，200人
1、干部讲评：上月干部考核结果 A、导向考核（价值观） B、绩效考核（业绩考核） 2、干部述职；PBT文档 3、案例互动：公司实例、公司的故事、外部实例 4、张瑞敏主题演讲：1小时
1、是一种工具------帮助我们完成目标、实现绩效的工具； 帮着我们解决问题的工具； 帮着我们提升职业化素质的工具。 2、是一种法宝------曾经和正在帮着无数企业更强更大也必然帮 着我们更强更大的法宝。 3、是一种标准------我们做好工作的标准。 4、是一种体系------使管理规范化、流程化的体系
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OEC管理的作用
OEC管理是-------帮助公司建体系
1、是一种工具------帮助我们完成目标、实现绩效的工具； 帮着我们解决问题的工具； 帮着我们提升职业化素质的工具。 2、是一种法宝------曾经和正在帮着无数企业更强更大也必然帮 着我们更强更大的法宝。 3、是一种标准------我们做好工作的标准。 4、是一种体系------使管理规范化、流程化的体系
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OEC管理目标体系建立
案例：海尔的责任分解
像生产电冰箱， 从一开始的钢板成型一直到最后的冰箱出厂， 总共是156道工序， 把156道工序分为545项责任， 然后把545项责任落实到每个人的身上， 并按责任价值量化汇成小册子， 小到一个螺钉上不好应负什么责任都有明确规定
文档内容
一、
OEC管理概念、作用阐述
二、OEC管理的推行
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一、OEC管理概念阐述
一、OEC管理概念阐述
1、定义、特点 2、要点、实质 3、思想基础 4、内涵---1339 5、作用
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工作项 目
月工作目标展开实施对策表
部门:
考核指 标(标准)
展开时间:
实施对 策 实施进 度
年
月
考核人
日
实际完 成
序号
编制:
审核:
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批准:
OEC管理日清体系建立
一、OEC管理日清体系建立
管理人员的日清 一线员工的日清 生产现场的日清
敌情：尤其是高手的知情 行情： 我情：我的优势、劣势、威胁、机遇
2、目标制定原则 有竞争力，目标服从战略需要，而不是现有条件 管理不漏项 指标（项目）具体，可以量化
3C时代 顾客、竞争、变化
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OEC管理目标体系建立
2006年部门方针目标展开实施对策表
部门:
部门方针：
实施进展 1 2 3 4 5 6 7 8 9 1 0 1 1 1 2 责 任 人 配 合 部 门 见 证 性 材 料 考 核 人
ቤተ መጻሕፍቲ ባይዱ
责任人:
序 号
项 目
目标 值
现状及 问题点
实施对策
工作标准
日清是什么？ 日清的实现形式
（四）OEC管理：激励体系的制订
激励原则 激励方法（物资、晋升、精神）
（五）推行过程中的问题纠偏 （六）管理内部体系的认证 （七）推行原则 （八）推行关键点 （九）推行流程
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OEC管理推行指导思想
日清“清”什么？ 清点带面（清体系上的东西） 清下联上（清领导的问题） 清果纠因（找原因、措施、方案） 目标是否达到，差距在哪里？（差距） 为什么会出现差距，问题在哪里？（原因） 如何纠偏及弥补，路径在哪里？（答案）
日清实施流程-----三段法 班前明确目标 班中适时控制 班后总结清理
没有通过试点，想当然地认为一定能够可行
5、PDCA循环 Plan计划----do实施 ----check检查-----action总结
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OEC管理目标体系建立
目标的制定
1、目标制定依据 企业现状分析及上年度企业方针目标诊断中的问题 企业中的各种中长期规划，及企业领导的任期目标 国内外市场信息、市场调查
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OEC管理目标体系建立
目标分解原则
1、自上而下，由大到小 2、责任到人，人尽其责（谁背着猴子） 3、要分数、更要分路（路径、出路） 4、充分预算（T模式） T模式； 每个人、每个问题把实现自己市场目标的时间定为“T”日， 然后再确定“T”日前要做哪些预算，“T”日后要进行哪些方面的闭环优化 T：相当于定单的执行（定单=命单） T-N：相当于定单的预算 T+N：相当于定单的跟踪与优化 3T： TIME：时间，要准时 TODAY：团队，市场目标是由SUB团队来完成的；日清，每天的工作要日清日高 TARGET：目标，在有第一竞争力的市场目标
朗松珂利OEC管理 ---共同架起团队的成功桥梁
2009年12月03日
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非知之艰（知道道理不难） 行之惟艰（做起来难） 忱则不艰（有热忱则不难） -----尚书
不断创新，精益求精，笃守诚信，真诚服务
战略、愿景-----组织框架-----2书一表：岗位职责书、作业指导书、日清表 年度方针目标---组织框架-----月目标、日目标 4、过程控制 5、每天总结 工作日总结：5：30下班，5:30~6:00员工总结 手段：日清会、日清单 我今天的工作做完了吗？效果如何？ 6、问题切入-------对待问题两项措施、三不放过 (“问题”及时清-----清零（问题不清零，发展有问题）) 7、立足现场-------发现问题在现场，分析问题在现场、解决问题在现场、提高素 质在现场 8、干部带头 9、持之以恒-------抓反复，反复抓；讲反复，反复讲 10、不断创新