HND员工培训与开发outcome1
HND人力资源管理outcome1【范本模板】
Individual ReportF84T 34 Managing People and OrganisationsOutcome 1NAME：uSCN：CLASS:ContentsIntroduction 0Section 1：Relationship between goals, objectives and policies (1)Section 2：Differences between the formal and informal organization.. 1Section 3：Open System Theory (1)Section 4: Different stakeholders (2)Section 5: Effective control strategy (3)Conclusion (3)Reference (3)IntroductionThe purpose of the report is what to understand more fully the organization management. I learned company’s departments’ work together in order to achieve the company's goals。
This report has five sections which are relationship between goals, objectives and policies, differences between the formal and informal organization，open System Theory，different stakeholders and effective control strategy.Section 1： Relationship between goals, objectives and policiesThe relationship between goals, objectives and policy facilitates to the effective management. Goals and objectives provide the desired results，and the policy is guiding people how to do. Feasible policies can help the realization of the aims and objectives of better.Goals:25713 6471 摱34197 8595 薕32495 7EEF 绯424989 619D 憝：dKGoals are long—term。
HND商法导论OUTCOME1答案
Outcome Covered 1Assessment task instructionsCandidates will be given one closed-book exercise consisting of ten restricted response questions for the assessment of Outcome 1. This exercise should take candidates approximately 30-45 minutes to complete.考生将获得1闭卷行使十个评估的结果1限制反应的问题组成。
这项工作应采取的候选人约30-45分钟才能完成。
分钟才能完成。
1 List the main sources of modern Scots Law.1名单现代苏格兰法律的主要来源。
名单现代苏格兰法律的主要来源。
Statute law, common law and European Union law2(a) What is meant by the doctrine of judicial precedent?2（一）什么是司法先例原则？（一）什么是司法先例原则？2(b) Give an example of a judicial precedent.2（b ）给出了一个司法先例的例子。
）给出了一个司法先例的例子。
3(a) Which is the superior legislative body: the Westminster Parliament or the Scottish Parliament?3（一），这是上级立法机构：威斯敏斯特议会或苏格兰，这是上级立法机构：威斯敏斯特议会或苏格兰议会？议会？3(b) Explain your choice of answer in part (a) above.3（b ）解释第（一）项的选择你的答案。
HND人力资源管理outcome1
Individual ReportF84T 34 Managing People and OrganisationsOutcome 1NAME: uSCN：CLASS：ContentsIntroduction 0Section 1：Relationship between goals, objectives and policies (1)Section 2：Differences between the formal and informal organization .. 1 Section 3：Open System Theory (2)Section 4: Different stakeholders (2)Section 5: Effective control strategy (3)Conclusion (4)Reference (4)IntroductionThe purpose of the report is what to understand more fully the organization management。
I learned c ompany's departments’ work together in order to achieve the company’s goal s。
This report has five sections which are relationship between goals，objectives and policies, differences between the formal and informal organization，open System Theory，different stakeholders and effective control strategy.Section 1： Relationship between goals， objectives and policiesThe relationship between goals，objectives and policy facilitates to the effective management. Goals and objectives provide the desired results, and the policy is guiding people how to do。
HND-员工培训与开发作业-outcome2(1)
a.Training in National ContextThe National Training Framework is made up of information from a number of sources, both government and the network of organizations, geared towards helping organizations and individuals to develop.In Scotland, the Scottish Executive identifies key priorities for achieving business development.Training National Context includes any agents:1.Scottish Enterprise / Local Enterprise CompaniesThe Scottish Enterprise Network is central to the delivery of the Scottish Executive vision for a ‘Smart Successful Scotland’. One of the key aims for the Enterprise Networks is to enable Scotland to become a nation where creating learning and connecting faster is the basis for sustained productivity growth, competitiveness and prosperity.One of the key themes for the Enterprise Network is learning and skills and the target under this heading is ‘Every Scot ready for tomorrow’s job’. To achieve this, the networks play key roles in meeting national targets for training and are responsible for the delivery of some nation training schemes.Scottish Enterprise is Scotland’s main economic development agency. The Scottish Executive funds the agency. Scottish Enterprise consists of Scottish Enterprise and 12 Local Enterprise Companiescovering special geographical areas. Scottish Enterprise may provide funding for local initiatives aimed at achieving the government’s national targets for education and training. Many of these initiatives might include:●Investors in people●Modern apprenticeships●National vocational qualificationsScottish Enterprise works in partnership with companies individuals and universities, colleges, local authorities and other public sector bodies to achieve these goals.2.Learndirect ScotlandAnother key agency for achieving the Scottish Executive’s vision of a smart, successful Scotland is Learndirect Scotland. This agency offers advices to both individuals and employers to help them access the training they need.3.Sector Skills CouncilsUK-wide, independent organizations, Sector Skills Councils are develops by groups of influential employer industry or business sectors of economic of strategic significance. Employer-led and actively involve trade unions, professional bodies and other stakeholders in the sector, SSCs are licensed by the Secretary of State for Education and Skill, in consultation with government ministers in Scotland, Wales and NorthernIreland. Their role is to tackle the skills and productivity needs of relevant sectors throughout the UK.The aims of SSCs are reduce skills gaps shortages; improving productivity, business and public service performance; increase opportunities to boost the skills and productivity of everyone in the sector’s workforce including action on equal opportunities; improving learning supply, including apprenticeships, higher education and national occupational standards.b.Training in National Context operates some initiatives:a)Investors in PeopleThe Investors in Peoples Standards sets out a level of good practice for the training and development of people to achieve business goals. It provides a national framework for improving business performance and competitiveness. Organization working towards the Standard must show a planned approach to setting and communicating business objectives and developing people to meet these objectives.The Investors in Peoples Standards is based on four key principles: Commitment: to invest in people to achieve business goals Planning: how skill, individuals and teams are to be developed to achieve these goalsAction: taking action to develop and use necessary skill in well definedand continuing programme directly tied to business objectives Evaluation: outcomes of training and development for individuals progress towards goals, the value achieved and future needs.Being recognized as an ‘Investor in People’ involves a number of step:●Understanding the standard and its strategic implications for yourorganization.●Undertaking a review against the standard to identify any gaps incurrent practice.●Making the commitment to meet the standard and communicating that commitment to all members of staff.●Planning and taking action to bring about change.●Bring together the evidence for assessment against the standard.●Achievement or recognition as an investor in people.b)Get Ready for WorkGet Ready for Work supports young people to move into a job, further training or college, by helping them focus on what they want to do. Participant learn new skills and get the confidence they need to progress. People taking part in the programme get the chance to try out ‘work tasters’ and work placements-helping them decide on the job that’s best for them.Get Ready for Work helps young people identify their individualneeds ands offer training in a number of skills.c)Modern ApprenticeshipsModern Apprenticeships offer people aged over 16 the chance of paid employment linked with the opportunity to train for jobs at craft, technician and management level. They are an exciting way for people to gain skills and qualification that will help to start a career without having to study full-time, and are available now across a wide range of industries. Modern Apprentices develop expertise and knowledge through on-the-job assessment as well as can also gain vital skills in areas such as teamwork and problem solving.Two of the initiative usefulness for A G Bell LtdInvestor in People is has benefits for A G Bell Ltd, has four key principles: commitment、planning、action、evaluation. This is a very important project for Bell. First, company give a promise to employee can achieve business goals, then planning how skill, individual and teams are to be development achieving these goals. Give staff confidence to get ready for the project. After all of these, company can take action to achieve the goals. For A G Bell Ltd, through this standards can improve the company’s performance, also can let public has a good impression on company. Also this project can help organization earn more profits. And can improve the staff knowledge level.Get ready for work is suit for Bell. Get ready for work aim at helppeople to seek for career dream and has position to their future, then offering the training for them. Because Bell recruit the disadvantage people, let them know what they need and how to get the goals is very important. Most significantly, the training is necessary for them. Through this project can let employee has a very strong realize for their value company. And this is will a base for new staff to start work.The implementation of National Training Framework in AG Bell Investor in people, can be implement in A G Bell Ltd. It has four key principles, commitment, planning, action, evaluation.First, let employee know through this project can get any business goals. Them can know achieve the goals, can earn more profits. After this make a detailed planning to achieve the goals. Then take action to make sure the goals will be practice on time. Last evaluation the efforts of practice.If achieve the standards, company may get many help of government. The impression on public also has been increased. Then the profits must be increase. Sure, if there not, company know where should be improve. Then make more progress, is a process to improve.Get ready for work, can be implement in the A G Bell Ltd. Get Ready for Work helps young people identify their individual needs and offer training in a number of skills. In AG Bell, they need the new staff can take part in the work needs high skills. A training allowance is paid toparticipants. Do this can let employee suit the company’s environment. Get Ready for Work can also is suitable for recruit staff from disadvantaged group, as they can be provided good skills training when they start to work. Good for the company improve the level of staff.。
HND人力与组织管理outcome1【范本模板】
1.Analyze the relationship between organizational goals， objectives and policies andexplain their contribution to effective management in the Shangri-la Hotel case study。
Organizational goal is the expected results of subjective vision, is formed in the mind of a subjective ideology。
the goals include five parts followsCustomer goals focusing on customers' needs, benefits， services ，etc。
For example people who live in the Shangri—la Hotel are need comfortable room， delicious food and excellent service。
Product goals related to the range of products including quality， quantity and services on offer。
For example Craig is convinced that using the freshest meat,vegetables and fruit from Gordon's farm is essential。
Operational goals covering areas like technology or machines used,staffing levels。
Craig must make sure that all customers would be attended to within five minutes of being seated.Secondary goals subordinate to the above three goals and relating to environmental issue. At the end of each week, Craig always provided free drinks for the team to celebrate， and the team always enjoyed these get-togethers.Service goals is every employee should be a good professional quality and professional personal integrity，into every day to deal with customers do every thing, into the customer’s perception and recognition.The hotel want to customers feel pleasant in the hotel.Organizational objectives are more specific than goals and identify the specific path to be taken in order to achieve goals.It has to be SMART (specific， Measurable, Attainable, Realistic， Time—bound）Specific: objective must be detailed and definite。
hnd_人力资源管理outcome1
1. Human Resource Management was introduced as a term to reflect how organisations achieed the best from their employees. It was reconised that the best way to compete in an ever-increasing worldwide market was to have highly motivated people.Human Resource Management refers to the practices and policies you need to carry out the personnel aspects of your management job, specifically, acquiring, training, appraising, rewarding, and providing a safe, ethical, and fair environment for your company’s employee s.2. （1）Human resources management is said to incorporate and develop personnel management tasks, while seeking to create and develop teams of workers for the benefit of the organization.Personnel management is often considered an independent function of an organization. Human resource management, on the other hand, tends to be an integral part of overall company function.Personnel management is typically the sole responsibility of an organization's personnel department. With human resources management, all of an organization's managers are often involved in some manner, and a chief goal may be to have managers of various departments develop the skills necessary to handle personnel-related tasks.a.Emerging of Personnel Management/Social justiceEvolution of Personnel management started in 19th century. During the 19th century’s governments began to feel pressure from the working class masses who started to question and defy the power of the aristocracy. This was called the social reform. The working class began to form workplace combinations and trade organizations to provide a collective voice for their rights. The fist Trade Union Conference held in 1868. The personnel function arises from the work of nineteenth century social reformers.b.Grouth in PM 1914-1939/Human bureaucracyThe exact growth of personnel management started during First World War. Include the supply of welfare officer made mandatory by government and the title labour manager or employment manager came in the year 1920 in engineering industry and other industries where the factories was very importanty to handle absence、recruitment and so on. Second world war increased the importance of having personnel department In the early twentieth century, personnel began to move away from its primary focus on welfare. This was a period in which large-scale industrial organisations began to emerge. Personnel as a specialism started to take shape, with responsibility to look at areas such as organisational design and staffing. Some social scientis ts’ studies promoted the development of PM. For examples: Frederick Taylor and Elton Mayoc.Consent by negotiationDuring the 1950s and 1960s, the personnel function widened its role in organisations to include a bargaining role. Industrial relations became a key personnel role. The statutory duty placed on nationalised industries required them to negotiate with unions representing employees. University courses began to appear for personnel specialists. Personnel management perform different function such as Collective bargaining role, Implementation of legislation role, Social conscience of the business role, Growing performance improvement role.d. Organisation and integrationFrom the early 1980s, the Human Resources Management function is complex and as such has resulted in the formation of Human resource departments/divisions in companies to handle this function. The Human resource function has become a wholly integrated part of the total corporate strategy.Personnel specialists began to develop a closer role in the management of organisations, rather than dealing principally with employee issues on their behalf. The period also saw the growth of personnel as a career, with opportunities to specialise in specific areas. The practitioners of HRM are required to get certification ,such as CIPD.（2）a.Human recource planningHuman recource planning requires the human resource mangement function to ensure that it has in place the right type and number of workers in place at any given time.b.Recruitment and selectionRecruitment and selection are usually considered as one process. However, we will make the distinction here between the initial actions and considerations when planning staff recruitment and the process of selecting an individual from a pool of applicants. Recruitment needs to be carefully planned in order to attract the right type of applicant. Ultimately, this increases the chances of making a suitable selection and appointment. c. Training and DevelopmentMore and more organisations are recognising human capital as their most valuable asset. Retaining the best people in your company requires a comprehensive succession planning policy. In fact, corporate training and development is the solution to enhance the competence and capabilities of your people. Through training and development, you can observe improvements in performance of your workforce in handling their job more effectively. Equipped with the right skills and knowledge, your best people can perform better.d. Employee relationsEmployee Relations involves the body of work concerned with maintaining employer-employee relationships that contribute to satisfactory productivity, motivation, and morale. Essentially, Employee Relations is concerned with preventing and resolving problems involving individuals which arise out of or affect work situations.e. Pay and rewardIt is important for employers to find out what attracts, retains and engages individuals and then explore how best they can meet these needs as well as meeting the requirements of the business within the appropriate legal and regulatory environment. It is crucial that when creating an employer offering, organisations try to ensure that they align their practices to the needs of the business and employees, and integrate the various elements of the reward package so that they support, rather than contradict, one another.f. Performance Management and AppraisalStaff Performance Management is one of the most important functions in human resource management. It provides the context to link individual objectives with departmental targets, thus supporting and facilitating the attainment of departmental goals.Staff performance management can be a very effective management tool when applied properly. It provides staff with clarity of aims and focus on job expectation, motivates staff to perform better, cultivates the desired culture, helps focus on the desired results,improves communication, helps develop staff and helps achieve departmental objectives.g. Job analysisJob analysis is the procedure through which you determine the duties of these jobs and the characteristics of the people who should be hired for them. It include two main part : Job descriptions – what the job entails? Person specifications – what kind of people to hire for the job?Job Analysis: The procedures for determining the duties and skills requirements of a job and the kind of person who should be hired for it .Job description: A list of a job’s duties , responsibilities, reporting relationships, workin g conditions, and supervisory responsibilities. It is a product of the job Analysis.作为一个术语，以反映组织achieed如何从员工的最佳的人力资源管理。
HND客户服务OUTCOME1案例
Assessment Task 1Outcomes covered 1 and 2Assessment Case study: The ABC AirlineAn ABC Airline is an airline based in Singapore who has a young fleet, experienced pilots, attentive cabin crew and the pickiest ground technicians in the world.This airline company claims to offering the customer its undivided attention and care. Today, it is taking great pride in its reputation for both quality and being a ‘good listener’. It has learnt that superior-quality service pays off and, most importantly, that doing what the customer wants is the key to customer retention.As one of Asia’s largest route network operations, the ABC Airline conducted in 2005 one of the most comprehensive and extensive passenger surveys ever carried out. As the usual industrial practice only a few thousand travelers are asked for their views and comments. The airline surveyed over 400,000 Asian business travelers who fly with them or other airlines. What’s noteworthy is not the survey results, but the response to what business customers want.Top of the list of wants for a better flight for business customers was more leg-room and elbow-room, followed in third and fourth places by designated lounges and non-smoking aircraft. Separate check-ins and passport control were the top two most important convenience factors stressed by the business customers surveyed.The ABC Airline listened and took note by heart. It carried out tests on wider seating arrangement for business-class passengers on selected domestic and international routes. Responses were very positive. It redesigned a unique response where the airline world is concerned, business-class seats to make them wider. To ensure that The ABC Airline got things right first time, the design of the new seat was carefully thought out. The airline seat manufacturer, which was commissioned to do the redesign, was brought in to work with the airline’s marketing and technical staff. Other conveniences were also incorporate into the ne w seats. For example, they are equipped with modern communication systems, and a credit-card-operated telephone is installed in each armrest!Finding out what target customers require or desire is one thing. Responding to these demands and to the satisfaction of customers is another. The ABC Airline ran an ad campaign to thank respondents in the survey. But as the story above shows, a customer focus can benefit service business. To improve service quality, the firm must listen to what customers want and then commit resources to deliver precisely that.NB: The Case Study above is totally fictitious. It does not depict any real company.。
HND员工培训与开发outcome1
IntroductionThe main content of this report describes the difficulties faced by the A G Bell Ltd. in High town and the solutions. How to solve the problem of human resource management.This report is divided into three main parts. The three main parts are policy statement the main body of the training and strategy responsibilities for training at AG Bell LtdTraining and developing the workforce is important in company.Section 1: policy statement1.Policy StatementA G Bell Ltd. is provide 24/7 call center services. The company provides services to customers by high level of service and high technology applications. The company’s structure is flat organization structure. The department of the company is made up of teams. The company's less hierarchy is conducive to communication between organizations, Inter Organizational Communication is conducive to the development of the company and to avoid mistakes in the work.The company’s organization wants to recruit 40 new employees in High Town. The company will relocate to larger premises for the next two months. The recruitment and training of employees is very important. The company carries on the personalized training to the staff, to be trained by the company staff to improve work efficiency to meet the needs of the company. The company recruitment is diversified. The company recruiting vulnerable groups. The company give attention to vulnerable group of employees. Employees contribute to the organization through training.2.The main body of the Training StrategyA.the nature of AG Bell LtdAG Bell Ltd.’s vision is provides services to customers by high level of service and high technology applications. Customers are satisfied with the service from AG Bell Ltd. AG Bell Ltd development to get more market share. The company’s structure is flat organization structure.The company’s recruitment is distinctively, Ltd. AG Bell Ltd. will recruits staff from a disadvanged group, it is very important for the company to train the staff from a disadvanged group.B.the commitment and the contributionCommitment:AG Bell Ltd. come to High Town to face a lot of difficulties. The difficulties includes local economic decline, local employment rate is low and laborer’s skills is low. But AG Bell Ltd. to overcome these difficulties. The company training staff to improve skills and work efficiency. The company is committed to the fair treatment of each employee. The company encourage every employee to work better. The good performance of the staff is good for the organization to achieve the goal and profit maximization.Contribution: The AG Bell Ltd. has made a lot of contributions to the society. AG Bell Ltd. will recruits staff from a disadvanged group. AG Bell Ltd. helped High Town down the unemployment rate. The company helped disadvanged group’s ease the burden on the family. Companies can open lectures and psychological counseling to help disadvanged group overcome psychological barriers. The Company can strengthen exchanges and cooperation between employees.The company's good reputation is good for the company to get the customer's satisfaction and more market share.Section 2: The main body of the training strategyA.the major issues of AG Bell Ltd.AG Bell Ltd. will face a lot of difficulties in the next two years. AG Bell Ltd. wants to recruit 40 new employees in High Town. High proportion of traditional industries in High Town, so High Town employee has no experience in call center services.AG Bell Ltd. concerned about disadvantage groups. AG Bell Ltd. recruitment has a characteristic, recruit staff from disadvantage groups. They may have psychological barriers. Staff from disadvantage groups may have an inferiority complex and they may not be willing to communicate with their colleagues. They need equal treatment and training.High Town’s local economic downturn. The unemployment rate of High Town’s traditional manufacturing industry is low. So the skills of the unemployed workers are low. The company takes a long time to train the staff.B.Training needsAG Bell Ltd. moved to High Town five years ago. AG Bell Ltd. needs to have a familiar process in High Town. The contents of AG Bell Ltd. training staff include personal team leadership; information technology; safety and health knowledge; Fluent communication skills.C.Resource implication of training needsAbout health and safety training and customers service training both of training for organizational group and individual. The organizational short-term training includes to understand the local cultural environment and lecture of employee psychological enlighten, organizationalmedium to long-term training includes cultivate customer loyalty and to update employee benefits policy. Group’s short-term training includes familiar with work flow training and the training of the employees are familiar with each other. Group’s medium to long-term training includes training for group leader; and improve the training of group work efficiency. Individual short-term training includes job skills training and mental health training Individual medium to long-term training includes the training of employees' loyalty to the company and training of employees' benefits and features.Section 3: responsibilities for training at AG Bell LtdA.ManagerManager analyzed the company's performance and achievements. Manager supports an employee who works hard.B.Team leaderTeam leader has different training for different job roles.C.Training professionalsTraining professional’s organization design training and development strategy. Training professionals designed and produced materials for training.D.IndividualDetermine individual training needs.ConclusionWith the help of human resource management, the company has solved many problems about training.A G Bell Ltd. has a good social reputation. A G Bell Ltd. is concerned about the vulnerable groups. A G Bell Ltd. helped to lighten the burden of society. Wish A G Bell Ltd. a better and better development.ReferenceHallier, J. and Butts, S. (2000) ‘Attempts to advance the role of training: process and context’, Employee Relations, Vol. 22, No. 4, pp. 375-402.King, N. (1994), ‘The qualitative research interview’, in Cassell, G., Symon, G. (Eds), Qualitative Methods in Organisational Research, Sage Publications, London.（素材和资料部分来自网络，供参考。
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IntroductionThe main content of this report describes the difficulties faced by the A G Bell Ltd. in High town and the solutions. How to solve the problem of human resource management. This report is divided into three main parts. The three main parts are policy statement the main body of the training and strategy responsibilities for training at AG Bell Ltd Training and developing the workforce is important in company.Section 1: policy statement1.Policy StatementA G Bell Ltd. is provide 24/7 call center services. The company provides services to customers by high level of service and high technology applications. The company’s structure is flat organization structure. The department of the company is made up of teams. The company's less hierarchy is conducive to communication between organizations, Inter Organizational Communication is conducive to the development of the company and to avoid mistakes in the work.The company’s organization wants to recruit 40 new employees in High Town. The company will relocate to larger premises for the next two months. The recruitment and training of employees is very important. The company carries on the personalized training to the staff, to be trained by the company staff to improve work efficiency to meet the needs of the company. The company recruitment is diversified. The company recruiting vulnerable groups. The company give attention to vulnerable group of employees. Employees contribute to the organization through training.2.The main body of the Training StrategyA.the nature of AG Bell LtdAG Bell Ltd.’s vision is provides services to customers by high level of service and high technology applications. Customers are satisfied with the service from AG BellLtd. AG Bell Ltd development to get more market share. The company’s structure is flat organization structure. The company’s recruitment is distinctively, Ltd. AG Bell Ltd. will recruits staff from a disadvanged group, it is very important for the company to train the staff from a disadvanged group.B.the commitment and the contributionCommitment:AG Bell Ltd. come to High Town to face a lot of difficulties. The difficulties includes local economic decline, local employment rate is low and laborer’s skills is low. But AG Bell Ltd. to overcome these difficulties. The company training staff to improve skills and work efficiency. The company is committed to the fair treatment of each employee. The company encourage every employee to work better. The good performance of the staff is good for the organization to achieve the goal and profit maximization.Contribution: The AG Bell Ltd. has made a lot of contributions to the society. AG Bell Ltd. will recruits staff from a disadvanged group. AG Bell Ltd. helped High Town down the unemployment rate. The company helped disadvanged group’s ease the burden on the family. Companies can open lectures and psychological counseling to help disadvanged group overcome psychological barriers. The Company can strengthen exchanges and cooperation between employees. The company's good reputation is good for the company to get the customer's satisfaction and more market share.Section 2: The main body of the training strategyA.the major issues of AG Bell Ltd.AG Bell Ltd. will face a lot of difficulties in the next two years. AG Bell Ltd. wants to recruit 40 new employees in High Town. High proportion of traditional industries in High Town, so High Town employee has no experience in call center services.AG Bell Ltd. concerned about disadvantage groups. AG Bell Ltd. recruitment has acharacteristic, recruit staff from disadvantage groups. They may have psychological barriers. Staff from disadvantage groups may have an inferiority complex and they may not be willing to communicate with their colleagues. They need equal treatment and training.High Town’s local economic downturn. The unemployment rate of High Town’s traditional manufacturing industry is low. So the skills of the unemployed workers are low. The company takes a long time to train the staff.B.Training needsAG Bell Ltd. moved to High Town five years ago. AG Bell Ltd. needs to have a familiar process in High Town. The contents of AG Bell Ltd. training staff include personal team leadership; information technology; safety and health knowledge; Fluent communication skills.C.Resource implication of training needsAbout health and safety training and customers service training both of training for organizational group and individual. The organizational short-term training includes to understand the local cultural environment and lecture of employee psychological enlighten, organizational medium to long-term training includes cultivate customer loyalty and to update employee benefits policy. Group’s short-term training includes familiar with work flow training and the training of the employees are familiar with each other. Group’s medium to long-term training includes training for group leader; and improve the training of group work efficiency. Individual short-term training includes job skills training and mental health training Individual medium to long-term training includes the training of employees' loyalty to the company and training of employees' benefits and features.Section 3: responsibilities for training at AG Bell LtdA.ManagerManager analyzed the company's performance and achievements. Managersupports an employee who works hard.B.Team leaderTeam leader has different training for different job roles.C.Training professionalsTraining professional’s organization design training and development strategy.Training professionals designed and produced materials for training.D.IndividualDetermine individual training needs.ConclusionWith the help of human resource management, the company has solved many problems about training. A G Bell Ltd. has a good social reputation. A G Bell Ltd. is concerned about the vulnerable groups. A G Bell Ltd. helped to lighten the burden of society. Wish A G Bell Ltd. a better and better development.R eferenceHallier, J. and Butts, S. (2000) ‘Attempts to advance the role of training: process and context’, Employee Relations, Vol. 22, No. 4, pp. 375-402.King, N. (1994), ‘The qualitative research interview’, in Cassell, G., Symon, G. (Eds), Qualitative Methods in Organisational Research, Sage Publications, London.。