HND员工培训与开发3.PDF

At beginning of this assessment, I would introduce the interview in order to be better for designing a training programme for managers within AG Bell Ltd at first. For all managers, the interview of ready working is very important. If we do my best, not only it could keep all work convenient with developing, but also we know we need do next necessary work. Such as: What is the aim or aims throughput the interview. What kind of requirements candidates should have. How we do this programme. When and where to ask prepare the questions and tests in interview. We need choose the concrete times, place, cost and staffs. Prepare some equipment, which needed during the interview.Thus, during the interview, Interviewers must be able to apply an appropriate verity of questioning techniques. Interviewers must be able to take legible note which accurately reflect the satisfaction of the interview. Interviewers must be able to rate different candidates using the company’s candidates rating scheme. Interviewers must be able to provide information about conditions of service and company background.Interviewers must be able to apply to the company’s policy on equality of opportunity and recruitment. Interviewers must be able to observe the response of candidate to make sure whether he nervous and than change the topic of have free talk.However, during the process of the interview, we should mainly create an agreeably, friendly and comfortable environment to the interviewees in order to have a good communication with each other interviewers can ask some simple questions to help interviewees relieve stress and nervous. For us, the interview of core, it is the most important parts in this programme. In this stage, interviewers put their energies mainly on collect the inform ation about the interviewee’s work abilities. We should pay more attention on how to ask questions. There are different kinds of questions, like closing questions, opening questions and guiding questions, we should use these questions together. Interviewer s can make a judgment about the interviewee’s work abilities. Interviewees can use this stage to check themselves whether forget the core questions and information; also they can ask whether they have opportunities to take the next interviews. After this interview, interviewers can choose and decide who will take part in the next interviews. Then the suitable interviewees will have the written interviews to decide who will obtain the vacancy.At the end of interview, though evaluating the records in the interview, we would analyze the qualification of candidates, and talk about each candidate with the relevant managers who also took part in the interview.According to the theory by Kolb 1975, we could make a good use of it to evaluate the work, which suggests that the process by which people learn is through the learning cycle. There are four main elements of this cycle and it is important to note that a learning process can begin at any point. It is also important for us to be aware that to complete the learning process learners need to work all the way around the cycle. This is important for designing training Activities, as we need to guide learners through the four elements of the learning cycle. The elements in the Kolb’s Learning Cycle are contain the concrete experiences, observations and reflections, formation of abstract concepts and generalization and testing the implications of concepts in new situations. According to this training programme, it also required the trainers to usetheir concrete experiences, and pay attention on observations or reflections about the process of the training programme. After this, that required the trainers to make the information that they observed form into abstract concepts and generalization. At last, all the information has formed as one kind of experience, so the trainers or the managers in the organization could use the information to testing the implications of concepts in new situations.In this a training programme, we must pay attention to four points. Preparing for the interviewPrepare relevant the interview of information or things are necessary before the work. Before interview, the managers should make a job description to improve the effectiveness of interview. Then that need to design the objectives for the interview to know what they want to get. First, we need choose the concrete times, place, cost and staffs. Second, according to the job description, they may draw up some questions, such as working environment, attitude, experience, requirement, career ability, degree and other about the interviewees. Then make use of the right answer for the questions to evaluate the answer of interviewees.Conducting the interviewInterviewers should pay attention to the techniques when Questioning, Listening and Observing. Interviewers must be able to apply an appropriate of question techniques and demonstrate action active listening skills. They must be able to take legible note which accurately reflect the satisfaction of the interview and they must be able t o rate different candidates using the company’s candidates rating scheme. Interviewers must be able to provide information about conditions of service and company background. They must be able to apply to the company’s policy on equality of opportunity and recruitment. Interviewers must be able to apply the current legislation framework for recruitment and observe the response of candidate to make sure him never nervous.Advantages and disadvantages of the interviewThere are some many advantages of holding an interview.Through the interview it is a good way to select a suitable person to work for us it is good for our works. And it is easy for us to select a suitable person. We could make communications between interviewers and interviewees. They could ask information about interviewees. We could easy directly face them and hear their sounds.But, do this way. There are some disadvantages of holding and inappropriate interview. Compare whit the phone interview, if an interview is not arranged well, it will cost a lot but dose not absorb suitable person, and it’s time-consuming, so we waste a lot of money and time to do an ineffective thing.Discrimination and how to avoid itTraining interviewer ought to let them know the relevant legislations about discrimination: The Race Discrimination Act, The Gender Discrimination Act, The Sex Discrimination Act and so on. Or, before the face to face interview, hold a telephone interview, so interviewers will not discriminate by some points. Basing on the relevant videotapes and case study, we can have a discussion about how is the behavior of the interviewers in those documents, the purpose of using these methodsof delivering is make the managers find out good points and bad points of these resources by themselves so that they will have a good practice when they do it in the future. In order to avoid appearing the different discriminations in interview, such as sex discrimination, race discrimination, disability discrimination, etc. Everyone should try to avoid it. Before the interview, interviewers should know relevant act clearly. Like the Sex Discrimination Act; the Equal Pay Act 1975; the Race Relations Act 1976; the Disability Discrimination Act 1995, etc. And at the interview, try to use less discriminate words and avoid discrimination. It not only can help company find the suitable employees, but also can improve external image of the organization.Overall objective: the overall objectives in this programme are to choose the best learners for the role of customer service, and to improve performance of the organization. The individualsession objectives are to make each learner know correctly about theTrainer’s objective: complete the training on time, showrelevant skills, knowledge to learners using an appropriateLearner’s objective: learn and use relevant skills andknowledge to conduct a selection interview basing on an8:47 What is a selection Answers from learners Paper and pens 9:15 How is our selection Participants complete Questionnaire and9:30 Relevant skills, knowledge Customer service video Relevant video case And attitude required during Facilitator facilitates review study, film, and so onA selection interview of video and identified skills,attitude and knowledgerequired10:05 Procedures of selection Trainer input PPT Calculate in financeIf trying to complete a measurement of costs, trainers may look at the direct and indirect costs. The costs are associated with the planning and delivery of the training activity. The direct costs might include resources accommodation, equipment, materials and the indirect costs include time, loss of productivity and downtime. Then the generally cost may contain the following parts:PREPARINGComputer 10.000Paper 10Pens 20Internet 50Typewriter 500Printer 200DELIVINGComputer 9.000Projector 20.000Paper 10Pens 10Folders 50As a tool of evaluation, in order to be better, we ought to make a good use of it. Though this evaluation tools, we could know how training can be better. Thus, Evaluation can also help trainers improve training efficiency, meanwhile, based on feedback, they would do their best. What’s more, we understand that the importance of aligning training Activity with business goals and performance improvement. Thus, we just make four levels to be convenient for evaluation. Level 1: Reaction- this level evaluates the learners’ perception of the training course. We should use oral text or according to observing to know about learners’ perception. Level 2: Learning- we identified that learning objectives can be defined in relation to skills, knowledge and attitude. At this level of evaluation, participants have learned new skills, attained new knowledge or changed their attitudes.Level 3: Behavior- this level of evaluation, it could prove in behavior demonstrated by learners as a result of having the learning experience.Level 4: Result- at this final level, evaluation is focused on trying to establish the extent to which learners have been able to use their learning in new situations. The impact on the organization’s objectives is also measured. According to these four levels of evaluation, it shows the reaction of trainees on the course for managers. We could just know the result of evaluation though using four levels, which reflect the level of how they accept the knowledge, skills and so on. From it, we would analyze clearly their advantage and disadvantage. Therefore, we just understand what result is the best.。