1, human resource planning in a broad sense is the general name of all human resource planning in an enterprise, and it is the unity of strategic planning and tactical planning.
2. Narrow human resource planning refers to the process of forecasting the demand and supply of enterprise human resources by scientific methods according to the changes of internal and external environment and conditions, and formulating corresponding policies and measures, so as to achieve the balance between supply and demand of enterprise human resources, realize the rational allocation of human resources and effectively motivate employees.
3, human resources planning can be divided into:
Long-term planning (planning for more than 5 years), medium-term planning (planning period is 1 to 5 years) and short-term planning (planning period is 1 year and below).
4. Contents of human resource planning: strategic planning, organizational planning, system planning, personnel planning and cost planning.
5. Human resource is the most active factor in an enterprise, and human resource planning plays a decisive role in enterprise planning and is the link of human resources.
6. Job analysis is a systematic study of the nature, tasks, responsibilities, job relations, working conditions and environment of various jobs, as well as the qualifications that employees should have to undertake the tasks of this position, and the process of formulating work norms and personnel norms of other positions.
7. Contents of job analysis: ① What should a post do? (2) what kind of person is the most suitable? ③ Formulate job descriptions and qualifications.
8, the role of job analysis:
(1) laid a foundation for recruiting, selecting and appointing qualified employees; ② It provides a basis for the assessment and promotion of employees.
③ It is a necessary condition for enterprises to improve their work design and optimize their working environment; ④ It is an important prerequisite for talent supply and demand forecasting.
⑤ It is the basis of salary (post) evaluation.
Sources of job analysis information: ① written materials (existing job responsibilities, job advertisements, etc.). ) ② On-the-job report (interview and work log) ③ Colleague report ④ Direct observation.
9. Job specifications, also known as labor norms, job rules or job standards, are unified provisions on a special thing in each position in an organization or on the labor behavior and quality requirements of some employees.
10. Post specification content: post labor rules (time rules, organization rules, post rules and cooperation rules), personnel quota standards, post training norms and post employee norms.
Structural model of job specification: management position {knowledge and ability specification (responsibility requirements, knowledge requirements, ability requirements, experience requirements) and training specification (guiding training plan, reference training outline, recommended teaching materials)}; Production post {technical business capability specification (knowledge, application and work examples), operation specification (post responsibilities and main tasks, quantity and quality requirements of post tasks, completion deadline, procedures and operation methods for completing various tasks, and degree of cooperation with related posts)}; Other kinds of work specifications.
The difference between job description and job description (short answer)
Distinguish posts and standardize work instructions
The content covers a wide range, but some overlap, focusing on the "things" and "things" of the post, and summarizing it in the form of words and charts.
Different themes solve the problems of "what kind of employees can be competent for this position", what kind of employees can be competent, what the position is, what to do, where to do it, and how to do it under environmental conditions.
The structural form is formulated and promulgated in accordance with the principle of enterprise standardization. Not limited by the principle of standardization, the content can be complicated and simplified, and the structural forms are diversified.
Content of job description: (1) Basic information; (2) Job responsibilities; (4) Work content and requirements; (6) Work authority; (6) Working conditions and environment; (7) Working hours; (3) qualifications; (3) physical condition; (3) psychological quality requirements; (3) professional knowledge and skills requirements; (3) Performance evaluation.
Job description classification: position, department and company
Procedure of job description: Draft the job description, and modify it after special discussion by post analysis experts.
1 1, job analysis program: preparation stage (⑴ preliminary understanding of various basic data and information; (2) After the design, the survey plan (a) defines the purpose of the survey, (b) determines the survey objects and units, (c) determines the survey items, (d) determines the survey forms and notes, and (e) surveys (interviews, questionnaires, observations, group discussions, etc. should be flexibly used), and summarizes the analysis stage (conducts in-depth and detailed analysis of the survey results, and finally makes a comprehensive summary in the form of text icons).
12, the basic principles of work design: ① clear task objectives ② reasonable division of labor ③ corresponding responsibilities and rights.
13, "setting up posts according to events" is the basic principle of setting up posts.
Requirements for post setting: ① According to the overall development strategy ② Responsibility objectives, it should be clear whether the number of posts is the lowest ④ The relationship is coordinated ⑤ Scientific and sufficient.
14, improve the basic content of job design:
① Expansion (horizontal and vertical) and enrichment of post work (diversification of tasks, clarification of task meaning, completeness and autonomy of tasks, and emphasis on communication and feedback) ② Full load of post work ③ Working hours system of posts ④ Optimization of working environment.
The horizontal expansion of work will be an operation merger with fine division of labor, with one person in charge of one process and several people in charge of several processes.
Vertical expansion will transfer part of managers' intelligence to producers, and the scope of work will expand vertically along the direction of organizational form.
15. Factors considered in the optimization of working environment (mainly employees): workplace organization, lighting and color, configuration of equipment, instruments and manipulators, and natural factors (air, temperature, humidity, noise and greening).
16, the significance of improving job design:
① The need for division of labor and cooperation among enterprises ② The need for enterprises to continuously improve production efficiency and increase production.
③ The physiological and psychological needs of laborers to engage in labor activities under safe, healthy and comfortable conditions.
17, the central task of job analysis is to provide a basis for the human resource management of enterprises and realize "the right person, the best person, the right person and the right person."
18, the basic method of job design:
(1) traditional method research technology (program analysis
19, enterprise staffing: also known as labor capacity or staffing. Enterprise labor capacity is a preset quota for enterprises to equip all kinds of personnel according to certain quality requirements in order to ensure the normal production and business activities of enterprises under certain production technology organization conditions. Enterprise quota is the quantitative and qualitative boundary of labor force use. (Unit of measurement = person? Year =25 1 working day =2008 working hours/person? Month =209.22 working days = 167.362 working hours; Perennial staffing should account for 40%-50% of all employees)
20. Staffing classification: administrative staffing, enterprise staffing and military staffing.
2 1, the role of enterprise personnel management:
① Reasonable labor ability is the scientific standard of employing people in enterprises ② Reasonable labor ability is the basis of human resource planning in enterprises.
(3) scientific and reasonable staffing is the main basis for the deployment of all kinds of employees in enterprises; (4) advanced and reasonable labor ability is conducive to improving the quality of employees.
22, the principle of enterprise quota:
(a) based on the production and operation objectives of the enterprise; (2) aiming at simplification, high efficiency and borrowing (product design should be scientific and part-time jobs should be advocated); (3) The proportion of all kinds of personnel should be coordinated.
(4) People do their best, and people do their best; (5) create a good environment for the implementation of staffing standards; (6) Revise the staffing standards in time.
Test center calculation: the basic method to check the number of personnel. Page 29: Example 1, Example 2; Determining the number of economic and reasonable medical staff by probability inference
23. Staffing standard: it is a unified regulation for labor capacity within a certain range, and it is approved and promulgated by the standardization authority in labor capacity.
24, labor ability standard classification (country, industry, local, enterprise)
According to the comprehensive degree of staffing standards, the detailed staffing standards for a single person (a certain type of post, equipment and products).
General staffing standards (for a certain category of personnel)
According to the specific form of quota standard, efficiency quota is suitable for unaffected manual operation according to production tasks, work efficiency and attendance.
Equipment staffing is based on equipment performance, technical requirements, work scope and workload of workers.
Post staffing is based on the nature and characteristics of work, workflow and general task.
Proportional headcount determines the number of people in another category according to the proportion with the total number of employees or the total number of people in a certain category or service category.
Determine the division of responsibilities according to the organization, scope of responsibilities and business division.
A new method of enterprise staffing, mathematical statistics, divides all employees into three categories: labor, accounting and production, and calculates according to the workload impression coefficient.
Application probability
The method of queuing theory is the same as using tools.
Zero-based staffing starts from scratch, and the second-and third-line personnel are determined according to the actual workload of the post.
25, the principle of staffing standards:
① The standard level of staffing should be scientific, advanced and reasonable; ② The basis should be scientific; ③ The method should be advanced.
④ The calculation should be unified; ⑤ The form should be simplified; ⑤ Content should be coordinated.
26. Institutionalized management: a management method that takes institutional norms as the basic means to coordinate the collective cooperation behavior of enterprise organizations, also known as "bureaucracy" and "bureaucracy"
27, the characteristics of institutionalized management:
① On the basis of division of labor, clarify the responsibilities of posts ② Separation of ownership and management rights.
(3) Clarify the post characteristics and select the members of the organization (4) Appoint personnel according to the situation, necessary rights and rights restrictions.
⑤ Professionalization of managers ⑤ According to the position rights of each organization and level, determine its position in the enterprise and form an orderly hierarchical system.
28. Types of institutional norms: ① Basic enterprise system (articles of association); ② Management system (collective activities); (3) technical specifications; (4) business specifications (routinization and repeatability); ⑤ Code of Conduct (lowest level, widest range of constraints).
29. Characteristics of human resources system: recruitment, retention, development, evaluation and adjustment. (See the picture on page 45 for details.)
Comparison of two enterprise management philosophies and management modes (short answer)
The contents are task-centered management philosophy (seeing things but not people) and people-centered management philosophy (seeing people but not things).
Conceptual employees are the undertakers of labor costs, and employees are important resources with initiative.
Aim to focus on the short-term goals of the enterprise, attach importance to the career planning of employees and focus on the long-term development of the enterprise.
Positioning economic man and social man
Strategic seduction and participation
It means a single means of material stimulation and a variety of means to motivate employees.
Mode right-command-obedience to democracy-respect-participation
Rigid relationship and responsibility, communication, coordination and cooperation.
Attitude, passive execution, conscious initiative
30, the principle of human resource management system planning:
(1) * * * Common development (basic principle) (2) Suitable for enterprise characteristics (3) Attach importance to learning and innovation (4) Abide by legal provisions (5) Coordinate with collective contracts (5) Keep dynamic.
3 1. Basic requirements for formulating human resource management system:
① Proceed from the specific situation of the enterprise; ② Meet the actual needs of enterprises; ③ Abide by laws and ethics.
④ Pay attention to systematicness and compatibility ⑤ Maintain rationality and advancement.
32, the basic steps of human resource management system planning: ① put forward a draft ② solicit opinions, organize discussions ③ modify and adjust, enrich and improve ④.
△ Procedures for formulating specific human resource management system (short answer or scheme design)123456 ⑧ ⑩ (see page 50 for details).
33. Basic requirements for auditing human resource expense accounting: rationality, accuracy and comparability.
34. Wage guidelines: baseline, early warning line, and off-line control.
35. Income-profit = cost means "forget it, do it again"; Income-cost = profit expression "do it first, then calculate"
37. Composition of enterprise operating costs: total cost of enterprise = direct cost+indirect cost.
Direct cost = labor cost+material cost indirect cost = enterprise management expense+sales expense+financial expense.
Review the methods of labor cost budget: ① internal and external changes and dynamic adjustment (wage guideline, consumer price index, adjustment of labor wage level); (2) Comparative analysis of expense utilization trend; 3 ability to pay, employee benefits; ④.
38, the cost of human resource management activities
Activity item expense item
1, recruitment advertising fee, recruitment fund, university scholarship
2. Wage level market survey fee
3. Personnel evaluation fee
4, training materials, teachers' labor costs, training fees (travel expenses)
5. Passport fees and visa fees for official travel abroad
6, research conference fees, professional association membership fees
7. Visa fee for labor contract
8. Compensation for dismissal
9, the disabled employment security fund
10, legal consultation fee for labor disputes
1 1, investment in office supplies and equipment for office business
39. Principles of human resources expenditure control: ① timeliness; 2 economy; ③ adaptability; ④ Combination of power, responsibility and benefit.
40. Procedures of human resources expenditure control: ① formulating control standards ② implementing human resources expenditure control ③ handling differences.
Chapter II Recruitment and Configuration
1. Internal recruitment: the activity of selecting suitable personnel from the internal human resources reserve of an enterprise to fill vacancies or add new posts through internal promotion, post change, post rotation and re-employment.
inside
Advantages of recruitment ① High accuracy ② Fast adaptation ③ Strong motivation ④ Low cost.
Disadvantages ① lead to internal contradictions and increase competition between employees and departments ② easily lead to inbreeding and lack of innovation.
External parts
Recruitment advantages ① bring new ideas and methods ② help to recruit first-class talents ③ establish an image.
Disadvantages: 1 It is difficult to screen; 2. It takes a long time to enter the role; 3. High recruitment cost; 4. The decision-making risk is high; 5. Affected the enthusiasm of internal staff.
2. The main steps of selecting recruitment channels:
① Analyze the recruitment demand of the company; ② Analyze the characteristics of potential candidates; ③ Determine the appropriate recruitment sources; ④ Choose the appropriate recruitment method.
△ Main process of attending job fairs (scheme design)
① Booth preparation ② Materials and equipment preparation ③ Recruiters preparation.
④ Communicate with partners ⑤ Publicity of job fairs ⑤ Work after job fairs.
3. The main methods of internal recruitment: ① recommendation method (applicable to internal and external recruitment) ② announcement method (applicable to ordinary employees) ③ archiving method ("living materials").
4. Main methods of external recruitment:
① Advertising ② With the help of intermediaries (talent exchange centers, employment agencies, labor and employment service centers, job fairs, headhunting companies) ③ Campus recruitment (fresh graduates) ④ Online recruitment ⑤ acquaintance recommendation method (wide range, accurate and low cost, avoiding nepotism).
5. Advantages of online recruitment:
(1) low cost, convenient and fast; (2) There are many choices and a wide range.
(3) Not limited by place and time; (4) Make the storage, classification, processing and retrieval of important application materials more convenient and standardized.
△ Problems needing attention in adopting campus recruitment method (short answer)
① Pay attention to some policies and regulations on college students' employment.
(2) Some college students have stepped on two boats or several boats in their employment, and their responsibilities should be clear.
③ In the process of communication, we should pay attention to students' career guidance and correct their wrong understanding of their unrealistic estimation of their abilities.
(4) Be prepared for questions that students are interested in, and ensure that all staff members answer questions with the same caliber.
△ Problems needing attention in adopting job fairs (short answer)
① Understand the grade of the job fair ② Understand the target of the job fair.
③ Pay attention to the organizer of the job fair ④ Pay attention to the information publicity of the job fair.
6. Written test: it is a method for candidates to answer questions prepared in advance on the test paper and evaluate their achievements according to the correct degree of answers, including general knowledge and ability and professional knowledge and ability.
7, the method of screening resume:
① Analyze the structure of resume ② Investigate the objective content of resume.
(3) to determine whether it meets the requirements of post technology and experience; (4) Review the logic in the resume; ⑤ Look at the overall impression of your resume.
The method of screening application forms (pay attention to the principle of wide coverage): ① judge the attitude of candidates; ② Pay attention to career-related issues; ③ Point out suspicious points.
8. To improve the effectiveness of the written test, we should pay attention to: ① whether the proposition is appropriate; ② Determine marking rules; (3) marking and scoring.
9. Interview: According to the candidates' answers to the questions raised, examine their mastery of relevant knowledge and their ability to judge and analyze questions; According to the behavior of candidates in the interview process, observe their dress appearance, demeanor and temperament, as well as on-site adaptability, and judge whether candidates meet the standards and requirements of job application.
10, the target of the interview
The interviewer's goal, the candidate's goal.
Create a harmonious conversation atmosphere and show your actual level.
Let candidates know more clearly the actual situation of the applicant and explain their own conditions.
Understand the professional knowledge, work skills and non-intellectual qualities of candidates, and hope to be respected, understood and treated fairly.
Through this interview, it is decided whether the candidate fully understands his concerns.
Decide whether to work in this unit.
△ Basic process of interview (design)
① Pre-interview preparation stage (designing interview questions and outlines, and determining interview time and place) ② Interview start stage (starting from predictable questions, easing the atmosphere) ③ Formal interview stage (flexibly asking questions and cultivating forms, observing words and feelings) ④ Interview end stage (asking candidates if they have any questions, ending in a friendly atmosphere) ⑤ Interview evaluation stage (scoring in the same place, commenting in different places, facilitating horizontal comparison).
1 1. interview methods: ① preliminary interview and diagnostic interview ② structured interview and unstructured interview.
structured interview
There is a fixed framework or question list, the interviewer's requirements are low, there is no fixed model, and the requirements for the examiner are endless.
The advantages are unified standards, easy analysis, flexibility and freedom to improve interview efficiency, and questions can vary from person to person to obtain in-depth information.
Disadvantages: the way of speaking is too procedural, the scope of collecting information is limited, and there is no unified standard, which is easy to lead to deviation.
12, interview questioning skills:
① Open-ended questions (initially used to ease the atmosphere, divided into finite and infinite) ② Closed-ended questions (requiring clear answers, expressing concern or stopping) ③ List-based questions (giving priority) ④ Hypothetical questions (seeking attitudes and opinions) ⑤ Repetitive questions (checking the accuracy of information) ⑤ Confirmatory questions (encouraging communication) ⑤ Example-based questions (core skills of interview).
△ Questions that should be paid attention to when asking questions in the interview (discussion)
① Try to avoid asking leading questions ② Ask some contradictory questions intentionally.
③ Understand the candidate's motivation to apply for a job; ④ Ask questions directly and use concise language; ⑤ Observe his nonverbal behavior.
Psychological tests include personality test, interest test, ability test and scenario simulation test.
13, personality test includes: physical and physiological characteristics, temperament, ability, motivation, values and social attitudes.
14. The interest test is divided into: realism, intelligence, convention, career, socialization and art.
15. Ability test content: general aptitude test, special professional ability test and psychomotor function test.
16, scenario simulation test classification
Language expression test focuses on language expression ability, such as speech, introduction, persuasion and communication.
The organizational ability test focuses on meeting hosting, departmental interest coordination, team building and other coordination abilities.
Transaction processing ability focuses on transaction processing ability, such as document processing, conflict processing, administrative work processing, etc.
Scenario simulation test is suitable for recruiting service personnel, clerks, managers and salespeople, but it takes a long time and costs a lot to design, so it is widely used among middle and senior managers in photos.
17. Methods of scenario simulation test: document processing simulation, leaderless group discussion, decision-making contest simulation, interview, role-playing, impromptu speech and case analysis.
18. Basic requirements for applying psychological testing methods:
① Attention should be paid to protecting the privacy of candidates; ② There should be strict procedures; ③ Achievement cannot be used as the only evaluation basis.
19, leaderless group discussion method: the method of testing a group of people at the same time, generally consisting of 4-6 people, does not specify who will be the leader of the discussion, does not arrange the topic and agenda, and only sends a short case for discussion. Evaluators do not interfere with the atmosphere of the venue, let it proceed spontaneously, and the evaluation process is also given points by observers.
20. The main employment strategies are: ① multiple elimination, ② compensation and ③ combination.
2 1. When making employment decisions, we should pay attention to: ① try to use the comprehensive measurement method; ② Reduce the number of people who make employment decisions; (3) don't seek perfection.
Total recruitment cost = direct cost+indirect cost Employment ratio = number of employees/number of applicants * 100%.
Recruitment unit cost = total recruitment cost/actual number = number of employees/planned number of employees * 100%.
Total cost utility = number of employees/total recruitment cost = number of applicants/planned recruitment * 100%
Recruitment cost utility = number of applicants/expenses during recruitment.
Selection cost utility = number of people selected/expenses in the selection period.
Personnel employment utility = number of formal employees/expenses during employment.
Recruitment benefit-cost ratio = total value created by all new employees for the organization/recruitment cost.
22. Reliability: refers to the reliability or consistency of test results, which can be divided into stability coefficient (different time), equivalence coefficient (different methods, the same result), internal consistency coefficient (more than one test) and rater reliability; Validity: validity or accuracy, predictive validity, content validity and ipsilateral validity.
23. Staffing principles: ① Elements are useful; ② Potential correspondence; ③ Complementary appreciation; ④ Dynamic adaptation (continuous adjustment); ⑤ Elastic redundancy.
24. Forms of division of labor in enterprises: intelligent division of labor, professional division of labor and technical division of labor.
25, the basic content of workplace organization:
① Reasonable allocation and arrangement of workplaces; (2) maintain the normal order and good working environment in the workplace; ③ Correctly organize the supply and service in the workplace.
△ Workplace organization requirements (short answer)
(1) is beneficial for workers to carry out productive labor, reduce or eliminate redundant and tedious operations, reduce physical consumption and shorten auxiliary operation time;
(2) It is beneficial to give full play to the efficiency of workplace equipment and auxiliary devices, save space and reduce area as much as possible;
(3) It is conducive to the physical and mental health of workers, with good working conditions and working environment, preventing occupational diseases and avoiding various equipment or personal accidents;
(4) create a good working environment for all employees of the enterprise, so that employees can work under healthy, comfortable and safe conditions.
26. The basic methods of staffing: people-oriented (the highest personal score is divided into posts), posts (each post is the best), and two-way selection.
27.5S: sorting, rectifying, sweeping, cleaning and literacy.
28.5S Activity objectives: ① When the job changes, the time for finding tools and articles is zero; ② During the on-site rectification, the defective products were zero;
(3) Strive to reduce costs and reduce consumption and waste to zero; (4) shorten the production time and delay the delivery to zero;
⑤ No leakage, no injury, safety, neatness and zero accidents ⑤ All employees work actively, unite and be friendly, and have no bad behavior.
29. The optimization of working environment includes: ① lighting and color ② noise ③ temperature and humidity ④ green.
△ Problems needing attention in work shift organization (short answer)
(1) from the specific conditions of production, in order to make full use of working hours and save manpower;
(2) Balance the staffing of each shift;
(3) Establish and improve the succession system;
(4) properly organize the workers in each class to cross-operate;
⑤ appropriately increase the rest time before and after night shift and shorten the number of night shifts.
30. Advantages of four shifts and three shifts:
(1) People take down the equipment endlessly, which improves the utilization rate of the equipment and increases the output; ② Shorten working hours;
(3) reducing the continuous night shift is beneficial to the rest and life of workers;
④ It increases the time for workers to learn technology, which is beneficial to improve work efficiency and product quality.
⑤ It is beneficial to increase the amount of labor and provide more jobs under the existing plant equipment.
3 1. Work shifts are organized in two shifts, three shifts and four shifts.
32. Labor assignment and introduction: refers to the international movement of labor as a factor of production, which is a commercial behavior of obtaining remuneration through providing labor and services.
33. Types and forms of labor distribution and introduction: public and private; Go out. Please come in.
34, the basic procedures of overseas labor service work:
① Individuals fill in the application form for laborers, and make an appointment for registration; ② Expatriate companies are responsible for arranging employers to interview laborers.
③ The dispatching company signs a labor contract with the employer; (4) the hired personnel shall submit the relevant materials required for the formalities; (5) laborers receive overseas training.
⑥ Laborers go to the quarantine organ to apply for international travel health certificate and vaccination certificate.
⑦ Send the company to handle the formalities of examination and approval, passport and visa, and pay relevant fees before leaving the country.
35. Training of expatriate laborers: ① Training contents (law, etiquette, language, skills, culture) ② Training methods.
36. Valid certificates provided by foreigners: ① Resume certificate of the foreigner to be hired; 2 letter of intent for employment; ③ Report the reasons for hiring foreigners; (4) the qualification certificate of the foreigner to be hired; (5) the health certificate of the foreigner to be hired; ⑤ Other documents stipulated by laws and regulations.
37. Work for foreigners after entry: Apply for employment permit (15 days after entry, the employment period cannot exceed 5 years) and residence permit (30 days after entry).
Chapter III Training and Development
1. The function of training demand analysis: it is helpful to find out the gap, establish the training objectives (current level, ideal level, comparative analysis), find out the solutions to problems (various methods are not limited to training), make forward-looking prediction and analysis, budget the training expenses, and promote all parties in the enterprise to reach a * * * understanding (necessity and urgency).
2. The content of training demand analysis: the hierarchical analysis of training demand (strategy, organization and employees), the object analysis of training demand (new employees: task analysis, on-the-job employees: performance analysis) and the stage analysis of training demand (present and future).
3. Implementation procedure of training demand analysis: do a good job in training preparation (employee background file, close contact with various departments, and report to the competent leader), make a training demand investigation plan (action plan and time, investigation objectives, methods, and contents), conduct training demand investigation (proposing motion will, investigation declaration, summarizing demand motion, analyzing training demand, summarizing training demand opinions, and confirming training demand), and analyze and output training demand (training demand).
4. Information collection methods for training needs: interview method (which can win trust and stimulate learning passion, but it depends on skills, personal interviews are time-consuming, and collective conversations should pay attention to privacy issues), key team analysis method (8- 12 people as a group, 1-2 coordinator, which takes less time and costs, but is limited by the organizers who dare not tell the truth). It is divided into the design of work task analysis record table, work inventory method), observation method (long time, uncertain effect, suitable for production work) and questionnaire survey (low cost, wide range, but poor authenticity, difficult questionnaire design and analysis).
5, questionnaire survey should pay attention to the following questions:
(1) the problem is clear and unambiguous; ② The language is concise; ③ The questionnaire should be as anonymous as possible.
④ More objective questions are used, which are easy to fill in. ⑤ Subjective questions should have enough space to fill in opinions.
Training demand analysis model: ① periodic evaluation model ② comprehensive task analysis model ③ performance gap analysis model ④ prospective demand analysis model.
6, the implementation of training demand information survey work should pay attention to the problems:
① Understand the current situation of trainees ② Find out the problems existing in trainees ③ In the investigation, determine the expected effect of trainees.
(4) After the survey data are collected, we should carefully analyze these survey data to find out the training needs.
7. The development of training content should adhere to the basic principles of "meeting the needs, highlighting the key points, basing on the present, highlighting the practicality, focusing on the long-term and improving the quality".
△ Steps and methods of making training plan (scheme design)
① Training demand ② Job description ③ Task analysis ④ Sorting ⑤ Target statement ⑤ Design test.
⑦ Formulate training strategies and design training contents and experiments (objectives, results and methods).
Contents of training plan: ① Determination of training items; ② Development of training content; ③ Design of implementation process; ④ Selection of evaluation methods; ⑤ Preparation of training resources; ⑤ Training expense budget.
8. Basic requirements for trainers before training:
① Get ready ② Decide how to group the students.
(3) refer to the information mentioned in the trainer's guide and choose according to the situation of the trainees.
Training and development of trainers: ① Training of teaching skills; ② Training in using teaching tools; ③ Training of teaching content; ④ Evaluation of teachers' teaching effect; ⑤ The significance of teacher training and teaching effect evaluation.
9, the implementation of enterprise external training needs to do:
(1) My application, after being approved, is submitted to the Human Resources Department for review, and reported to the competent leader of the enterprise for approval according to the management authority.
(2) It is necessary to sign an employee training contract, which stipulates the responsibilities and obligations of both parties.
(3) It does not affect work and does not advocate full-time study.
10. How to make full use of training resources: ① Let students become trainers; ② Developing and utilizing training time; ③ Make full use of training space.