员工一

Training and developing the workforceOutcome 1Diao QiweiBusinessOn the case Bell Bell Co Ltd, the private sector based on the company's superior level of professional services themselves, and the use of sophisticated technology assessment. The company encourages team-based approach to meet its target response rate required.Policy StatementWhat is the organization's development goals. Vision of an organization, all employees of the target. For the Bell companies, is expanding its business. Therefore, in order to adapt to new market demands, expand its scale. I think that Bell should do the appropriate training, more important is to make employees understand the new business, help businesses to operate effectively. To overcome these problems organizations. The company can be faster and better development.Level required to respond to the development objectives of the organization. This is the goal of all employees. As for the Bell companies, government support, helping us a lot of our business, we now expand the human resources that can make our company stronger. Our training should be allowed to enter their new role, as soon as possible. This training can solve the energy shortage and competitiveness of follow-up.Bell is the 24 companies to provide service is a service company. We will improve the company's service quality. I think the emphasis should be placed on training staff on how to improve service training. This training can make employees more professional, a corresponding increase in professional skills, customer service can be more attractive. Do this, naturally improve service quality. In addition, the organization's needs.The Main Body of the Training StrategyIssues:1. Recruitment policyBell companies to recruit new staff, then find a recruitment process, recruitment ofpersonnel need training to ensure that their role is. In the Bell companies, they need40 new employees in order to expand employment; of course, new recruits need to betrained. Are they clear what they need to do.2. OrientationAnd core value system and supporting value-based integration of concept of corporate culture, corporate culture training, a basic standard; the same time, the company should be combined with long-term strategic development plan to identify the gap between present and future cultural analysis, a clear corporate Cultural training focus. Therefore, I think Bell should first determine their training goals and future direction3. Obligations to provide professional updating trainingAs Bell continues to develop, new skills will continue to be used. So, to keep their skills updated. Therefore, training is necessary. Training strategies usually reflect this. Only by constantly update their training programs to enable their employees to adapt to today's social environment for development. The Bell company long-term development is necessary.4.Policy in placeCompany's core values can eventually go into the corporate behavior, rather than remain on paper or on the wall as slogans and banners, the key is the core values of corporate culture system designed to make the core values of a system, there are measures can be standardized, to examination. After practical work combined with the existing culture does not meet the ideal place to re-education.Training Needs:Short-term:Lack of basic skills.Bell for newly recruited 40 new employees. The new lack of staff or key skills they need to maintain the basic skills proficiency. For their training is the key.Performance worse than expected.Performance of the company down, the element is often a lack of management and staff skills. Recently, the company recruit new staff, but training can not make the skills of every employee has reached the same level. It may be some unexpected problems.Medium to Long-term:New technology:With the progress of science, technology updates and faster. Therefore, enterprises should increase investment in technical training. Bell, is a technology company. Well, technically the update is necessary. In later development,technical training is essential.Attention to feedback:Bell is the telephone service company; correct handling of customer feedback is necessary. However, this is a long process. Therefore, the company collected many examples of teaching. Based on customer feedback training is a long-term goal.Standardization of legislation:Goal to build a successful organization depends on the proper management target. Regulate the behavior of employees is necessary. The employee code of conduct, must be the result of a long-term training.GroupShort-term:The correct training methods: The target in the training, the right training methods, a direct impact on training effectiveness. Good training method can change the whole team to improve performance. Promote the development of the entire organization. This may be the training of sales ...Technology update: The company is growing, technology changes also affected the team. The correct use of good equipment is necessary. Training in the use of new equipment is the key.Medium to Long-term:Customer service training: The training is targeted to changing customer needs. Different customers have different needs, and even a customer at different times, may need to modify. As long as our company, sales training should be conducted regularly in order to provide correct and better service to our customers.Staff training initiative: Human resources staff can be an appropriate training program. This is a long process. Require employees to work in their enthusiasm.Individual:Short-term:Project understanding:Induction training is a type of training given as an initial preparation upon taking up a post. Only by understanding the training program in order to clear their training objectives. Training to master their skills.Improving the quality:only enhance their quality to adapt to new working environments.Medium to Long-term:1.Management training. For the manager-level staff training. Well-organizedoperation is the need to have more effective leadership team. Our company is a flat structure, which provides an easy-to-control manager. But they are not familiar enough.2.Team leader training. Team leadership training, there is a guiding role. Onlyselected training, it can be good training. They also need more training in order to manage their subordinates.Carrying out:If we had a training program,As businesses, government support for expansion. Staff training can bring new benefits to me. Good training is the first step to determine.The company's goal is to capture more market share, so this goal will be to develop training programs.Can be carried out step by step training program, first in the new employee training and other staff training.According to surveys, most of the staff found the training agreement.Choose their own training facilities, such as classrooms, meeting rooms.Providing professional training for the town structure, we are connected, and we had lots of experienced senior staff.Summarize the training, the development of a self-development plan.Responsibilities for Training at AG Bell LtdSenior ManagerHR advisor: Develop a comprehensive training program to provide an assessment of the program, the training put forward their own views of appropriate, to provide theoretical support.Training professionalsProvide training and development programs; to upgrade their training skills; assessment training staff; and training personnel to communicate about training deficiencies.Individual learnersDandify training needs, training skills to learn.HR manager: Training objectives; Training programs; Selection and training of personnel; Assessment of training results;Operations manager: After assessing the operational capacity of the training; Provide technical support services; Selection and training of personnel; Business manager training program development.Sales Manager: Sales of personal achievement assessment; Selection and training of personnel; provide sales training reference;Finance and Administration Manager: Assess the department's training achievements; Selection and training of personnel; Training funds.Line manager。