人力資源英文論文-全文預(yù)覽
【正文】 ctical of implement the new training program. This training program must be able to solve our problems. (5) The transfer of training must be easy. After acplishing the training, our salespeople should use what they have learned in the training into their actual work. (6) The implementation of this program should under our time, energy and money budget. In a word, the cost must less than the benefit. (7) Training result should be evaluate and modified. After the training, we will evaluate our training effectiveness. If there is a deviation, it must be easy to modify. 3. Training P。 Signature 簽名： Lecturer Comments 講師評(píng)語 Score 分?jǐn)?shù)： Receive Date Year/Month/Day 收到日期： 1 Contents Introduction ............................................................................................... 2 1. Training the Employees .......................................................................... 2 Reasonable of Replace Old staff .................................................. 2 Staff Burnout .......................................................................... 3 to Solve Burnout ................................................................... 3 practical of Replace Old Staff ....................................................... 3 The Possibility of Use Training to Solve the Problem ........................... 4 Current Employees’ Training Need ................................ 4 Transfer of Training......................................................... 5 Balance Compensation Plan ........................................................ 5 2. Training Methods and Criteria ................................................................. 6 Training Methods .................................................................. 6 Best Kinds of Training in Our Situation ................................................ 7 Criteria of Training effectiveness ........................................................ 9 3. Training Program Outline and Presentation .............................................. 9 Conclusion .............................................................................................. 12 References.............................................................................................. 12 2 Training the Employees and Training Program Developing Introduction Our pany, central lumber is a retail lumber and home improvement operation. To be a mediumsized enterprise, now our pany has some problems in our development. Our home office wants to improve customer service and our outlet’s performance. And they intend to use Bloomfield Central as a model operation. However, the Bloomfield Central’s operation did not satisfy our Central’s regional manager, Ann Henry. As reported, there are problems in Bloomfield Central as follow: the salespeople seemed to treat contractors much better than doityourselfers. The sal
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