人力资源期末作业.docx

人力资源期末作业.docx

《人力资源期末作业.docx》由会员分享，可在线阅读，更多相关《人力资源期末作业.docx（10页珍藏版）》请在冰豆网上搜索。

人力资源期末作业

DIRECTORY

Introduction.................................................................................................................................................2

1WhethertoReplacement............................................................................................................................2

1.1RiskofDismissingSalespeople............................................................................................................2

1.2MoraltoTreatStaff................................................................................................................................2

2theProbabilityofTrainingEmployees......................................................................................................3

2.1Enterpriseanalysis...............................................................................................................................3

2.2workingconditionanalysis……………………………………………………………………………………..3

2.3personalanalysis..................................................................................................................................3

2.4Whytraininghelpful...............................................................................................................................3

3TheMethodofTraining............................................................................................................................4

3.1AvailableTrainingMethods...................................................................................................................4

3.2FeaturesofSomeMethods...................................................................................................................4

3.3TheBestSuited….................................................................................................................................5

4MakeanEffectivenessevaluationofTrainingProgram...........................................................................5

4.1Reaction................................................................................................................................................5

4.2Learning.................................................................................................................................................6

4.3Behavior................................................................................................................................................6

4.4Result……………………………………………………………………………………………………………6

4.5bestcriteriatotestthetraining………………………………………………………………………………..6

5TheTrainingProgramOutline..................................................................................................................7

5.1traininganalysis....................................................................................................................................7

5.2trainingplan..........................................................................................................................................7

5.3Implementtraining................................................................................................................................8

5.4evaluationsoftraining……………………………………………………………………………………...….8

Conclusion..................................................................................................................................................8

References.................................................................................................................................................9

Introduction

CentralLumberCompany,aretaillumberandhomeimprovementoperation.ThehomeofficeintensetochangeBloomfieldCentral,whichisanoutletasamodeloperation.Afterobservingandexperiencing,therearesomeseriousproblemsaboutsalespeople.Sosomethingmustbedone.Thepaperisorganizedasfiveparts:

whethertoreplacement,theprobabilityoftrainingemployees,themethodoftraining,makeaneffectivenessevaluationoftrainingprogram,thetrainingoutline.Finally,thereisaconclusionaboutthewholeessayandsomenewfindings.

1WhethertoReplacement

1.1RiskofDismissingSalespeople

Iftheyaredismissedimmediately,therewillhavethreerisks.First,itcancausetheshortageofemployeeswhoarefamiliarenoughwiththeirwork.Forexample,newsalesmanmaytakealongtimetothisbusinessforthem;perhapstheywillmakemistakesandmakethecustomersunhappy.Thesecandamagecorporation'sprofits.Second,theoldemployeesleaveaway,mayalsobringawayoftheircustomers.Afterallthecustomersgettingtoknowthecompany'sproductsbythem,theymusthavethemselvesfixedcustomers.Third,thesalesdepartmentisthedirectdepartmentforthecompany'sprofits.Iftheycometothecompetitioncompany,thisisabigthreattoCentralLumberCompany.

1.2Moraltotreatstaff

AccordingtoLes'ssaying,someofemployeehadbeeninthecompanyformorethan10yearssotheemployeesknowtheirstuffwell.Althoughtheirbehaviorarealittlerougharoundtheedges,theycanbetrainedpolitelyandhavegreatmanners.Companyshouldgivethemachancetoimprovethemselvesandincreasethesales.Ifaftertrainingthemwithnogoodresults,thenwecanretirethem.Theoldsalespeoplearegettingalongwelltogetherandwithareadynamic.Theycansolvethedifficultproblemstogether.Givethemachancealsogivecompanyachance.

2theProbabilityofTrainingEmployees

2.1Enterpriseanalysis

Now,asaretaillumberandhomeimprovementoperation,Centrallumbercompanywanttoimprovecustomerserviceanditssales,andwanttouseBloomfieldCentralasamodeloperation.Inordertoachievingthegoal,thesalespeopleshouldbemoreenthusiasticthanbefore,andprovidemoreprofessionalservicetocustomerandalsotheyshouldbemuchmorepolitetocustomersnomattercontractorsordo-it-yourselfers.

2.2Workingconditionanalysis

First,asthesalespeople,theyshouldknowtheirstuffwell,andveryprofessional.Maybethisisatoughtaskbecausesalesdepartmentisthedirectdepartmentofacompanyfortheprofit.AndthesalesofBloomfieldCentralshouldhavethequalityandskillsaboutthepatienceandenthusiastic.

2.3personalanalysis

Byobserving,theBloomfieldCentral’ssalesmantreatcontractorsmuchbetterthando-it-yourselfers,andsomeofthemleavetheservicecountertalkwiththeirpersonalfriends,andtheyusecrudevulgarlanguageinfrontofcustomers.Thesebehaviorsarenotconformservicestandards.Thereasonsfortheseshortcomingsarethatthesalespeoplearelackofgoodequality,attitude,andsomemarkingknowledge,sothecompanyshouldprovidethematrainingprogram.

2.4Whytraininghelpful

Accordingtothefacts,trainingisfeasiblewithmanybenefits.Forthecompany,first,trainingworkerscanenhancecoagulationtoenterprise.Agoodmanageralsoisagratetrainer.Notonlygoodattrainingbutalsogoodatspreadingthethingssuchasthedevelopmentofstrategy,thebusinessconcept,themanagingmodes,andtheenterpriseculturetoeverybodyinthebig"home".Second,itwillIncreasecompetitiveness.Thecompetingbetweencompaniesalsoisthecompetingbetweenpeoplewithability.AnAmericanresearch（BusinessWeek,Greenwich,）datashowthatthebestinvestmentratebetween"human"and"facilities"is5:

5."Human"meanstheinventingonsoftware,andthe"facilities"meanshardware.Onthesamefacilitycondition,ifyouincrease1toinvesthumanism,youcanreceive8ontheproduction.Inthedevelopedcountry,theynotonlyintroduceandupdatethemechanicalequipmentbutalsopaymoreattentiontoimprovethequalityofthepeople.Thefactsshowthatpeoplearethemostimportantresources.Third,itcanreducethelosses.Maybesometimes,duetotheservicesformstufftocustomersisnotgood;thiscancausethecompany'slosses.Forth,itisalsogoodatteamwork.Asingleman'sstrengthisnotverygreat,allthepowerarereallystrong.Ifalltheworkmatesareenthusiasmandunited,ourcompanymustbeadynamicenterprise.Differentdepartmentscancooperatemuchbetterthanbefore,andallthedepartmentscancatchthemaximumprofits.

3theMethodofTraining

3.1AvailableTrainingMethods

TrainingreferstothemethodsusedtogiveneworpresentemployeestheskillstheyneedtoperformtheirjobsaccordingtoourteachingbookHumanResourceManagement（CaryDessler,2008,p.270）.Onceyou'vedecidedtotrainemployeesandhaveidentifiedtheirneedsandgoals,youhavetodesignthetrainingprogram.Andwhatmethodswillyouuse?

Anyway,therearevariousmethodcompaniesusetoactuallydeliverthetraining.SuchasOn-the-JobTraining,ApprenticeshipTraining,InformalLearning,Lectures,JobInstructionTraining,Lectures,Audiovisual-BasedTraining,SimulatedTraining,Computer-BasedTraining.

3.2FeaturesofSomeMethods

AccordingtothetheoryofCary（HumanResourceManagement,2008,p.275）,On-the-JobTrainingishavingapersonlearnajobbyactuallydoingit.Ithassomemeritssuchasitsavestime.Employeescancombinethetrainingskillswithpresentworking.Itcanalsosavethecostoftraining.Anditwillincreasethecommunicationbetweenmanagerandstuff;atlastithasthetargetandpoints.Bytraining,employeescanknowwhattheyarenotgoodatassoonasquickly.ApprenticeshipTrainingisastructureprocessbywhichpeoplebecomeskilledworkersthroughacombinationofclassroominstructionandonthejobtraining.Ittraditionallyinvolvesthestudentstudyundertheteacher.Thismethodisoftenusedincarpenter,cook,electrician,firefighter,plumberandtelecommunicationstechnicianandsoon.Intheseareas,thistrainingmethodismuchefficientthanothers.