I用新鲜造句ntroduction-----------------------------------------------------------------------------------------------------------3
Section One Viability of Ann's Alternative Staff--------------------------------------------------------------3
Section Two The feasibility of staff training-------------------------------------------------------------------5
The five-step training and development process------------------------------------------------------5
Section Three Methods of Training Employees-------------------------------------------------------------5
3.1 On-the-Job Training-------------------------------------------------------------------------------------5
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3.2 Off-the-Job Management Training and Develoment Techniques-----------------------------6
3.3 Managerial On the Job Training----------------------------------------------------------------------7
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Section Four The Standard of my project---------------------------------------------------------------------8
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Section Five Some Details on the Training-------------------------------------------------------------------8
5.1 Change Employee's Attitude--------------------------------------------------------------------------8
5.1.1 Employee Attitudes Affect Customer Satisfaction---------------------------------------8
5.1.2 Measure Employee Job Satisfaction and Attitude---------------------------------------9
5.1.3 The Downside of Employee Satisfaction Surveys---------------------------------------9
5.1.4 Managers Can Affect Employee Attitude--------------------------------------------------9爱国主题演讲稿
5.2 Skill and Technique Training-------------------------------------------------------------------------------10黄河之水
Conclusion----------------------------------------------------------------------------------------------------------10
Reference-----------------------------------------------------------------------------------------------------------10
Training Employees
Introduction
The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to u independent contractors or hire employees to fill the needs, recruiting and training the best employees, ensuring they are high performers,dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small business (for-profit or nonprofit)
have to carry out the activities themlves becau they can't yet afford part- or full-time help. However, they should always ensure that employees have -- and are aware of -- personnel policies which conform to current regulations. The policies are often in the form of employee manuals, which all employees have.
Document in writing all behavioral and attitude issues. Ensure that the documentation is in detail and that the negative attitudes are clearly defined. For example, Ann rolled his eyes and commented that the supervisor's request was stupid. The more accurate the documentation, the better the chances of defending the actions legally and morally.Conduct a complete investigation of all employee relationscomplaints. Companies must demonstrate fairness to employees. The plan for improvement needs to relate directly to the employee'sbehavior and attitude with specific examples given.Plan to follow up in a mutually decided time frame.This is an important part of the improvement process as it will provide the necessary information for the next step. If there is significant improvement, the plan is working. If the improvement is not evident, new actions for change may need to be developed.
Section One Viability of Ann's Alternative Employees
Ann wanted to u a group of new employees to take place of the ones. As Lee said, salesman knew themlves well. They are like merchandi which have defects. I think Ann did not consider it comprehensively. To recommend new guys may need cost more money and time. It must affect performance of the store. Let's e training for the new emplyees.
1. Introduce enterpris operating history, purpo, size and development prospects. Motivate staff and work actively to contribute to the prosperity of the enterpri.
2. Introduce the company's rules and regulations and job responsibilities, so that employees work and abide by company rules, and work hard according to the company rules, standards, procedures, systems for processing. Include: salaries, bonus, allowances, insurance, vacation, medical care, promotion and mobility, traffic, accidents, complaints and other personnel requirements; welfare programs, job descriptions, job descriptions, working conditions, job specifications, performance standards, job evaluatio
985大学全部名单n system, labor order and other job requirements.
