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ZEC College
College Profile Training Program Training Form Course Arrangement

In order to strengthen the management of the Economic Association College, ensure the quality of training work, improve the effectiveness and pertinence of training work, clarify the input direction of training resources and main teaching activities, determine phased training objectives, ensure the planned organization of various training activities, and gradually establish and improve the company's training system, the education and training program of the Economic Association College is hereby formulated.

1、 Work objectives

To meet the needs of the company's business development and innovation, transmit the company's corporate culture and values, comprehensively improve the overall quality and job skills of employees, promote the development of employees' personal career, and provide talent support for the company's development strategy.

(1) Rooted in the idea of "training promotes business development, learning improves competitiveness", strengthen the guiding role of training on employees' career development and post growth, and improve employees' subjective initiative of spontaneous learning;

(2) Strengthen the pertinence, practicality and effectiveness of training, improve work ability and improve business performance;

(3) Focus on the key points at different levels, form three curriculum systems of corporate culture, professional skills, real estate and trade management around the three major plates of corporate culture, business management and professional skills, and explore the diversity of training forms for enterprise newcomers, middle-level cadres, enterprise executives and other groups;

(4) Excavate and cultivate the internal lecturer team to form the brand of the college;

(5) The training rate of all trainees shall reach 100%, the annual training time of company cadres shall not be less than 32 hours, and the annual training time of employees shall not be less than 24 hours. The training completion rate is more than 80%, and the training satisfaction is more than 80%.

2、 Training content

The content is divided into corporate culture, business management and professional skills. Set up corporate culture courses, finance and taxation courses, real estate management courses and trade business courses. The college shall formulate corresponding training plans on an annual basis in accordance with the requirements of long-term development and short-term goals and in combination with the business characteristics of the company.

3、 Faculty allocation

The training teachers adopt the combination of internal and external, mainly internal lecturers.

(1) In addition to introducing an appropriate amount of high-quality teachers to teach some courses, vigorously train internal lecturers of the company, improve the management methods of part-time teachers, establish a team of high-quality, high-capacity and high-level internal training teachers, and strive to improve the teaching quality and teaching effect of various trainings of the company. Senior executives of the company play a leading and exemplary role in corporate culture training and business management training. Middle-level backbones form a good atmosphere of learning and lecturing. Business backbones should focus on cultivating the teaching ability of professional skills.

(2) Establish archives of part-time teachers and external teachers. First, establish a teaching file database of part-time teachers to record their training and teaching; Second, make effective use of the teacher resources of colleges and universities in Hangzhou; Third, establish external excellent teacher files and master their specialty teaching content.

4、 Training form

According to the strength of teachers and training content, various forms are adopted.

(1) Lecturing: lecturing is a trainer's lecture on a topic. This method is applicable to the training of new knowledge.

(2) Demonstration: demonstration is a way for trainers to make correct demonstration and students to imitate learning. This method is applicable to operation skill training.

(3) Discussion: discussion is a training method in which students discuss solutions to a problem together, and the trainer is responsible for controlling and guiding it. This method is applicable to the further improvement of students' ability.

(4) Seminar: a seminar is a method of in-depth discussion on a topic by experts or senior managers. This method is suitable for middle and senior managers.

(5) Game method: game method refers to a method in which two or more participants compete with each other and achieve the expected goals on the premise of abiding by certain rules. The form of the game depends on the content of the game. Usually, the game contains the content of competition and change. Games are just means, and the purpose is to cultivate students' various abilities.

(6) Multimedia course: a training method of learning through on-demand remote multimedia courseware or playing video courses.

5、 Training organization, venue and schedule

(1) Training organization

1. The human resources department is responsible for organizing the training and implementing all links of the training according to the training plan. Be responsible for training notification, teacher liaison, handout preparation, site arrangement, venue layout, equipment commissioning, attendance registration, discipline maintenance, etc. For all staff training, the notice shall be issued two weeks in advance, and for other training, the notice shall be issued one week in advance.

2. According to the training content and curriculum, set up class representatives to assist the human resources department in carrying out work, specifically responsible for information release, personnel convening, effect feedback, opinion transmission and other educational affairs.

3. If the Department proposes unplanned training, it must report to the human resources department for filing. In case of conflict, it must give priority to the implementation of the plan.

(2) Schedule

Arrange the training time reasonably according to the business and schedule characteristics of the company.

(3) Training site

The training site shall be reasonably selected according to the training requirements and the number of people. In general, the meeting room on the 13th floor is the main training room for all staff, the meeting room on the 9th floor is the main training room if the number of staff is less than 50, and the meeting room on the 10th floor is the main training room if the number of staff is less than 30.

6、 Training assessment

The human resources department is responsible for the assessment of the training work. The main assessment indicators are internal lecturer management, topic development, training plan and summary, training material preparation, per capita training times, per capita training time, training popularity, training records, training fund management, etc. The specific assessment is divided into three parts: attendance in class, after-school examination and performance assessment. Class attendance is registered by class representatives and summarized regularly. The after-school examination is offered according to the needs of the course, mainly written examination, taking into account interviews and other forms of assessment. The training time requirements for employees at different levels are as follows.


Hierarchy

Hours / year

Executive level

48

Department Manager level

36

administrative rank of section or department

32

Supervisor / employee

24


7、 Training budget

The human resources department is responsible for the preparation of the annual training budget, which shall be implemented after being approved by the general manager of the company.

8、 Training culture publicity

Through the company's website, internal electronic screens, training display boards, banners and other cultural publicity methods, we should strengthen publicity and guidance, strive to create a learning atmosphere of "all staff learning and knowledge sharing", form an open, shared and innovative enterprise training culture, and gradually integrate the concept of "learning by work and learning by work" into all work of the enterprise.

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