Development is the process of increasing and improving the knowledge and abilities of employees to meet current and future job requirements.
Training is more of a short-term goal, the purpose is to enable employees to master the knowledge and skills needed at present; and development is more of a long-term goal, the purpose is to enable employees to master the knowledge and skills needed in the future to cope with the requirements of future work.
In fact, the essence of training and development is the same, the reason why the training and development we put him as a concept of the two understand, training and development refers to the enterprise through a variety of ways to enable employees to have the knowledge needed to complete the work now or in the future, the skills and change their work too much to improve the performance of employees in the existing or future positions and ultimately to achieve the overall performance of the enterprise to enhance a kind of planned and continuous activity.
Question 2: discuss the significance of training and development 1, training can enhance the sense of belonging to the enterprise and the sense of responsibility of the master. As far as enterprises are concerned, the more adequate training for employees, the more attractive to employees, the more they can play the high value-added human resources, thus creating more benefits for the enterprise. Some information shows that PepsiCo conducted a survey on 100 of the 270 employees in Shenzhen, and almost all of these people have participated in training. 80% of them were satisfied with the work they were engaged in, and 87% of them were willing to continue to work in the company. The training not only improved the skills of the employees, but also raised their awareness of their own value and gave them a better understanding of their work goals.
2, training can promote two-way communication between the enterprise and employees, management and staff layer, enhance the centripetal force and cohesion of the enterprise, and shape the excellent corporate culture. Many enterprises take their own training and commissioned training approach. Doing so is easy to integrate training into the corporate culture, because corporate culture is the soul of the enterprise, it is a kind of values as the core of the enterprise consciousness education of all workers micro-cultural system. Enterprise managers and employees identify with the corporate culture, not only will consciously learn to master scientific and technological knowledge and skills, but also to enhance the sense of ownership, quality consciousness, innovation consciousness. So as to cultivate the spirit of dedication, innovation and social responsibility, the formation of self-study of scientific and technological knowledge, self-conscious invention and creation of a good atmosphere, the enterprise's scientific and technological talent will thrive, the enterprise's scientific and technological development capabilities will be significantly strengthened. More business management papers please find under the maoshan.
3, training can improve the overall quality of staff, improve productivity and service levels, establish a good image of the enterprise, enhance the profitability of enterprises. The U.S. authority to monitor the return on investment in training is generally about 33%. In the analysis of large manufacturing companies in the United States, the company from the training in the rate of return of about 20% -30%. Motorola provides at least 40 hours of training per year to all employees. Research shows that: Motorola every dollar of training costs can be realized in less than three years, 40 dollars of production benefits. Motorola believes that well-qualified company employees have created $4 billion in wealth for the company through technological innovation and operational savings. Motorola's huge training gains illustrate the importance of investing in training for business.
4, to adapt to market changes, enhance competitive advantage, cultivate the enterprise's reserve force, to maintain the vitality of the business forever. Enterprise competition is, to put it bluntly, the competition for talent. Wise entrepreneurs are more and more awake to realize that training is the development of enterprises can not be ignored "human capital investment", is to improve the enterprise "blood function" of the fundamental way. A study in the United States shows that the best investment ratio of enterprise technology innovation is 5:5, that is, "people-oriented investment" and hardware investment accounted for 50%. People-oriented soft technology investment, the role of hard technology investment in machinery and equipment, the output of the benefits multiplied. In the same equipment conditions, increase the "people-oriented" investment, can be achieved by investing in 1 production 8 of the input-output ratio. Developed countries in promoting technological innovation, not only pay attention to the introduction, upgrading and transformation of machinery and equipment, such as hardware investment, but also pay more attention to improve the quality of people as the main goal of the soft technology investment. Facts have proved that talent is the first resource of the enterprise, with first-class talent, you can develop first-class products, create first-class performance, the enterprise can be invincible in the market competition.
Question 3: short answer: how to understand the significance of training and development Training is to increase insight, deepen skills; development is to brainstorm, innovation and development, ideas. Training in order to lay the foundation for the development, development for training to improve the level, the two complement each other, a virtuous circle.
Question 4: How to understand the significance of training and development Training is to increase knowledge, deepen skills; development is to brainstorm, innovation and development, ideas. Training to lay the foundation for development, development for training to improve the grade, the two complement each other, a virtuous cycle.
Question 5: How to understand the meaning of employee training and development Training and development refers to the enterprise through a variety of ways to enable employees to complete the present or future work required knowledge, skills, and to change their work attitude, in order to improve the performance of employees in the existing or future positions, and ultimately achieve the overall performance of the enterprise to enhance a planned and continuous activities.
Question 6: Discuss what are the differences between human resources training and development Training is short-term, development is long-term; training focuses on bridging the gap between the status quo and the requirements of the employee, development focuses on the potential of the employee and the need for advancement; training is mandatory for all employees, and the best employees will participate in development.
Question 7: Training and development is not the same concept Training and development is not the same concept.
Training is to learn from the experience and results already summarized by others.
Development is to do something that you have not done before, based on the experience of others.
Question 8: The role and meaning of human resources training and development 20 points Definition: Human resources are economic resources that exist in the carriers of human physical ability, knowledge, skills, abilities, personal and behavioral characteristics and tendencies. Human resources, like other resources, also has the materiality, availability, limited.
The materiality of human resources means that there is a certain population, there is a certain amount of manpower; a certain amount of human resources is bound to be manifested in a certain amount of population. The availability of human resources means that through the use of physical ability, knowledge, ability, individual behavioral characteristics and tendencies (such as personality, values) can create greater value. The finiteness of human resources means that human resources have qualitative and quantitative limitations, can only be formed under certain conditions, can only be utilized on a certain scale.
[Edit paragraph] Characteristics
The characteristics of human resources have four points:
1. Human resources is a "living" resource, which has the mobility, periodicity, wear and tear, and the material resources only through the processing of human resources to create value;
2. Human resources are the main source of profit creation, especially in the new economy, the innovation ability of human resources is the greatest wealth of the enterprise;
3. Human resources is a strategic resource;
4. Human resources is a resource that can be developed indefinitely, and the degree of development of people's potential and the actual potential of human resources is very disproportionate.
Training content:
Learning systematic basic knowledge and practical skills, accompanied by simulation questions and general review, the core content of the six modules:
Human resources planning;
Recruitment and allocation;
Training and development;
Performance management; compensation and benefits management; labor relations management.
Labor Economics;
Labor Law;
Modern Enterprise Management;
Organizational Behavior;
Training Objectives:
Firstly, to help human resource managers to fully grasp the functions of the six modules of human resource management in large enterprises, to systematically master the theories and methods of human resource management in modern enterprises, and to comprehensively improve the theoretical level, professionalism, and professionalism of the practitioners in the field of human resource management. First, to help human resources management personnel to fully grasp the six modules of human resources management functions of large enterprises, systematically master the theory and methods of modern enterprise human resources management, and comprehensively improve the theoretical level of human resources management practitioners, professional qualities and skills, and be able to handle human resources development, management and other professional positions, and significantly improve work efficiency.
Secondly, they can pass the knowledge and skill examination of the Ministry of Human Resources and Social Security and obtain the corresponding qualification certificate.
[Editorial] Human Resources 6 modules
Human resources are divided into six modules: human resources planning, personnel recruitment and staffing, training development and implementation, performance appraisal and implementation, compensation and benefits, and employee relations management.
First, human resources planning
1, the setup of the organization 2, the adjustment and analysis of the enterprise organization
3, the analysis of the demand for enterprise personnel supply 4, the development of enterprise human resources system
5, the preparation and implementation of the budget for human resources management costs; (International Human Resource Management 1, the theory of career development 2, the internal assessment of the organization) 3, organizational development and change; 4, plan organizational career development; 5, comparative international human resource management overview 6, development of human resources development strategy plan 7, performance factors at work 8, employee empowerment and supervision)
Second, human resources recruitment and allocation
1, recruitment needs analysis 2, job analysis and competency analysis 3, recruitment procedures and strategies
4, recruitment channel analysis and selection 5, recruitment implementation 6, special policies and contingency plans
7, exit interviews 8, measures to reduce employee turnover
Third, human resources training and development
1, theoretical learning 2, program evaluation 3, survey and evaluation
4, training and development 5, needs assessment and training 6, the composition of the training proposals
7, training, development and staff education 8, design of training, systems approach
9, development management and business leadership; development of themselves and others 10, project management: project development and management practices.
Fourth, human resources performance management
1, performance management preparation stage 2, implementation stage 3, appraisal stage
4, summary stage 5, the application of the development stage 6, performance management interviews
7, methods of performance improvement 8, behavior-oriented appraisal methods
9, results-oriented appraisal methods.
V. Human Resources Compensation and Benefits Management (Compensation, Incentives and Benefits)
1, Compensation
2, the construction of a comprehensive compensation system (job evaluation and salary levels, salary surveys, salary plans, salary structure, the development of the salary system, adjustment of the salary system, labor cost accounting)
3, benefits and other compensation issues (welfare insurance) management, design of corporate welfare programs, design of corporate supplemental pension insurance and supplemental medical insurance)
4. Evaluating performance and providing ...... >>
Question 9: The Meaning of Vocational Training Vocational training, also known as vocational skills training, refers to the education and training of technical and business knowledge and practical ability for people who are ready to be employed and are already employed, with the purpose of developing their vocational skills. The specific meaning of vocational training is: Vocational training consists of technical and operational knowledge and practical abilities. In order to realize the purpose of vocational training, the content of vocational training is technical and operational knowledge and practical ability for the relevant post or type of work. Through vocational training, trainees acquire the technical and operational knowledge and practical skills necessary for the pursuit of a profession or for securing job security. The vocational quality of a worker depends on the level of vocational training, and the realization of the worker's right to work is, to a large extent, related to the level of vocational training received. To summarize, vocational training is different from general education in terms of its object, purpose and content. However, both vocational training and general education are part of national education, and a qualified worker should have both a good level of education and excellent vocational skills. In view of this, the labor laws of various countries generally include vocational training as an important legal system. Articles 66 to 69 of China's Labor Law also provide for vocational training, but in principle, China's legal system of vocational training is not perfect.
Question 10: How to define the development of training 1. Globalization of the scope of training.
With the political and economic development of global integration, as well as science and technology, the world is moving towards the "global village", cross-cultural communication and international exchanges gradually increased, so that the training is bound to internationalization, globalization, the direction of development. Reflected in the content of training, we must emphasize understanding of the world, understanding of others, a typical example is the chain of hotels on the staff of customer service training. On the other hand, the training in the Chinese and foreign cooperation programs will be more and more, in the international sharing of knowledge and research results will appear very common.
2. The status of training is rising.
In order to cope with the increasingly fierce international competition, many organizations, especially some enterprises will be training as the development of human resources and to win the market advantage of an important means, the status of training will be from the edge of the enterprise to the center of the enterprise, rising to the height of the strategy. Organizations responsible for training departments will be more and more attention, they will not only participate in some of the planning and formulation of organizational development strategy, and the person in charge and managers will be carefully selected through the organization. The rise of the status of training will lay a solid organizational foundation for the continuous development of training.
3. Training content expansion.
With the integration of science and technology and a variety of knowledge, a variety of capabilities between the integration and mutual penetration, the content of the training will break through the traditional narrow professional scope, expanding to the members of the organization to carry out innovation, humanistic qualities, a sense of responsibility and teamwork and other training and shaping, so that members of the comprehensive quality of the organization can be improved. At the same time, the training content will also be developed at a deeper level, that is, the training is not only concerned about the development of the organization's members of the apparent ability to pay more attention to the development of the organization's members of the potential
4. Diversification of the form of training.
With the continuous changes in the economy and society and the diversification of training needs, the form of training will be the trend of diversified development. For example, industry-academia cooperation, school-enterprise cooperation, *** with the promotion of training; corporate training outsourcing, undertaken by professional training companies; the gradual growth of online training and so on. From the point of view of specific training methods, it is more diverse, such as distance training, on-site training, self-directed learning, job rotation, field survival training, talent incubators, simulation companies and so on. Diversified training will bring more choices to organizations and individuals, laying the foundation for the arrival of a learning society.
5. Training means intelligence.
With the development and progress of science and technology, science and technology on the impact of training will be more and more, so that the means of training in the direction of scientific, intelligent development. Radio and television, communication technology, computer technology, multimedia networks and other training in the wide range of applications, not only can greatly ease the traditional training in the contradiction between work and study, but also enhance the participation of trainees in the training of awareness and interest in learning, and effectively improve the effectiveness of training.
6. Training operation marketization.
With the gradual establishment and continuous improvement of the socialist market economic system, the training operation is bound to market-oriented, industrialized direction. There will be competition in the market, the training unit will be fierce competition in the market, and continue to strengthen their own characteristics of the advantages, enhance the development of training programs and marketing capabilities to attract customers to the training brand, and according to customer demand, timely adjustments and innovations, and continue to introduce marketable training products.