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[案例1]小陈在A公司负责人事管理工作已一年有余。目睹了公司从仅有三个职员的初创期到现在一百余人规模的发展与变化。为了用好、留住那些来之不易的人才,促进公司的健康成长,领导指示务必强化人员的管理,定期开展内部培训,并将此重任交给小陈来落实。对于员工培训,小陈没有什么经验,他依靠网络、书本等各种资源,尝试开发和实施了《时间管理》《沟通分析》《情境领导》等热门培训课程。培训进行了几个月后,小陈很想知道大家对他讲的课是否满意,他在思考运用怎样的方式来了解学员的心声。
[Case 1] Xiao Chen in the A company responsible for personnel management more than a year. Witnessed the company from the start-up period of only three staff to now more than 100 people scale development and changes. In order to make good use of, retain those hard-won talent, and promote the healthy growth of the company, leading instructions must strengthen personnel management, regular internal training, and the important task to Xiao Chen to implement. For staff training, Chen has no experience. He relies on various resources such as the Internet and books to try and develop popular training courses such as “time management”, “communication analysis” and “situational leadership.” A few months after the training, Chen wanted to know whether he was satisfied with the class he was talking about. He was thinking about ways to understand the students’ voices.