What are the main training contents of corporate trainers or human resources trainers?

Develop training courses under the guidance of the training plan, compile training materials and lesson plans, design training teaching methods according to the training content and the characteristics of the trainees, teach the training content, design the training effect evaluation system and organize or assist in the evaluation of the training effect.

The first is to give knowledge: to impart experience, to impart knowledge.

The value is reflected in the transfer of experience and knowledge.

The second is to give the system: the common sense of the system.

The value of the training instructor is to give the system, help the trainees organize the experience, and combine the instructor's system with the experience of the trainees.

The third is to give the mind: the lecturer's mind.

It is inevitable that the trainer will teach the "master" point of view, but after telling the "master" point of view, he should combine his own experience and teach his own point of view. Regardless of whether this point of view is right or wrong in the eyes of the students, at least, the lecturer gives the students a different perspective and different perspectives, which helps the students to broaden their horizons and expand their thinking.

The fourth is to give experience: mobilize students to communicate and experience.

Therefore, in the training process, excellent lecturers must not talk by themselves, but to fully mobilize the students, participate together, let the students learn from each other, and the lecturer will give his own views and comments on the problems discussed by the students. In this way, the experience of the students can be fully exchanged, the views of the lecturers are absorbed, and the lecturers are also improved, and the teaching is mutually beneficial. The specific teaching methods can be traditional methods such as group discussions, as well as game experiences, outdoor experiences, etc.

"Giving knowledge" tests the theoretical level and knowledge of the lecturer; "Give the system" tests the lecturer's logical thinking and overall thinking ability; "Give experience" tests the instructor's teaching skills; "Give Thought" tests the lecturer's practical experience and summarization ability.

Corporate trainers or HR training supervisors do the following:

1. Develop an overall training plan, such as the annual plan is related to the company's strategy and annual plan;

2. Formulate training plans, and use the training needs table to solicit opinions from various departments;

3. Develop training projects, summarize and analyze the training opinions, determine the projects to be trained, and decide according to the situation of each company, there should be management aspects (such as execution, communication, detail management, etc.), as well as professional and technical aspects and business improvement;

4. Develop training courses and implement them according to the training design;

5 Teacher selection and assessment training;

6. Guide the training work.

There are many aspects of training employees, increasing team cohesion, barrier-free employee communication, reducing employee turnover, challenging the team, and challenging the team to challenge yourself first to see if you can do it! Training is useless to read books, all rely on experience you have done the work and you have gone through the social links are your experience, the main training is to someone teach you, in the form of lectures to train employees, now pay attention to experiential training, the so-called experiential training, for example: you learned to use chopsticks when you were a child, so many years now you will still use.

Can you understand? How can you make the best effect of your training in the enterprise, first of all, the professional field of the industry, and secondly, experiential training and learning. In the end, you will achieve a satisfactory result that you want.

Willing to be friends with you.

Double 100 enterprise management.

Shanghai Hetuo Training, focusing on corporate trainer training, corporate internal training, corporate training management consulting; It is a one-stop training institution for trainer training - actual combat; You can **consult 021-63592912

You can ask this question to Mr. Jin Ming, the training instructor of China's marketing practical school.

The HR training course includes:

1. Overview of human resource management, psychology and organizational behavior of human resource management;

2. Human resource planning and demand analysis, performance management and salary management of human resources;

3. Personnel recruitment, training and development, labor relations management;

4. Professional and technical personnel title system and personnel management of public institutions;

5. Career planning and development, salary and benefits;

6. Performance management and corporate culture.

Human Resources Department Responsibilities:

1. Formulate the work plan of the department, and organize the implementation after being approved by the superior leaders.

2. Formulate and revise the human resource management system and management methods of the unit, and establish an institutionalized, standardized and scientific human resource management system.

3. According to the development strategy of the unit, analyze the existing human resources of the unit, develop and revise the human resources plan, and implement it after the approval of the superior leaders.

4. Conduct work analysis with the assistance of various departments; put forward suggestions for post setting adjustments; Clarify the department, job responsibilities and job qualifications; Compile, revise and improve the description of department and job responsibilities; Reasonably evaluate the value of the position.

5. Formulate a recruitment plan according to the job demand and human resource planning, and do a good job in the preparation before recruitment, the implementation of recruitment and the completion of procedures after recruitment.

6. Organize the establishment of a performance management system and formulate relevant plans; Take the lead in organizing the performance appraisal of all departments of the unit and provide guidance and supervision, and assist the general manager's office in the assessment of the heads of various departments; Do a good job in the summary, review and archiving management of assessment results.

7. Establish and improve the staff training system according to the unit planning and staff development needs; Organize and implement, guide and coordinate the classification and hierarchical training of employees, and strive to improve the quality of employees.

The specific content of human resources training includes labor relations management, performance management and modern enterprise management, in addition to compensation and benefits management and labor law.

The training content of the human resources department is as follows:

1. In addition to the overview of human resource management and human resource organization behavior, it also includes the psychology of human resource management;

2. The training content includes salary management, performance management and demand analysis;

3. In addition to personnel recruitment and labor relations management, it also includes personnel development and training;

4. Management training in public institutions and full-time personnel title system;

5. Training on performance management and corporate culture;

6. Training on salary and personal career development and planning of employees.

Human Resources Department Responsibilities:

1.The human resources department needs to formulate a work plan and organize its implementation after approval by the relevant departments.

2.It is necessary to establish a standardized management system for the department and formulate various management systems.

3.The human resources department needs to clarify the qualifications of each position and evaluate the work of each position.

4.Do a good job in the company's job planning, and then recruit according to the job plan.

The meaning of the existence of human resources:

Human resources are economic resources that exist in the carriers of people's physical abilities, knowledge, skills, abilities, personality and behavioral characteristics and tendencies. Human resources, like other resources, are material, usable, and limited.

Human resources training courses mainly include: human resource planning, enterprise employee recruitment, enterprise performance management, compensation and welfare management, labor relations management, labor relations management, and employee motivation.

1. Human resources planning

It mainly includes the establishment and adjustment of enterprise organization, the formulation of enterprise personnel management system and the analysis of enterprise personnel regulations.

Second, the recruitment of enterprise employees

For enterprise employee recruitment, human resources training courses can provide enterprise recruitment needs analysis, development of recruitment procedures and strategies, establishment of a sound employee recruitment mechanism, familiarity with talent recruitment skills and methods, research on employee turnover countermeasures and other learning content.

3. Enterprise performance management

That is, to establish an enterprise performance management system, grasp the key points of performance management, and design performance management methods.

4. Salary and welfare management

In the human resources training course, participants need to learn job evaluation and salary levels according to different enterprise situations, learn to formulate employee incentive measures, design salary management systems and welfare projects, etc., and also need to understand the accounting methods of labor costs.

5. Management of labor relations

Understand labor contract regulations and labor contract management, learn the formulation of labor contract texts, and master common labor dispute handling skills.

6. Employee incentives

That is, to master the common methods of employee motivation in enterprises, and to be able to put forward suggestions on incentives based on the actual situation of the enterprise. Human resources professionals who have experienced human resources training courses can help enterprises improve their employee management level, enable enterprises to achieve better development, and gain a firm foothold in the industry competition.

1.The goal of human resource training is to help human resource managers fully master the functions of the six modules of human resource management in large enterprises (human resource planning, personnel recruitment and allocation, training development and implementation, performance appraisal and implementation, salary and welfare, and employee relationship management), and systematically master the theories and methods of modern enterprise human resource management.

2.Comprehensively improve the theoretical level, professional quality and ability skills of human resource management practitioners, be competent for human resource development, management and other professional positions, and significantly improve work efficiency. Through the analysis and explanation of a large number of classic cases, the human resources course allows students to quickly apply what they have learned.

Human resource planning. Human resource managers need to connect with corporate strategy and establish an overall human resource plan;

Recruitment & Placement. Talent is the core asset of the enterprise, recruitment is the first pass, we must do a good job in recruitment, apply key talents to the right positions, give full play to the strengths of employees, and create benefits;

Training & Development. Align business needs, clarify the development and operation of training programs, and cultivate internal talents;

Labor relations management. Control the onboarding and resignation process of employees to reduce risks;

Management of performance and compensation relationships. Master the salary performance and welfare incentive system to better stimulate the enthusiasm and potential of employees;

HR professional accomplishment. If you want to become a human resources director, you can't do without learning team building, talent training, interpersonal communication and other learning.

In human resource management, corporate training can be done by creating its own corporate university to support employees in mobile learning. One. The internal training of the company's internal teachers This method is to set up full-time internal trainers in the management personnel department as trainers or personnel training departments, there are two approaches, one is the internal management personnel as the keynote speaker and according to the internal training materials of the enterprise to train employees, not full-time trainers, but according to the actual situation can be sent to participate in external training courses, to be set according to the specific needs of their positions; The other is for full-time internal trainers to go outside to listen to various public courses, and then return to the enterprise to "transfer" the knowledge learned to the internal personnel of the enterprise.

Two. In-house training from teachers outside the company. Enterprises generally hire teachers with practical experience from outside for internal training.

The advantage of this is that it can be tailored to the pressing issues that affect the company's performance. "The stones of other mountains can be used to attack jade", and external teachers can bring new thinking and new methods to solve problems to enterprises. Moreover, the form of internal training can discuss the confidentiality and sensitivity of the enterprise, strong interaction, high training intensity, and fast skill improvement, which is currently more and more popular with enterprises.

Monks from outside will recite scriptures", and some business leaders will convey their sensitive ideas through the mouth of external lecturers, which will have different effects.

1. Discussion method.

Information can be transmitted in multiple directions, and the trainees' ability to analyze, solve problems and communicate with others has been improved, but the requirements for training teachers are higher.

2. Teaching method.

The requirements for training teachers are not high, but the one-way information transmission and feedback effect are poor.

3. Interactive group method.

Trainees have hands-on experience in training activities to improve their interpersonal skills. It can significantly improve the ability of interpersonal relations and communication, but the effect depends to a large extent on the level of training teachers.

4. Case study method training and erection.

By providing relevant background information to the trainees, they can find appropriate solutions. This method has low cost and good feedback effect, which can effectively train students' ability to analyze and solve problems.

5. Audio-visual technology law.

Employees are trained through modern audiovisual technologies such as projectors, video recorders, etc. The use of visual and auditory perception methods is intuitive and distinct. However, the feedback and practice of the participants is poor, and the cost of producing and purchasing modern audiovisual technology is high, and it is easy to become obsolete.

1. Curriculum. The course includes an overview of human resource management, psychology and organizational behavior of human resource management, human resource planning and demand analysis of organizational personnel resources, performance management and compensation management, personnel recruitment, training and development, labor relations management, professional and technical personnel title system and personnel management of public institutions.

2. Examination time.

The national examination is twice a year, respectively in May and November each year, and after passing the examination, the Ministry of Labor and Social Security of the People's Republic of China will issue the professional qualification certificate for enterprise human resources management personnel.

3. Registration process.

Exam Procedure: Section 1.

1. Register at the Vocational Skills Appraisal Center or ** institution of the Provincial and Labor and Social Security Department.

Clause. 2. The provincial vocational skills appraisal center shall review the registration conditions.

Clause. 3. After passing the examination, pay the examination fee and receive the admission ticket after paying the fee.

Clause. 4. Participate in the national unified examination, and the examination room shall be organized and arranged by the provincial vocational appraisal center.

Clause. 5. After the end of the examination, the results of the examination will be notified and the certificate will be issued within three to four months (those who fail to pass can take the make-up examination).

4. Registration materials.

The following materials must be provided for the registration of the enterprise human resource manager examination:

1) 1 copy of academic certificate and 2 copies of ID card.

2) The seal certificate of the personnel and labor department of the unit for those who have been engaged in this type of work for continuous service.