The real problem of human resources training

In 2007 165438+ 10, the standard answer of the three-level theoretical examination paper for enterprise human resource managers.

26-30 BBABB 3 1-35 BCCAC 36-40 CDBBA 4 1-45 CDCBB 46-50 ADACC 5 1-55 BDDCA

56-60 DDAAD 6 1-65 CDABA 66-70 AABCC 7 1-75 DDBBC 76-80 DDBAD 8 1-85 DDAAD

86-90 ABCD，BDE，ACE，ABCDE，ACD

ABCDE、BCDE、BDE、ACDE、ABCDE

96- 100 CDE, BCDE, BCDE, Abdul, BCDE

10 1- 105 ACE、BCDE、BCDE、BCE、ABD

106- 1 10 ACE、BD、AC、ABCE、ACE

111115 ade, ade, ACDE, ACDE, aboud.

ACDE、ABCDE、ABCD、ABCDE、BCDE

ABCE、ABCDE、ABCD、BCDE、ABCDE

Part II Professional Skills

1. Short answer questions (2 questions in this question, 1, 10, 15, ***25).

1. Scoring standard: (10) P 178.

(1) Ensure the accuracy of the assessment. (2 points)

(2) Pay attention to the fairness of evaluation. (2 points)

(3) Carefully choose the feedback mode of evaluation results. (2 points)

(4) Re-examine the evaluation form. (2 points)

(5) Re-examine the evaluation method. (2 points)

2. Scoring standard: (15) P274

According to the different adjustment methods, the adjustment methods of labor relations can be divided into: (1)

(1) Labor laws and regulations. (2 points)

(2) Collective contracts. (2 points)

(3) Labor contract. (2 points)

(3) democratic management system. (2 points)

(5) Labor dispute handling system. (2 points)

(6) Labor supervision and inspection system. (2 points)

(7) Internal labor rules. (2 points)

Second, the calculation problem (this problem is 1, *** 15 points. First calculate according to the meaning of the question, and then make the necessary analysis, only the calculation results will not be scored without the calculation process)

Scoring standard: (15) P29

(1) total production task of product a in 2008 = 100× 30 = 3000 (hours) (3 points)

(2) Total production task of product B in 2008 = 200× 50 = 10000 (hours) (3 points)

(3) The total production task of product C in 2008 = 300× 60 = 18000 (hours) (3 points)

(6 points)

Three, case analysis (this question ***2 questions, each small 20 points, ***40 points)

1. Scoring standard: (20 points) P58

(1) At the beginning, TS Group Company adopted external recruitment:

(1) In the initial stage, the company lacked internal talents and had to take external recruitment. (2 points)

(2) The wide range of external recruitment sources and wide choice are conducive to recruiting outstanding talents and saving internal training costs.

(2 points)

(3) External recruitment is also a very effective way of communication. TS Group can take this opportunity to promote its own enterprises and establish a good corporate image among employees, customers and other outsiders. (2 points)

(2) With the improvement of corporate popularity, TS Group began to look for talents from within the organization.

With the development of the company, it is possible to recruit talents from within because of the rich talents in the company. In addition, external recruitment has the following disadvantages:

① Screening is difficult and takes a long time; (2 points)

② The recruitment cost is high and the decision-making risk is high; (2 points)

③ New employees are slow to enter the role, which affects the enthusiasm of internal employees. (2 points)

The internal recruitment method adopted by the company has the following advantages:

① High accuracy of internal recruitment; (2 points)

② Internally recruited employees can adapt quickly; (2 points)

③ Internal recruitment is highly motivating; (2 points)

④ The internal recruitment cost is low. (2 points)

2. Scoring standard: (20 points)

(1) The reason of negative incentive effect of bonus distribution scheme in A coal mine;

(1) The safety bonus is distributed according to the administrative level, which is not recognized by the majority of grassroots miners. (2 points)

(2) egalitarianism is implemented for employees at the same administrative level, and there is a lack of internal fairness. (2 points)

(3) A coal mine has many employees and a large base, and everyone can get very little bonus, especially grassroots miners and 50 yuan. Employees' motivation consciousness is not strong, so it is difficult to play an incentive role. (2 points)

(2) Factors that should be considered in the design of this bonus distribution scheme:

Safety responsibility

(1) Distinguish between employees with direct safety responsibility and employees with indirect safety responsibility. (2 points)

② Distinguish employees with weak safety awareness and strong safety responsibility awareness. (2 points)

③ Take this as an opportunity to improve the safety responsibility system. (2 points)

mode of distribution

① Different distribution methods have different incentives. (2 points)

(2) The duration of different distribution modes is different. (2 points)

(3) bonus distribution scheme:

A coal mine has many employees and a large base. If 6.5438+0.5 million is allocated, each employee will get very little money and will not play an incentive role. Therefore, it is suggested to adopt a team incentive method to distribute bonuses, such as building an employee club. The advantages of this incentive method are as follows: it can make employees make better use of their spare time; Further publicize the knowledge of safety production through the club; Provide a new communication platform for employees; Great incentives; This kind of motivation lasts for a long time.

(Other distribution methods of candidates' answers, as long as they are reasonable and well-founded, should be given extra points as appropriate, with a maximum of 4 points) (4 points)

Iv. Scheme design question (this question 1 question, ***20 points)

Scoring standard: (20 points) P 139

The training course evaluation form shall include the following contents:

1, investigation time; (2 points)

2. Basic information of the course, including course name, lecturer's name, training time, students' names, etc. (2 points)

3. Course content evaluation, including course structure, textbook selection and practical activities; (2 points)

4, lecturer performance evaluation, including professional level, lecture skills and atmosphere creation, etc. (2 points)

5. Evaluation of students' participation, including the participation of respondents themselves and other students; (2 points)

6. Develop training evaluation standards; (2 points)

7. Training reflects evaluation, such as "How do you feel during the activity"; (2 points)

8. Training effect evaluation, such as "Where is the part of this course that is helpful to your work"; (2 points)

9, improvement opinions and suggestions; (2 points)

10, the next training demand survey. (2 points)

Reference answer: training course evaluation form

* * * * Year * * Month * * Day

Name of training course ×××××× Training time of business etiquette

Name of trainee. }

Trainee post ××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××××

Department to be trained ××××× Number of trainees ×××

Do you have a clear understanding of the content of this lesson before class? Yes or no

How did you feel during the activity?

How does this course help your work? Please specify.

project evaluation

Evaluation of content, evaluation of evaluation criteria, and change of good opinions.

course content

1. The course structure is good, but poor.

2. Good textbook selection is generally poor.

3. Practical activities are good, but generally poor.

Lecturer performance

1. Professional level is good, but generally poor.