Avoid conflicts between training and employees' daily work. D above includes 7. Let the general manager know about the training course. The purpose is to urge students to study hard. Urge trainers to work hard. Make the training get more support. Make the training more valuable. Many companies prefer to raise costs and train in high-end hotels. The purpose is: b to create a good training environment for employee welfare B. Improve the training effect, c show the strength of the company, d facilitate contact with customers, 9. The possible development direction of foreign human resource management is: D A questionnaire method, B discussion method, C interview method, D management quality evaluation method 10 The following misunderstanding about "on-the-job training" is that D A on-the-job training is one of the important items of all-staff training. B. The advantage of on-the-job training is that employees are guided by their own ideas and concepts before getting to know the company deeply. C at present, induction training is getting less and less attention. D if the number of new employees is too small, there is no need for induction training. 1 1 Busy people in the company are idle, and idle people are busy. Explain that the company: A A's time management ability is weak, B's behavioral technical training is not done well, some employees in C's quality is low, and D's organizational culture is poor. 12 The important criteria for judging and selecting training courses are: A A's training methods and interaction ratio, B's training time and training funds, C's training subjects and training objects, D's training venues and group cooperation. 13' s first-level evaluation is evaluation: B' A's knowledge in mind, b's students' reaction, c's whether the knowledge learned by employees has been transformed into unconscious habitual behavior, d's commercial interests 14' s from the operational point of view, the third-level and fourth-level assessments: b 'a has great operational possibility, the third-level assessment has operational possibility, and the fourth-level assessment has little operational possibility. Three-level evaluation is unlikely to operate. 15 The method of "360-degree evaluation" is: C A is a comprehensive evaluation of students in training. B a behavior evaluation method created by foreign consulting companies, trying to find a quantitative measure of behavior. Six months after the training, their superiors, subordinates and two colleagues asked them to give a written job evaluation. D or above is incorrect. Second, list the questions 1 and list the training methods. List three requirements for employees to do a good job. List the methods that trainers can use. List the steps to confirm the training objectives. 3. Short answer 1 Under what circumstances does the need for training usually arise? 2. What important decisions should an enterprise make in order to obtain successful training? What are the evaluation grades of training effect? 4. What aspects does the composition 1 5WIH method include? Answer 1 to question C of How to Do a Good Job in Enterprise Training Management, DDCBB BCBDD AABBC 2, Enumeration 1 (1) Examination (2) Interaction (3) Teamwork 2 (1) Attitude (2) Skills (3) Knowledge (/) (2) Identify the skills that employees lack. 3. Short answer 1 (1) After the interview is successful, new employees need to participate in training when they need to understand the company system, corporate culture and professional knowledge. (2) Employees whose year-end performance appraisal fails to meet the job requirements face the fate of being dismissed. 2 (1) The employee training certificate is issued by the general manager. (2) Let the general manager know about the training course. (3) The training course system and organization system are closely linked with the company's business. (4) Enhance the personal charm of the training manager. (3) The first-level evaluation refers to the students' reaction. This response requirement is an intuitive response. (2) The content of the secondary evaluation is knowledge to be kept in mind. (3) Three-level evaluation is to evaluate whether the knowledge learned by employees has been transformed into unconscious habits. (4) The fourth level evaluation is the evaluation of commercial interests, which refers to the input-output ratio. (4) Paper question 1 (1) Who did it? Who is doing it? Who should do it? Who else can do it? (2) What should I do? What did you do? What should be accomplished? What else can I do? What else should I do? (3) Where should I do it? Where was it made? Where should I finish it? Where else can I do it? Where else should I do it? (4) When will you do it? When was it finished? When should it be finished? When should it be finished? When else should I do it? (5) Why did he do it? Why are you doing it there? Why do you want to do it? Why did you do that? (6) how to do it? How did you do it? How to complete it? Can this method be used in other places? Is there any other way?