1, training experience:
Consider the supplier's working years in the industry, the projects he has participated in and the specific training experience, so as to evaluate the supplier's ability and experience level.
2, employee training qualifications:
The training experience, professional skills and training certification of employees are important factors to consider whether the training supplier has the ability to provide high-quality training.
3. Customer:
Consider what kind of training services the supplier has provided to customers, how many high-level talents have been trained, and how the customer feedback is. , as the basis for evaluating supplier capabilities.
4. Cost:
Understand the supplier's charging strategy and mode, whether it is reasonable and transparent, and whether there are hidden costs, so as to judge the supplier's conscience.
5. Understanding of the enterprise:
Understand whether the supplier has a certain understanding of the development and objectives of the enterprise, whether he has certain professional ability and industry knowledge, so as to judge whether the supplier can provide tailor-made training services for the enterprise according to the actual situation of the enterprise.
Perfect selection system:
International experience tells us that the most effective and popular way to realize the standardized, normal and scientific management of public selection of civil servants is to legalize it.
To ensure the vitality of open selection, the best way out is to gradually promote the legalization of selection, build a legal system with scientific content, strict procedures, complete facilities and effective use, and regulate the smooth progress of open selection through a series of legal systems.
In the selection, we can consider the connection and coordination with the existing selection and appointment methods of party and government leading cadres, such as open selection, competition for posts, civil service examination and so on.
In the future, we can design the top-level competitive selection of all kinds of civil servants at the central level, clarify the positioning of each competitive selection, and clarify the boundaries of different competitive selection systems, so that different selection and appointment methods can perform their duties and get their place.
On this basis, we will make overall arrangements for the proportion of posts with different selection and appointment methods, so as to ensure that there are rules to follow, and that open selection and open selection, competition for posts, civil service examinations and other selection and appointment methods do not compete for positions.