There are two kinds of training institutions for human resource managers, one is examination and the other is practical training. The two institutions have different emphases, so the standards for which institution is good are different.

Let's talk about manpower examination training institutions first. The qualification of teachers is only a small factor. Many institutions are engaged in so-and-so teachers, but the teaching is not systematic. We apply for examination training institutions in order to pass the examination in the least time. If we can systematize the relevant knowledge of manpower, it is best to focus on point-by-point learning and examination. For example, Jinlin human VIP class, the signing of the exam is not refundable, so it will not consider various issues such as teachers. Our ultimate goal is to pass the exam and get the certificate. No matter what method he uses, this restriction of not refunding fees is itself a guarantee. Without this level, he dare not shout such a thing.

Let's talk about human resources practice first, because human resources managers are divided into multiple levels, and the qualifications of different levels are different, but our ultimate goal is to solve problems in enterprises with what we have learned, so practical teachers with work experience are the most important. If a doctor or professor tells us the actual operation, it is really not as realistic as the human resources minister of a group company told us. Different enterprises also need different teachers. For a small company with about 30 people, it is not practical to listen to multinational groups teaching hundreds of thousands of people's human resource management experience every day. The purpose of practice is practical operation. If it is the same as or similar to our situation, it will be more operable.