想知道點樣為一間公司做”未來人力招募進度”及”Training & development”既plans?

基本上唔同既公司就會有唔同既steps，而中小型企業通常會比較簡單，大公司就當然複習好多。

1, 首先答左你recruitment 既steps先。

中小型既企業多數都只會有INTERVIEW，又或者比個TEST 你TEST 下你既能力得唔得。

但係大公司就會有好多個STEPS，包括：
1. CV SCREENING
2. APTITUDE TEST (PERSONALITY TEST, ABILITY TEST)
3. VERBAL AND NUMERICAL TESTS (ENGLISH TEST, MATH TEST)
4. ASSESSMENT CENTRE (又會有TEST, 又或者GROUP INTERVIEWS)
5. INTERVIEW (GROUP INTERVIEW, FACE TO FACE INTERVIEW, CASE ANALYSIS...)

而tTRAINING & DEVELOPMENT 我就唔係太清楚，但大致上都會用Instructional design models 去APPLY，詳細如下：

Perhaps the most common model used for creating instructional materials is the ADDIE Model. This acronym stands for the 5 phases contained in the model:

* Analyze - analyze learner characteristics, task to be learned, etc.
* Design - develop learning objectives, choose an instructional approach
* Develop - create instructional or training materials
* Implement - deliver or distribute the instructional materials
* Evaluate - make sure the materials achieved the desired goals

Most of the current instructional design models are variations of the ADDIE model. A sometimes utilized adaptation to this model is in a practice known as rapid prototyping. Proponents suggest that through an iterative process the verification of the design documents saves time and money by catching problems while they are still easy to fix. This approach is not novel to the design of instruction, but appears in many design-related domains including software design, architecture, transportation planning, product development, message design, user experience design, etc.[17] [18]

Instructional theories also play an important role in the design of instructional materials. Theories such as behaviorism, constructivism, social learning and cognitivism help shape and define the outcome of instructional materials.

希望可以幫倒你啦 ^^

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http://www.prototype.com.hk/