Ability-centered Chinese quality is a combination of many factors. It is not only a tool for students to learn other courses well, but also below.

Hello!

The main sentence is "Chinese literacy is a complex, a tool and a foundation". Obviously, "Chinese literacy is a tool" does not match, and the word "literacy" should be deleted. Understanding "he" is Chinese literacy.

I hope it will be helpful to you and I hope it will be adopted.

What is the main content of enterprise training?

1. Understand corporate culture

Employees should actively understand the development strategy, corporate vision, rules and regulations, corporate culture, market prospects and competition of the enterprise; Job responsibilities of employees and basic knowledge and skills of their own jobs; How to save cost, control expenditure and improve efficiency; How to deal with all problems in work quickly, especially safety problems and quality accidents.

2. Soft skills and techniques

Soft skills refer to the necessary ability to meet the needs of work, and skills refer to the ability gained through continuous practice. Practice makes perfect, just like typing. The more you practice, the more skills you have. The skills that senior cadres of enterprises must possess are the formulation and implementation of strategic objectives and the cultivation of leadership.

3. Attitude training

Attitude is everything! Without a good attitude, no matter how good your ability is, it is useless. The attitude of employees determines their professionalism, teamwork, interpersonal relationship and personal career development, and determines whether they can establish a correct outlook on life and values and shape their professionalism. Most enterprises don't have enough training in this field.

The above is the main content of enterprise employee training introduced by enterprise management training experts. Scientific training content can make enterprises and employees develop better.

You can look at the business administration course.

Three. Are there any special courses (comprehensive application ability) and (basic quality test)?

Hello, Chinese public education is at your service.

We all have special courses for the courses you mentioned, and it is not difficult to take an examination of public institutions. As long as you study hard, it won't be difficult. Our courses are all learned by teachers in the institute. More course details://kc.offcn/general/184/17243/? wt.mc_id=lr453 1

Details of the preparation materials of public institutions: Zhonggong Education Network.

If in doubt, please consult the public education enterprises in China.

How to establish a training course system?

Establishment of training course system

The purpose of training is closely related to the company's development strategy and status quo, to improve the quality and ability of employees, to enable employees to better complete their work, to achieve the company's business objectives, and to achieve a win-win situation for the company, shareholders, employees, customers and even the society. Therefore, the construction of the training system must be closely combined with the requirements of the company's reality and development strategy, and cultivate talents for the company that meet the company's development strategy. For example, some companies engaged in high-tech information technology industry have set up two different career channels for employee development from the perspective of human resources policy: technical posts and management posts. Employees with good professional skills can choose to take the technical channel, which can be divided into technicians, senior engineers or chief engineers. At this time, in the construction and design of the curriculum system, we should not only consider the general management courses, but also design different levels and different levels of professional courses according to technical requirements.

In order to maintain the balance between levels and functions, from the perspective of enterprise personnel training, key employees and core manpower should receive more training, but the training of other employees should not be ignored. In the construction of the curriculum system, it is necessary to ensure that every employee can receive corresponding training in different positions. This requires that when designing the curriculum system, it needs to be considered from both horizontal and vertical directions. Vertically, we should consider different levels from new employees to senior managers, and set up corresponding training courses according to the different ability requirements of each level; Horizontal refers to functional departments, which professional skills these functional departments need to complete their work, so as to find training needs and design corresponding courses. If we consider both horizontally and vertically, every level and every post will not be missed. After analyzing the above factors, the training department has to do a very important job, that is, establish a database, collect and sort out the existing course materials, including lecturers' courseware, teaching plans, teaching materials used by students, etc., and constantly improve and accumulate them. Become a course with the company's own characteristics. Without this work, the curriculum system, a very important link in the training system, cannot be established. Some enterprises often do idle labor, and the original employees leave. Everything has to start over. In order to avoid such consequences and ensure the normal operation of training, effective training management is essential.

Soliciting the opinions of relevant departments and demanding the establishment of a training system is not only a matter for training departments or administrators, but also requires the strong support of leaders and the active cooperation of other departments. No work in the training system can be completed by the training department alone. We must reach a consensus from top to bottom. Taking the development and design of training courses in functional departments as an example, different departments and posts have different training needs and ability requirements. What knowledge and skills employees need and what problems and deficiencies exist in their work in carrying out business, the managers of various functional departments must know better than the training departments. Therefore, we must understand and grasp the training needs of different departments from the standpoint of the company. When investigating the training needs, the so-called job analysis is to clarify the ability requirements of each position and level, so as to develop different courses according to the training objects. Some companies use competency model to understand employees' current abilities and design different training courses on this basis. For example, when training managers at different levels such as grass-roots, middle-level and high-level, their different ability requirements should be taken into account. Grass-roots managers should also bring teams, but the proportion of transactional work and personal work is more, which is equivalent to the limbs of the human body; Middle managers not only have to be responsible and do things, but also have a higher proportion of responsible people, so they have higher requirements for management ability. This level is equivalent to the waist of the human body, which is very important for enterprises (how to cultivate middle managers will be introduced in detail in the backbone of the company-training middle managers); The top layer is the leading goose of the enterprise, which determines the development direction of the enterprise. This level is equivalent to the brain, the headquarters of the human body. If we blindly design courses or implement training without analysis, the results will certainly be unsatisfactory.

Formulate training system and implement it effectively. Some companies have established some training systems, but the results are not good and they have not been put in place, which is not unrelated to the company's culture. Some problems can be avoided by formulating a practical training system and effectively observing and implementing it. For example, in the selection of the above-mentioned training objects, if the training points system is formulated, and each employee's training points are required to meet the requirements set by the company, and linked with employee assessment and promotion, the phenomenon of "replacing" training can be prevented and avoided, so that all employees who should be trained can participate in the corresponding training on time. Taking the construction of internal lecturers as an example, internal lecturers also need to formulate corresponding systems to ensure their peace of mind in teaching. The internal lecturers in most enterprises are usually * * * people, who have their own jobs and lectures are extra tasks, so some internal lecturers' immediate supervisors are reluctant to let them go, for fear that "doing nothing will affect the work of the department." One employee is willing to be a lecturer in the company and speaks very well, but the boss doesn't support him. Every time this employee goes to teach, his boss's language and expression make him feel uncomfortable, as if he is really doing something that is not his job. In the end, the company lost an excellent internal lecturer-he resigned. Therefore, enterprises should formulate relevant systems according to the actual situation of the company and actively encourage qualified employees to serve as internal lecturers. At the same time, it is necessary to create a culture of identity from top to bottom, so that not only the lecturers themselves feel honored to be lecturers, but also the department leaders feel proud, so as to ensure the smooth development of internal training.

Fully considering the needs of employees' own development, employees' career development planning includes two aspects: on the one hand, employees' career planning for themselves; On the other hand, the company provides a stage for employees to display their talents, that is, to manage their career development. If the development of training system and training courses can be combined with the needs of employees' own development, we can achieve a win-win situation for enterprises and employees, and at the same time make corresponding contributions to the development of the company. When some enterprises are faced with important internal job vacancies, they should first consider internal selection to provide opportunities and development space for employees who are capable or willing to challenge the new position, and then provide corresponding functional training according to the job requirements of the position, which is also one of the ways to retain excellent employees.

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Ⅳ How to transform ability into training courses?

Are you a consulting company and want to develop courses based on competency, or do enterprise HR want to do some training according to competency model?

If your question is the first possibility, it will be easy. Competency can be understood as all abilities-non-post demand ability = competency. The course sets different contents for different objects, such as the ability of middle and senior managers. Then you can learn from the conventional professional manager training modules: such as self-management (time management), team management (leadership and leadership art, team motivation, authorization), professional ability (communication, professional ethics). The second part can add industry knowledge and professional knowledge, such as real estate development process. In addition, the situation may be similar for basic employees.

If it is within an enterprise, in addition to general ability training, we can focus on job characteristics and job ability. After training, we can establish an evaluation scheme of performance indicators, and only effective and intuitive effect evaluation can get the final approval of business owners. I won't introduce the evaluation method, so I can't live on it. 10 is too little and too tired.

ⅵ Do you have any details about Mr. Guo Yanze? His courses and so on are urgently needed.

Shenzhen Lingxiu Hangzhe Internet Co., Ltd. pen name: Guo Yanze (Guo Zitu)

Gender: male

Birth: 1970

Area: Shenzhen

Industry: consulting training

Mobile phone number: 13928493435

Professional background: provider of national case center, 25 years experience in human resources, and consultant of many companies such as Tsinghua Tongfang, Aerospace Group, Qixing Electronics and Shenhua Shendong.

Consulting projects: performance management, competency model, salary management and other human resources projects.

Teaching style: practicality-most course cases come from their own practice.

Interactive-good at answering all kinds of questions about human resource management on the spot.

Trained customers: Tsinghua Tongfang, Aerospace Group, Qixing Electronics, Shenhua Shendong, Haotenai, Vietnam Airlines Logistics, Li Xiang Electromechanical, Nanjing Opak, Xinjiang He Chun Group, Shenzhen Jiepute, Shenzhen Guan Wei Vision, Ruineng Group, Heilongjiang Huaqi Hotel, Zhejiang Hua Kai Mould, Zhuhai Gree Electric, Shandong Jiutai Chemical Technology Co., Ltd., Harbin Sun Island Scenic Area Asset Management Co., Ltd., Jiangsu Electromechanical Research Institute and other Xugong Group Xuzhou Heavy Machinery Factory, Shaanxi Gaoxing Energy Co., Ltd., Guangdong Yi Long Electric Appliance Co., Ltd., Shenzhen Lanjiang Real Estate Development Co., Ltd., Jiangxi Guangxin Motor Vehicle Co., Ltd., Shenzhen Grand Canyon Model Design Co., Ltd., zhengzhou yutong Bus Co., Ltd., Everbright Yibo Watch (Shenzhen) Co., Ltd., Shenyang Yu Tai Electromechanical Equipment Co., Ltd., Shanghai Volkswagen Xiangyuan Power Co., Ltd.

Customer evaluation:

Wei Guan's visual evaluation depicts a strategic map-"just like a person who looks normal but is covered in blood clots and bruises." The process is visually shocking, the pain points are shocking, and the results are surprising and pleasant! "

Qixing Electronics-"Deep practical experience and down-to-earth performance coaching make the performance management of counseling come to the ground."

Shandong Jiutai Chemical Technology Co., Ltd.-"Answer the question, Teacher Guo doesn't beat around the bush, but hits the point directly, which makes people happy."

He Chun Group-"The analysis of the problem is to the point, to the point, let us have an epiphany!"

ⅶ What is the management accounting competency certification course?

Precisely

1. With the concept of internationalization:

The training system of management accounting talents that keeps pace with the times and the content of management accounting knowledge that is applied by learning are based on the current demand situation of international management accounting talents and the training experience of management accounting talents in the past 100 years.

As a founding member of COSO, IMA deeply participated in the formulation of American accounting standards system, business ethics and code of conduct of management accounting, advocated the establishment of a comprehensive financial reporting framework, and was also the founding institution and standard setter of XBRL. The concept of management accounting was first put forward in the United States and has been continuously practiced. IMA is the largest management accounting organization in the United States. The authority and advancement it represents determine the global leading and practicability of its certification system.

2. Accurately grasp the hot spots of the times:

With the economic globalization and the continuous development of information technology, traditional accounting has obviously failed to keep pace with the times and the development of enterprises. It is difficult to solve the new problems in the financial field simply by relying on the previous accounting thinking and traditional accounting, and the requirements of enterprises for financial personnel have also changed from ordinary "Mr. Accountant" to "strategic financial management accounting". It can be seen that the advantages of management accounting are gradually highlighted, and the role of management accounting in enterprises is becoming more and more important.

3. Better than the teaching system in the same industry;

It has the characteristics of short period, strong universality and low threshold; MACC certification course provides authoritative appraisal for on-the-job financial personnel in enterprises, builds a social platform for accountants and financial personnel to share industry experience, obtain career opportunities and establish business contacts, creates more career development opportunities for prospective employees who have just left campus, strengthens their control over the whole business field and enhances their position in salary negotiation. The MACC certification course has a short cycle and a wide coverage. From the five modules of planning and reporting, financial decision-making, information technology, business operation and leadership building, the professional competitiveness of accountants will be comprehensively improved.

4. The authoritative public trust of a century-old institution.

Widely recognized by professionals at home and abroad, MACC certification course is based on IMA management accounting competency framework, which has been recognized and supported by many enterprises at home and abroad. On a global scale, IMA has also been supported by many corporate finance directors in management accounting training.

Applicable groups

Grass-roots managers and financial personnel in enterprise management transformation.

Professionals interested in management accounting, finance and management.

Students from institutions of higher learning recognized by the Ministry of Education.

ⅷ What are the core qualities of China people?

Chinese core literacy mainly includes the construction and application of language, the development and promotion of thinking, the appreciation and creation of aesthetics, and the understanding and inheritance of culture.

The content of "Chinese literacy" is from low to high. From simple to complex, it is divided into six levels:

First, the necessary knowledge of Chinese. The ability to leave knowledge is unimaginable. It is easy to deny the guiding and promoting role of Chinese knowledge in Chinese learning, which will easily lead Chinese teaching to the irrational misunderstanding.

Second, rich language accumulation. The main content of Chinese learning is a specific model essay, which determines that Chinese teaching must allow students to have a certain amount of perceptual language materials and achieve a qualitative leap on the basis of quantitative accumulation.

Third, skilled language skills. Skilled skills become an ability to some extent. Chinese teaching must cultivate students' basic skills such as looking up a dictionary, reading aloud, reading silently, speaking, listening and writing in a large number of language practices.

Fourth, good study habits. Chinese teaching must bear in mind Mr. Ye Shengtao's famous saying that "teaching is for not teaching".

Fifth, profound cultural accomplishment. Chinese teaching should let students be influenced by noble sentiments and interests, improve cultural taste and aesthetic taste, and cultivate a scientific attitude of seeking truth from facts and advocating truth.

Sixth, behave gracefully. Chinese teaching should focus on cultivating students' refined temperament and civilized behavior. Treat people generously, speak gently, and choose the right words according to different occasions.

Core literacy is the embodiment of the party's educational policy, and it is an intermediate link connecting macro-educational concepts, training objectives and specific educational and teaching practices.

Through the bridge of core literacy, the party's educational policy will be transformed into specific requirements that can be used in education and teaching practice and easily understood by the educated, and the essential character and key ability that students should have will be clarified, and the fundamental question of "what virtue to build and who to cultivate" will be answered in depth from the middle level, leading the curriculum reform and educational model reform.

(8) ability course extended reading:

Culture is the foundation and soul of human existence. Cultural foundation emphasizes acquiring knowledge and skills in the fields of humanities and science, mastering and applying outstanding achievements of human wisdom, cultivating inner spirit, pursuing the unity of truth, goodness and beauty, and cultivating a person with rich cultural foundation and high spiritual pursuit.

First, adhere to science. Focusing on the fundamental requirements of moral education, we should adhere to the people-oriented principle, follow the laws of students' physical and mental development and education, put scientific concepts and methods throughout the whole process of research, attach importance to theoretical support and empirical basis, and ensure the rigor and standardization of the research process.

Second, pay attention to the times. Fully reflect the new requirements of economic and social development in the new era for personnel training, fully reflect advanced educational ideas and concepts, and ensure that research results keep pace with the times and are forward-looking.

Third, strengthen nationality. It emphasizes the inheritance and development of Chinese excellent traditional culture. The research on core literacy is rooted in the cultural and historical soil of the Chinese nation, systematically implements the basic requirements of socialist core values, highlights social responsibility and national identity, fully embodies national characteristics, and ensures that it is based on China's national conditions and has China characteristics.

The quality and ability test of the new curriculum in the second semester of Jiulichuan Yuanbao National Junior Middle School in 20 13-20 14 school year.

Wu culture is profound.

ⅹ General professional quality of the course? Overview of self-study ability

Self-cognition is the insight and understanding of oneself, including self-observation and self-evaluation. Self-observation refers to the awareness of one's own perception, thinking and intention; Self-evaluation refers to the judgment and evaluation of one's own thoughts, expectations, behaviors and personality characteristics, and is an important condition for self-regulation. If a person can't know himself correctly, can't see his own advantages, and feels inferior everywhere, he will feel inferior, lose confidence, and balk at doing things ... On the contrary, if a person overestimates himself, he will be arrogant, blindly optimistic and lead to mistakes in his work. Therefore, it is an important prerequisite for self-regulation and personality improvement to know yourself correctly and evaluate yourself realistically.

Psychological cognition of self-cognition is a relatively advanced cognitive ability. For people with low academic qualifications or low IQ, there may be no such self-awareness of life. For some people, this psychological cognition can be transcended. Generally speaking, psychological cognition is an infinite process, because psychological activity itself is infinite, and it will develop with personal experience and memory, as well as thoughts and imagination. Therefore, after any psychological activity different from the previous stage or period, the individual's psychology of self will be summarized and readjusted.