Solution of training manpower for the agency

To equip the necessary knowledge, skills and expertise of the employees for appropriate and authentic pre-employment in a specific the work at the agency.

Management Agency to coordinate implementation of synchronous training institutions and enterprises in developing training programs, training plans and recruitment on the basis of some of the following:

First, mounted strategic goals of development agencies and hiring the employees in each phase, to define professional training and recruitment standards the employees, while coordinating with the training facility construction and improvement programs under short-term and long-term, to ensure the proper training, recruiting the right work to employees.

Secondly, promoting quality control training employees in selected organs from stage to stage training after training. However, many existing training facilities only partially meet the end of the training period, there is no assessment for the period after training. Therefore, the need for close coordination, commitment between training institutions and enterprises in the evaluation test after training. Therefore, the need for close coordination, commitment between training institutions and enterprises in the evaluation test after training it should be noted some of the following: (1) The changes in the individual's job performance after training; (2) Feedback from the training unit for

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tranees after the end of training; (3) The evidence shows that the level of received and collected by trainees include increasing the understanding of the knowledge, attitude and improved employment outcomes are improved; (4) Other criteria such as the level of professionalism of teachers trained in all, the cost of organizing training programs; (5) The method used to assess the interviews, checklists, questionnaires and surveys, interview colleagues and managers before and after training to recognize the progress employee attendance; (6) The assessment results will be reported to the board of directors.

Two-way dialogue - Many companies make very good communication activities from management to employees. However, many companies lack effective platform to get feedback from employees. It is important to manage the exposure and the board needs to hear what employees have to say. They can clarify the issues that the board of directors are not aware, discloses the complaint and to the superior know how feasible or not feasible. Remember, feedback is most effective only be raised immediately. When employees exceeded expectations, make sure you let them know how good work and the valuable contribution they bring to the company. Similarly, for the reprimand, the staff needs to know when they do wrong in the shortest possible time so that they can fix.

The employees understand their role - Make sure employees understand the goals of the company and let them know where they plan to go to your success. Let the staff know the competencies and skills that will help your company grow and help the employee improve their skills to meet the needs of companies. Let's support to the staff always participate in training activities and training with ease. Thus, they will always be updated with the latest trends in the field of companies.

The trust - if the management is constantly changing direction and promise, employees will lose confidence in them. The employees see the big picture is very important issue, but also the manager must see that. This will help them to keep the trust of employees and ensure the success of the company. However, this does not only relate to the direct management. The study shows that the confidence of staff to the directors have twice the impact on the level of commitment than trust for middle managers. The senior managers need to gain the confidence of everyone in the company to succeed.

The shared responsibility - When employees participate in decision-making processes, they feel more valuable in the company and become more committed. By

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pushing the decision to the lowest possible level, you will make a commitment at every level of the company staff. The commitment of employees starting their first day to the company. Make sure you have training programs for new employees. The first day employees at the company has key features in determining the level of commitment that staff would have to be in the next year. Give a new employee to a former employee credible that you feel are representative of the values of the company. This individual can help new employees to locate in the day's first surprise in jobs and help them learn to work.

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