將陸續(xù)公布2011年6月份ACCA考試大綱和學(xué)習(xí)指南，以饗考生！該大綱和學(xué)習(xí)指南旨在幫助考生規(guī)劃學(xué)習(xí)，并為每一部分的考點(diǎn)提供詳細(xì)的信息。
F. RECRUITING AND DEVELOPING EFFECTIVE EMPLOYEES
1. Recruitment and selection,managing diversity and equal opportunity
a)Explain the importance of effective recruitment and selection to the organisation.
b)Describe the recruitment and selection processes and explain the stages in these processes.
c)Describe the roles of those involved in the recruitment and selection processes.
d)Describe the methods through which organisations seek to meet their recruitment needs.
e)Explain the advantages and disadvantages of different recruitment and selection methods.
f)Explain the purposes of a diversity policy within the human resources plan.
g)Explain the purpose and benefits of an equal opportunities policy within human resource planning.
h)Explain the practical steps that an organisation may take to ensure the effectiveness of its diversity and equal opportunities policy.
2. Techniques for improving personal effectiveness at work and their benefits
a)Explain the purposes of personal development plans.
b)Describe how a personal development plan should be formulated， implemented， monitored and reviewed by the individual.
c)Explain the importance of effective time management.
d)Describe the barriers to effective time management and how they may be overcome.
e)Describe the role of information technology in improving personal effectiveness.
f)Explain the purposes and processes of coaching,mentoring and counselling and their benefits.
3. Features of effective communication
a)Define communications.
b)Explain a simple communication model:sender,message,receiver,feedback,noise.
c)Explain formal and informal communication and their importance in the workplace.
d)Identify the consequences of ineffective communication.
e)Describe the attributes of effective communication.
f)Describe the barriers to effective communication and identify practical steps that may be taken to overcome them.
g)Describe the main methods and patterns of communication.
4. Training,development and learning in the maintenance and improvement of business performance
a)Explain the importance of learning in the workplace.
b)Describe the learning process:Honey and Mumford,Kolb.
c)Describe the role of the human resources department and individual managers in the learning process.
d)Describe the training and development process:identifying needs,setting objectives,programme design, delivery and validation.
e)Explain the terms 'training','development’ and ‘education' and the characteristics of each.
f)List the benefits of effective training and development in the workplace.
5. Review and appraisal of individual performance
a)Explain the importance of performance assessment.
b)Explain how organisations assess the performance of human resources.
c)Define performance appraisal and describe its purposes.
d)Describe the performance appraisal process.
e)Explain the benefits of effective appraisal.
f)Identify the barriers to effective appraisal and how these may be overcome.
g)Explain how the effectiveness of performance appraisal may be evaluated.
F. RECRUITING AND DEVELOPING EFFECTIVE EMPLOYEES
1. Recruitment and selection,managing diversity and equal opportunity
a)Explain the importance of effective recruitment and selection to the organisation.
b)Describe the recruitment and selection processes and explain the stages in these processes.
c)Describe the roles of those involved in the recruitment and selection processes.
d)Describe the methods through which organisations seek to meet their recruitment needs.
e)Explain the advantages and disadvantages of different recruitment and selection methods.
f)Explain the purposes of a diversity policy within the human resources plan.
g)Explain the purpose and benefits of an equal opportunities policy within human resource planning.
h)Explain the practical steps that an organisation may take to ensure the effectiveness of its diversity and equal opportunities policy.
2. Techniques for improving personal effectiveness at work and their benefits
a)Explain the purposes of personal development plans.
b)Describe how a personal development plan should be formulated， implemented， monitored and reviewed by the individual.
c)Explain the importance of effective time management.
d)Describe the barriers to effective time management and how they may be overcome.
e)Describe the role of information technology in improving personal effectiveness.
f)Explain the purposes and processes of coaching,mentoring and counselling and their benefits.
3. Features of effective communication
a)Define communications.
b)Explain a simple communication model:sender,message,receiver,feedback,noise.
c)Explain formal and informal communication and their importance in the workplace.
d)Identify the consequences of ineffective communication.
e)Describe the attributes of effective communication.
f)Describe the barriers to effective communication and identify practical steps that may be taken to overcome them.
g)Describe the main methods and patterns of communication.
4. Training,development and learning in the maintenance and improvement of business performance
a)Explain the importance of learning in the workplace.
b)Describe the learning process:Honey and Mumford,Kolb.
c)Describe the role of the human resources department and individual managers in the learning process.
d)Describe the training and development process:identifying needs,setting objectives,programme design, delivery and validation.
e)Explain the terms 'training','development’ and ‘education' and the characteristics of each.
f)List the benefits of effective training and development in the workplace.
5. Review and appraisal of individual performance
a)Explain the importance of performance assessment.
b)Explain how organisations assess the performance of human resources.
c)Define performance appraisal and describe its purposes.
d)Describe the performance appraisal process.
e)Explain the benefits of effective appraisal.
f)Identify the barriers to effective appraisal and how these may be overcome.
g)Explain how the effectiveness of performance appraisal may be evaluated.