In practice, most people's understanding of the concept of training system is not particularly uniform, and even a few trainers are confused. This is very dangerous, which is not only conducive to the improvement of training performance, but also to the development of the training system itself and to work communication. For example, when there are obstacles in training, some training managers will say that the performance of training is not ideal because the company lacks a perfect training system. Even some famous teachers who have great influence on the training market have put forward similar courses of the so-called modern training system, which have become unworthy of the name due to the lack of scientific and systematic courses.
Let's take a look at several typical misunderstandings in the concept understanding and construction of the current training system:
First, the positioning of the training system is too low.
Some people think that "training management includes three aspects: training plan, training execution and training evaluation." Speaking of training management system, it starts with demand, planning, implementation and evaluation. In fact, these behaviors should belong to the project management level, which is lower than the training system.
"To build a training system, we must first clarify the following four key issues, that is, who will speak, how to speak, to whom and what to speak." This view is described by the implementation elements of teaching behavior, but the overall positioning is too low, lower than the two-level training system and the first-level project management. Limited to the teaching level. The root of this mistake is to confuse the concepts of training and teaching.
Second, the concept level in the training system is misplaced.
Some people think that "training system should include training resource construction, skill management system and curriculum system." The skill management system includes skill standards, skill management processes, skill categories, design and application of enterprise core skills, and hierarchical design of skill standards. " Personally, the skill management system should be embodied in the curriculum system, which is the embodiment of training needs.
"Curriculum system construction includes enterprise curriculum system design, curriculum development process and development skills, and key curriculum project design analysis (induction training, management training, channel training, etc.). ). "We believe that the process of curriculum development is not at the same level as the development skills and the design of enterprise curriculum system, which is not conducive to the effective implementation of the whole system.
Third, the concept definition in the training system is confusing.
"The employee training system includes training institutions, training contents, training methods, training targets and training management methods. Training management includes three aspects: training plan, training implementation and training evaluation." This view separates training methods, modes and objects from training management, and cannot effectively explain their internal relations.
"Usually, a complete training system consists of four parts: training course system, training instructor management system, training effect evaluation and training management system." This approach considers the training management system as a sub-concept of the training system, and juxtaposes the training course system with the training management system. This mistake is actually forgetting that the training course system and lecturer management are the objects of training management. And the training effect evaluation is listed separately, so what about planning and implementation? Obviously can't give a satisfactory answer.
Fourth, can not reflect the role of the training system
"Staff training system includes training institutions, training contents, training methods, training targets and training management methods", in which the training methods only describe the possible ways of training methods, and it is mentioned that "training methods include on-the-job training and off-the-job training, and on-the-job education refers to work teaching, job rotation, work internship and work assignment." This view explains the "training method" mentioned in the employee training system. Personally, these should not be described in the training system model, but at most they should be selected and elaborated in a certain management method (such as training implementation management method).
Fifth, it is impossible to clarify responsibilities and obligations.
An article described it in popular language. "To build a training system, we must first clarify the following four key issues, that is, who will speak, how to speak, to whom and what to speak." This view does give who will do it, but the positioning is limited to the teaching level. Didn't talk about department management, strategic planning, daily management, etc.
Six, weaken or deny the management function of the training system.
"The employee training system includes training institutions, training contents, training methods, training targets and training management methods. Training management includes three aspects: training plan, training implementation and training evaluation." The management of staff training is very important, and an effective training system needs good management as a guarantee. "As mentioned above, the training management system is to ensure the effective operation of the training system and support the smooth development of training activities. This view holds that the training system has no training management function, it is just a set of static parameters and has no decision-making mechanism. If we want to play the role of "employee training system", we need "training management" work. This view is sheer nonsense. "
"Staff training system includes training institutions, training contents, training methods, training targets and training management measures. Training management includes training plan, training implementation and training evaluation. Establishing an effective training system needs to optimize the design of the above aspects. " Personally, one of the tasks of a perfect training system is to automatically and spontaneously improve the training management process, that is, self-adaptability. Instead of improving training management and achieving the purpose of training system construction, this is the idea of putting the cart before the horse.
At the same time, friends who hold the above views also mentioned that "the training management system includes supplier development and management, training incentives, etc." Personally, training motivation is still a function of leadership function in essence. This function is embodied in all levels of training management behavior and cannot be simply separated from other methods and regulations.
Seven, ignore the relationship with human management functions.
"The training management system is to integrate the original relatively independent training course system, training lecturer management system and training effect evaluation into the enterprise management system, especially with the promotion system and salary system." What is the enterprise management system? Training management system (or becoming a training system) is simply regarded as a part of enterprise management system. Is this practice accurate and effective? What is the relationship between other functional modules of human resource management and training management module?
Personally, the concept of training system should be put forward based on human resource management system, which should be a subsystem to realize human resource strategy corresponding to functional modules such as recruitment and assessment.
Eight, ignore the process management
Some people think that "the training system consists of organizational system, curriculum system, lecturer system and support system." The obvious deficiency of this view is that there is no clear training project management.
In a word, the definition of training system is difficult to unify, and its models are varied. In addition, some training management workers lack training, especially the management concept is not clear, so the proposed training system model is full of holes, so the so-called training system is really harmful, and the performance of training management can be imagined.