(1) What kind of training methods does the enterprise have?

1, teaching method:

The traditional training mode means that trainers systematically impart knowledge to trainees through language expression, hoping that these trainees can remember important concepts and specific knowledge.

2, job rotation method:

This is a method of on-the-job training, that is, trainees can change jobs within a predetermined time, so as to gain work experience in different positions, which is generally mainly used for new employees. Nowadays, in order to train young managers of new enterprises or future managers with management potential, many enterprises adopt the way of job rotation.

3. Work guidance method or guidance/internship method:

This method is to train the trainees by an experienced technical expert or direct supervisor. If it is a single one-on-one on-site individual training, it is called mentoring training commonly used by enterprises. The task of the coach who is in charge of guidance is to give students how to do it, put forward suggestions on how to do it well and encourage them.

This method may not have a detailed and complete teaching plan, but we should pay attention to the main points of training: first, the requirements of key work links; Second, the principles and skills of doing a good job; Third, problems and mistakes that must be avoided and prevented. This method is widely used and can be used by grass-roots production workers.

4. Discussion method:

The purpose of seminar training is to improve ability, cultivate consciousness, exchange information and generate new knowledge. More suitable for training managers or solving some management problems.

5, audio-visual technology law:

It uses modern audio-visual technology (such as projectors, videos, televisions, movies, computers and other tools) to train employees.

6, case study method:

It is a training method that provides trainees with a written description of how employees or organizations deal with difficult problems, so that trainees can analyze and evaluate cases and put forward suggestions and solutions to solve problems.

7, colorimetric playback method:

In the simulated working environment, participants are defined to play a certain role, and the content of the role is understood through role drills to simulate work affairs and improve the ability to deal with various problems.

8, enterprise internal computer network training methods:

Refers to the enterprise through the intranet, text, pictures, audio-visual files and other training materials on the network, forming an online library, online classroom, for employees to learn memory courses.

(1) Extended reading of on-the-job training mode:

The effect of enterprise training depends largely on the choice of training methods. At present, there are many methods of enterprise training. Different training methods have different characteristics and their own advantages and disadvantages. Choosing an appropriate and effective training method needs to comprehensively consider the training purpose, training content, the characteristics of the training target and the training resources owned by the enterprise.

In the development of human resources, the main factors that often need to be considered are:

1, the goal of learning. Learning objectives have a direct impact on the choice of training methods. Generally speaking, if the learning goal is to know or understand general knowledge, then programmed teaching, multimedia teaching, speech, discussion, case analysis and other methods can be adopted; If the learning goal is to master some applied skills or special skills, demonstration, practice and simulation should be the first choice.

2. It takes time. Because of the different time required by various training methods, the choice of training methods is also affected by time factors. Some training methods need a long preparation time, such as multimedia teaching and video teaching; Some training takes a long time to implement, such as self-study, which requires choosing appropriate training methods according to the time that enterprise organizations, learners and trainers can invest.

3. Funds required. Some training methods require less funds, while others cost more. Such as lectures, brainstorming, group discussions, etc. The required funds are generally not too high, and travel and accommodation are the main expenses; However, audio-visual interactive learning and multimedia teaching are relatively expensive, such as purchasing various supporting equipment, which requires considerable investment. Therefore, we should consider the consumption ability and affordability of enterprises, organizations and students.

4. Number of students. The number of students also affects the choice of training methods. When the number of students is small, group discussion or role-playing will be a good training method; However, when the number of students is large, lectures, multimedia teaching and large-scale seminars may be more suitable. Because the number of students not only affects the training method, but also affects the training effect.

5. Characteristics of students. The number of basic knowledge and skills that learners have also affects the choice of training methods.

6. Support of related technologies. Some training methods need the support of relevant scientific and technological knowledge or technical tools. For example, computerized training naturally needs the cooperation of computers; Audio-visual interactive learning requires at least computers and DVD players; Multimedia teaching needs the support of more acousto-optic equipment. Therefore, whether the training unit or organization can provide relevant technology and equipment will directly affect the adoption of high-tech training methods.

According to the training responsibilities

The first category: On-the-job training, which aims to make employees meet the post requirements.

The second category: improve training and improve work performance.

The third category: development training, providing employees with training in career planning. There are10 million enterprises in China, and less than one thousandth of them provide such training.

The fourth category: humanities training, mainly in humanities, music, parenting education and clothing collocation, less than one in ten thousand.

The fifth category: outward bound training, which is an outdoor experiential training. Experiential training emphasizes that employees "feel" learning, not just listening to lectures in class. In experiential training, employees are the masters of the process. If employees feel that the course process is under their control, they will pay more attention to the process of activities-no one can be closer to their hearts than themselves. Outward bound training is also a type that enterprises prefer, which is more pragmatic.

Outward bound training combines high and low challenging elements. By training students' sense of crisis, leadership, communication, facing adversity and consulting at individual and team level, students can be improved.

Outward bound training emphasizes students' "feeling" learning, not just listening to lectures in class. Research data show that the absorption of traditional classroom learning is about 25%, while the absorption of experiential learning that requires students to participate in practical operation is as high as 75%, which can convey information to students more effectively. Outward bound training is a typical outdoor experiential training.

Outward bound training in the form of experience and experience sharing has broken the traditional training mode. It is not to instill some knowledge or train some skills, but to set up a special environment, so that you can directly participate in the whole teaching process, and at the same time complete an experience, reflect on yourself and gain some insights.

It absorbs the advanced experience from abroad, and at the same time pays attention to adapting to the psychological characteristics and acceptance style of China people, puts most of the courses outdoors, and carefully sets up a series of novel scenes for students to actively experience and solve problems. In the process of participation and experience, their psychology is challenged and their thoughts are inspired.

Then, through the discussion and summary of the students, I shared my own experiences and realized various truths with modern humanistic spirit and management connotation. Think, discover and awaken in a specific environment, and re-recognize and position yourself, colleagues and team.

Outward bound training is a safe and interesting form, which is easily accepted by students. However, the ultimate goal of outward bound training is to enable students to apply the knowledge they have gained from training activities to their work. Without the guidance and advice of professional trainers, it is difficult to achieve the desired results.

② Introduce on-the-job training.

On-the-job training is also called "the source of on-site training for workers". An important form of human capital investment is the re-education activities for all kinds of people who have a certain degree and have engaged in paid labor in their posts. Also known as employee education, it is a kind of improvement education for workers with labor relations within enterprises. The forms of on-the-job training in China are basically on-the-job amateur training and off-the-job professional training. On-the-job amateur training generally takes the form of on-the-job training in TV universities, industrial universities, evening universities, correspondence universities, higher education, various short-term training courses, series of lectures, various training centers, self-study exams, etc. The specific forms of full-time special training usually include various vocational middle schools and staff universities, or entrust institutions of higher learning and scientific research institutions to carry out training on their behalf.

③ How to carry out on-the-job training (training practice)

On-the-job training is not only an effective training method, but also a training concept. Introducing the concept of on-the-job training into daily management activities is an effective way to improve the management level of managers and the work efficiency of employees. Its advantages are: first, it does not delay working hours. Different from off-the-job training, on-the-job training closely combines training with work, integrates training into work, and makes training and work interact, so that employees can get training from work and get more job opportunities from training, thus obtaining more valuable and practical promotion. Second, save training costs. Although training is not regarded as a cost, but an investment, it will still generate expenses after all. Compared with off-the-job training, on-the-job training can save a lot of training costs. The same 2000 yuan may only be enough for one person to attend a short-term training course. Buying a set of CDs for 2000 yuan can train more people and benefit more people. Third, establish communication channels between managers and employees. On-the-job training can increase the opportunities for managers and employees to get in touch with each other, facilitate mutual communication and learning, establish a foundation of mutual trust and communication channels, and make training a way for managers and employees to communicate. Fourth, it is more targeted. Training is not only a necessary condition to improve employees' ability, but also a necessary condition to solve problems. At work, managers and employees are more likely to find problems and think about them. Under the guidance of the concept of on-the-job training, managers will guide employees to think about problems and put forward suggestions for improvement, which will deepen employees' impression and make the improvement more targeted and timely. The specific steps to do a good job in-service training are: 1. Help employees set clear performance goals. To manage employees, we must first let employees know what they should do, to what extent, and tell employees what the standard is for doing a good job. This requires managers to help employees set clear performance goals, help employees improve their ability to set goals, let employees learn to guide their work with goals, work hard under the guidance of goals, gain more knowledge and experience in self-management, and constantly improve their performance management ability to become experts in target management. If you simply ask a person to set goals for yourself, I'm afraid everyone can write a few, and everyone will make a goal plan that looks good. However, whether these goals are in line with the company's development strategy, managers' intentions, employees' job requirements, strict assessment standards, clear deadlines, and employees' development requirements ... These issues need to be clarified by managers and employees in the process of formulating goals, and continue to develop and improve. 2. Help employees achieve their goals effectively. Setting goals is very important, because it makes a good start for high efficiency of management and high performance of work. However, compared with the formulation of goals, the implementation of goals is more important, because without effective implementation, any beautiful ideas and plans can not be realized. In addition, due to the process problems, interpersonal problems, employee ability problems, some unexpected events and other unforeseen problems in the work, employees may not be able to make efforts in the process of implementing the goals, which leads to the deformation of employees' implementation of the goals. In order to prevent these problems and ensure the effective implementation of performance goals, managers must constantly introduce the concept of on-the-job training in their daily work, maintain performance communication with employees in the process of implementing the goals, continuously strengthen on-the-job training for employees, and constantly provide performance counseling for employees, so that employees can continuously improve their execution, constantly control more work, broaden the scope of interpersonal relationships, gain more confidence, and effectively implement performance goals. 3. Lead employees to innovate. Innovation is the improvement and perfection of the original work, as well as the deep thinking and forward-looking prediction of the future. Only by continuous innovation can we constantly motivate employees and tap their potential, and the training can be more effective. Innovative work is to encourage employees to constantly think forward about their work, constantly put forward innovative suggestions, improve work processes and improve work efficiency, so that employees are constantly encouraged by innovation in their work, constantly stimulate the potential of innovation, and maximize the development and utilization of employees' potential. The best way to innovate is to do projects. Managers should cultivate employees' awareness of project management and the ability to set up projects for their work, encourage employees to make project plans within their own responsibilities, and work in the way of project management, so that employees can become project managers. 4. Help employees summarize their work. Managers should encourage employees to report their work progress to themselves, encourage employees to put forward obstacles encountered in their work, and put forward requests for resources, coordination and promotion to help employees work more efficiently. When the deadline for employees' goals comes, managers should spend time with employees, put forward constructive suggestions on the past work and the shortcomings of employees' work, and encourage employees to perform positively. By summing up, employees can see their achievements and shortcomings in their work, so as to constantly adjust themselves and make their work more in line with requirements and more efficient.

④ How to train employees on the job?

Conduct on-the-job training for on-the-job employees

The key to on-the-job training

1. Be good at using key events.

As a line manager who knows how to train, he should be good at using key events. That is, the key success and key failure mentioned above. The key to success is to let employees do their jobs well. The key failure is the best practice or case of managers training employees. The employee did a beautiful job, praise him in person immediately, and take this opportunity to invite other employees to the scene to tell why the employee did such a beautiful job and why he did it so beautifully. I hope other employees can do the same thing in his way next time. 2. Reasoning and analogy

For the same scene, let subordinates tell different solutions and compare the advantages and disadvantages of different methods. At the same time, you can also make local changes to the scene, so that subordinates can draw inferences. 3. Take legal channels. In actual management, it may be because the jurisdiction of the department is relatively wide, so it is impossible for every subordinate to be personally trained by a line manager. You may need to assign some people you think are good and some experienced employees to train those new people. So who will be appointed to train these new people? This is the main point of legal approach.

situation

Many people like China's calligraphy. As we all know, there was a man named Wang Xizhi, a famous calligrapher, who was honored as a book saint. He has an opinion on learning calligraphy and must take the best way. What do you mean? Wang Xizhi said that there is a rule in learning calligraphy: "Take it from above, take it from below, take it from below, take it from above, take it from below, take it from below, take it from above and get it from below." What do you mean? In other words, to learn calligraphy, you must find a superb master. Even if he gives you everything, you study hard, and after a long time, you will become a first-class master at most. If you study a first-class master, no matter how he teaches you, no matter how you learn, your calligraphy is of medium level. If you learn from an average calligrapher, your calligraphy is also inferior; If the person who teaches calligraphy is inferior, then the calligraphy you finally learn is also inferior.

Therefore, when the line manager allocates the old employees, first of all, the old employees should have a mentality and be willing to teach. Secondly, we must find an experienced old employee and don't assign people casually, especially when training new employees. 4. Example is more important than language.

When training, more people show their views and show themselves, so that employees can learn quickly and the training effect can be good. Instead of standing aside and saying something from time to time.

⑤ What is the most direct and effective method of on-the-job training for small enterprises?

Nowadays, the importance of training has become a consensus. Many enterprises are strengthening the training and promotion of employees, especially for new employees, and the training content is also varied. The director of human resources thinks that the training of new employees should include four courses: will training, cognitive training, vocational training and skill training.

Will training

The form of will training is mainly military training, which aims to cultivate new people's hard-working spirit, simple and frugal style and team cooperation consciousness.

The length of military training needs to be determined according to the actual situation of the enterprise, but at least one week and at most one month is appropriate. There is too little time, and the new employee is over before he enters the state. Too long time will cause employees' boredom, and the cost of enterprises will increase greatly.

During military training, it is suggested that it should not be used for military training at night, but should be used for various activities to enrich life and dilute the boring feeling of military training. For example, speech contests, debate contests and small get-togethers can be held in combination with the actual situation of enterprises, which can not only strengthen the familiar communication between new employees, but also discover some outstanding talents for enterprises.

Cognitive training

Cognitive training mainly includes the general situation of the enterprise, the introduction of the main managers of the enterprise, the enterprise system, the employee code, and the promotion of corporate culture. The learning method is centralized training, and lectures are given by company managers and human resources departments. Cognitive training is mainly to help new employees understand the enterprise comprehensively and accurately, so as to find their own position in the enterprise as soon as possible.

The cognitive training lasts for 2 days. It is recommended to add 1 day to lead new employees to visit the company's factories or representative places and arrange discussions and exchanges. After the cognitive training, cognitive tests must be conducted to strengthen employees' memory and understanding of the basic knowledge of the enterprise.

Vocational training

Vocational training is to make new employees, especially students who have just left school, complete the role transformation and become a professional employee. Its contents mainly include: social etiquette, interpersonal relationship, communication and negotiation, scientific working methods, career planning, stress management and emotional control, teamwork skills, etc. The training mode is centralized training, and lecturers can conduct it internally and externally according to the actual situation of the enterprise.

It should be noted that the forms of vocational training must be diversified, and it is not appropriate to use preaching, but to use interactive methods as far as possible, so that new employees can understand what they have learned in the process of interaction, so that they can use it freely in their future work. Of course, the assessment can still be carried out at the end of vocational training, and it is recommended to adopt an open assessment method, such as examination paper or scenario simulation.

Skills training

Skills training is mainly based on the professional skills training of new employees who are about to take up their posts. Nowadays, the "tutorial system" of many enterprises is one of the manifestations of skill training.

Personally, there are two training modes for skills training: one is centralized training, that is, training new employees with the same or similar job skills requirements together can expand the spread of skills and save training costs, but communication is difficult to go deep, and centralized training is only suitable for a certain number of people; One is decentralized training, that is, skilled old employees guide new people in corresponding positions and determine the guidance responsibility system. An old employee can coach one or more new employees. But in practical work, we often combine these two training modes to make skills training better.

Finally, it is added that the training of new employees does not end after joining the company, but should be kept for a certain period of time, preferably 1-2 years, because this period is the rapid adaptation and growth period of new employees, and enterprises need to give support and guidance from different angles, so that employees can make faster progress and better development, and can also make greater benefit contributions to enterprises.

⑥ Advantages, disadvantages and methods of on-the-job training and off-job training.

Advantages of on-the-job training:

(1) Do not delay working hours. On-the-job training closely combines training with work, making training and work interactive, enabling employees to get training from work and get more job opportunities from training, so as to get more valuable and practical promotion.

(2) Save training expenses. Although training is not regarded as a cost but an investment, it will still generate expenses. Compared with off-the-job training, on-the-job training can save a lot of training costs. The same 2000 yuan may only be enough for one person to attend a short-term training course. Buying a set of CDs for 2000 yuan can train more people and benefit more people.

(3) Establish communication channels between managers and employees, increase opportunities for managers and employees to contact through on-the-job training, facilitate mutual communication and learning, establish a foundation of mutual trust and communication channels, and make training a way for managers and employees to communicate.

(4) more targeted, training is not only necessary to improve the ability of employees, but also necessary to solve problems. At work, managers and employees are more likely to find problems and think about them. Under the guidance of the concept of on-the-job training, managers will guide employees to think about problems and put forward suggestions for improvement, which will deepen employees' impression and make the improvement more targeted and timely.

Disadvantages of on-the-job training:

(1) lacks good organization, is not standardized, and is not easy to get results.

(2) On-the-job training sometimes disrupts the normal work flow.

On-the-job training methods:

First, prepare. The instructor explained the significance of this job and its relationship with other jobs, so that the students could be fully prepared psychologically.

Second, argument. The lecturer demonstrated in person, operated while teaching, and pointed out the key procedures, tips and precautions.

Third, practice. Under the supervision of the instructor, according to the designed practice program, practice from easy to difficult, and the instructor interspersed several demonstrations in which difficult places, so that students can gradually master the whole operation process.

Fourth, operation. Let the students operate completely independently, and the instructors regularly inspect, patiently answer questions, and give timely guidance if any abnormality is found. It is more suitable for grass-roots management and staff training.

Advantages of off-the-job training:

(1) is used to train talents in short supply in enterprises, or to train future high-level technical talents and management talents for enterprises. ?

(2) Off-the-job training can make employees learn more systematically, which is conducive to the improvement of the overall quality.

Disadvantages of off-the-job training:

(1) The general expenses are relatively high, which has a great impact on the work and is not suitable for all-staff training. ?

(2) Off-the-job training makes it difficult for employees in some enterprises to leave their jobs.

(3) It takes a lot of time to organize training, which makes it impossible to adopt this method in large quantities.

Methods of off-the-job training:

First, demand assessment, the main task of this stage is to analyze and evaluate the enterprise's education and training needs by means of investigation and prediction, and on this basis, draw up the education and training objectives and planned contents of off-job training.

Second, the control stage is the main stage of off-job training, which is to implement the objectives and plans of education and training, adjust the problems in the process of off-job training in time according to the objectives and plans, and control the smooth progress of the whole process.

In the implementation and standardization stage of off-the-job training, there are two aspects of work, one is teaching and the other is education. How to do a good job in teaching and educational administration and carry out education and training according to the established off-the-job training plan and objectives is the key to success or failure.

Third, the feedback stage, which is the last stage of off-the-job training; The focus of this stage is to establish the evaluation index and index system of education and training effect; Check and evaluate the effectiveness of education and training; Feedback the evaluation results to relevant departments as one of the bases for the next round of off-job training objectives and plans, so as to improve the education and training system and content of off-job training.

There are actually two key points in this stage: one is to answer whether various training plans are effective; The second is to answer whether all kinds of training have achieved the expected goals.

(6) On-the-job training method to expand reading.

On-the-job training is also called "job site training". An important form of human capital investment is the re-education activities for all kinds of people who have a certain degree and have engaged in paid labor in their posts. Also known as employee education, it is a kind of improvement education for workers with labor relations within enterprises.

The forms of on-the-job training in China are basically on-the-job amateur training and off-the-job professional training. On-the-job amateur training generally takes the form of on-the-job training in TV universities, industrial universities, evening universities, correspondence universities, higher education, various short-term training courses, series of lectures, various training centers, self-study exams, etc. The specific forms of full-time special training usually include various vocational middle schools and staff universities, or entrust institutions of higher learning and scientific research institutions to carry out training on their behalf.

⑦ How to combine off-the-job training with on-the-job training to make the training more effective?

No matter what kind of training, the training results can only be verified by exams or actual drills. On-the-job training is definitely more effective than off-the-job training. How to combine the two depends first on the content of training. If it is applied knowledge and skills, it is more on-the-job training. If it is knowledge popularization, you only need to know, then off-the-job training will not affect the effect; Therefore, it is necessary to evaluate how to combine off-the-job training with on-the-job training from the aspects of training content, knowledge mastery and training target.

What is the difference between on-the-job training and on-the-job training? Thank you!

On-the-job training is a training method that does not leave the job.

On-the-job training includes on-the-job training, but it can also be employed or left for study. Your work may have to stop or find someone to replace you.

On-the-job training and improvement of physical education teachers.

1) teaching method: it belongs to the traditional training method, and its advantage is that it is easy to use and the trainer can control it all the time. Disadvantages are one-way information transmission and poor feedback effect. It is often used for the training of some conceptual knowledge. (2) Audio-visual technology method: Training employees through modern audio-visual technology (such as projectors, DVDs, video recorders and other tools). The advantage is that it is intuitive and vivid by using visual and auditory perception methods. However, students' feedback and practice are poor, production and procurement costs are high, and they are easy to become outdated. It is mostly used for training content such as enterprise overview and skill transfer, and can also be used for conceptual knowledge training. (3) Discussion mode: According to the complicated procedures of cost and operation, it can be divided into general group discussion and special discussion. Most seminars focus on special lectures, allowing students to communicate with the keynote speaker halfway or after the meeting. The advantage is that information can be transmitted in multiple directions. Compared with the teaching method, the feedback effect is better, but the cost is higher. Group discussion is characterized by multi-directional information exchange, high student participation and low cost. Most of them are used to consolidate knowledge and train students' ability to analyze and solve problems and interpersonal skills, but the application requires higher training teachers. (4) Case study method: By providing the trainees with relevant background information, they can find a suitable solution. This method has low cost and good feedback effect, and can effectively cultivate students' ability to analyze and solve problems. In addition, recent training research shows that cases and discussions can also be used for knowledge training with better results. (5) Role-playing method: The trainer plays a role in the works designed by the training teacher, and other students and the training teacher make appropriate comments after the students perform. Because of the multidirectional information transmission, good feedback effect, strong practicability and low cost, it is mostly used for the training of interpersonal skills.