First, staff training: an important way of human capital reproduction

Theodore, founder of human capital theory and winner of 1979 Nobel Prize in Economics? In 1960s, T.W. Schultz came to a breakthrough conclusion on the basis of a lot of empirical analysis: in modern society, people's quality (knowledge, talent and health, etc.) has improved. ) plays a greater role in social and economic growth than the increase of (material) capital and labor (referring to unskilled labor), while human knowledge is basically investment (especially education investment). According to this theory, the reproduction of human capital should be regarded not only as a kind of consumption, but also as an investment, and the economic benefit of this investment is far greater than that of material investment. Moreover, human capital investment no longer conforms to the law of diminishing marginal returns, but increasing marginal returns.

In 1990s, human society entered the era of knowledge economy. The focus of enterprise competition is not only the traditional resources such as capital and technology, but also the innovation ability based on human capital. At the same time, the development of economic globalization makes the competition between enterprises wider and the market changes faster and faster. Faced with this severe challenge, enterprises must keep the ability of continuous learning and keep track of the ever-changing advanced technology and management ideas in order to occupy a place in the broad market. Therefore, it has become the consensus of the business community to increase the continuous investment in human resources, strengthen the education and training of employees, improve the quality of employees, and continuously increase the value of human capital, so as to continuously improve the performance of enterprises and realize strategic planning.

Strengthening staff training can enhance the competitiveness of enterprises and realize their strategic goals; On the other hand, the personal development goals of employees are unified with the strategic development goals of enterprises, which meets the needs of employees' self-development, mobilizes the enthusiasm and initiative of employees and enhances the cohesion of enterprises. Giving full play to the positive role of training in enterprises and establishing an effective training system are the prerequisites to achieve this goal.

Second, the characteristics of an effective employee training system

The criterion to judge whether the training system is effective is whether the training system can increase the competitiveness of enterprises and realize their strategic goals. An effective training system should have the following characteristics:

1. An effective training system is oriented by enterprise strategy.

Enterprise training system is rooted in enterprise development strategy and human resources strategy system. Only according to the strategic planning of enterprises and combining with the development strategy of human resources can we tailor an efficient training system for enterprises that conforms to the sustainable development of enterprises.

2. An effective training system pays attention to the core needs of enterprises.

An effective training system is not a stopgap "fire-fighting project", but an in-depth excavation of the core needs of enterprises, forecasting the demand for human capital according to the strategic development goals of enterprises, and cultivating and reserving talents for the needs of enterprises in advance.

3. An effective training system is multi-level and all-round.

In the final analysis, employee training is an adult education. An effective training system should consider the particularity of employee education, adopt different training techniques for different courses, adopt different training methods for specific situations, and formulate different training plans for specific personal abilities and development plans. On the premise of maximizing benefits, the training system should be constructed in multiple channels and at multiple levels to achieve the effect of full participation and sharing of training results, so that the training methods and contents are suitable for trainees.

4. An effective training system fully considers the needs of employees' self-development.

According to Maslow's hierarchy of needs, people's needs are various, and the highest needs are self-development and self-realization. Receiving education and training according to one's own needs is the affirmation and satisfaction of self-development needs. The ultimate goal of training is to serve the development strategy of the enterprise, and at the same time, it should be combined with the personal career development of employees to realize the matching of employee quality and enterprise management strategy. This system brings employees' personal development into the track of enterprise development, so that employees can achieve personal development and personal achievements by participating in the corresponding level of training in accordance with clear career development goals while serving the enterprise to promote the realization of enterprise strategic goals. In addition, the fierce competition in the talent market also makes employees realize that constantly improving their skills and abilities is the foundation of standing on the society. An effective training system should affirm the legitimacy of this demand and give reasonable guidance.

Third, the basic principles of establishing an effective training system

1, the principle of integrating theory with practice and applying what you have learned.

Staff training should be targeted and practical, starting from the actual needs of the work, closely combining the characteristics of the post, and closely combining the age and knowledge structure of the trainees.

2. The principle of training all staff and paying attention to improvement.

Train all kinds of on-the-job personnel in a planned and step-by-step manner to improve the quality of all staff. At the same time, we should focus on training a number of technical and management backbones, especially middle and senior managers.

3. The principle of teaching students in accordance with their aptitude

According to each employee's actual skills, position and personal development will, choose training methods and methods suitable for individual personality characteristics and learning ability.

4. The principle of pragmatism.

Effect and quality are the key to the success of employee training, so it is necessary to make a comprehensive and thorough training plan and adopt advanced and scientific training methods and means.

5. Incentive principle

Combine personnel training with personnel appointment and dismissal, promotion, rewards and punishments, wages and benefits, etc. To encourage students to a certain extent, managers should also pay more attention to students' study, work and life.

Fourth, establish an effective training system.

1, training demand analysis and evaluation

To make a training plan, we must first determine the training needs. Forecast the training demand from the aspects of natural attrition, existing post demand, enterprise scale expansion demand and technology development demand. For general training activities, the requirements can be determined by the following methods:

(1) business analysis

By discussing the company's business development direction and change plan in the next few years, we will determine the business focus, and cooperate with the company's overall development strategy to bring the newly developed business into the training category in advance from a forward-looking perspective.

(2) Organizational analysis.

The necessity and appropriateness of training, as well as the cooperation of organizational culture, are extremely important prerequisites, otherwise, if training causes greater cognitive differences within the company, it will not be worth the candle. Secondly, we should also analyze the organizational structure, objectives, advantages and disadvantages to determine the scope and focus of training.

(3) job analysis (job analysis)

One of the purposes of training is to improve the quality of work, determine the working conditions, responsibilities and quality of the person in charge of the post according to the job description and work specification table, and clarify the connotation of training.

(4) opinion survey.

Interview supervisors and contractors at all levels or conduct a questionnaire survey to ask about their job needs, and truthfully explain the training theme or what capabilities should be strengthened.

(5) performance appraisal (performance approval)

Reasonable and fair performance appraisal can show employees' ability defects. After the final performance appraisal is completed, it can reflect the improvement plan of employees and stimulate their potential. Therefore, performance evaluation has become an important source to determine training needs.

(6) Evaluation Center

In the process of employee promotion, in order to ensure the appropriateness of selecting candidates, it is an effective method to measure the ability of candidates by using evaluation centers, and it can also measure the key points of employee training needs.

For special training, self-application can be adopted to meet the needs and timeliness of the work profession.

Training needs reflect the expectations of employees and enterprises for training, but to turn these needs into plans, it is necessary to evaluate them. The evaluation of training needs usually starts from the following aspects:

(1) Is the training demand consistent with the strategic objectives of the enterprise?

Only the training needs that meet the strategic objectives of enterprise development can be met. Training needs should at least meet any of the three objectives of imparting knowledge, developing skills and changing attitudes.

(2) Whether the training needs are consistent with the corporate culture.

If a training demand conflicts with corporate culture, it will cause confusion of corporate culture, and the result will not be worth the candle.

(3) The number of employees participating in the training needs.

Different employees have different training needs, so the training needs of most employees in the enterprise should be given priority.

(4) the importance of training needs to organizational goals

If training can bring great benefits to the organization, it should be given priority.

(5) Professional level can be improved through training.

Priority should be given to the demand that the professional level can be greatly improved through training.

Training needs assessment can determine whether training needs should be met, and it needs to form a sequence according to the priority order, which creates conditions for designing training systems.

2. How to establish an effective training system?

Staff training system includes training institutions, training contents, training methods, training objectives and training management methods, and training management includes training plan, training implementation and training evaluation. The establishment of an effective training system needs to optimize the design of the above aspects.

(1) Training institutions

There are two kinds of enterprise training institutions: external training institutions and internal training institutions. External institutions include professional training companies, universities and inter-company cooperation (that is, sending employees of the company to other enterprises for on-the-job training, etc.) ). Training institutions within the enterprise include specialized training entities or human resources departments to perform their duties.

Enterprises decide whether to choose external training institutions or internal training institutions according to their own funds, personnel and training contents. Generally speaking, larger enterprises can set up their own training institutions, such as Motorola Corporation of Motorola University and BenQ Dentsu of BenQ University. Small-scale companies, or the training content is more professional, or there are few trainers and lack of economies of scale, they can turn to external consulting institutions for help.

(2) Training objectives

According to the different participants, it can be divided into: senior management training, middle management training, ordinary staff training and workers training. According to different training objects, design corresponding training methods and contents. Generally speaking, for top managers, it is mainly to instill ideas and abilities, and the number of participants should not be too large. Short-term reinforcement and discussion and learning are adopted; For middle-level personnel, pay attention to the cultivation and guidance of interpersonal skills, the training scale can be appropriately expanded, the training time can be appropriately extended, speeches, discussions and reports can be staggered, and interactive opportunities can be used to increase the learning effect; For the training of ordinary employees, it is necessary to strengthen the cultivation of their professional skills through large class system, long-term extended education, enriching employees' basic concepts and strengthening business operations.

(3) Training methods

From the way of training, there are on-the-job training and off-the-job training. On-the-job education refers to work teaching, work rotation, work practice and work assignment. On-the-job education plays a very good role in improving employees' ideological concepts, interpersonal communication and professional and technical ability. Full-time education refers to the training of knowledge, skills and attitudes necessary for performing duties in special training places. There are many methods of off-the-job training, such as imparting knowledge, developing skills training, and changing work attitude training. On-the-job education and off-the-job education are combined, and different training contents and methods are adopted to train employees flexibly.

(4) Training plan

The management of staff training is very important, and an effective training system needs good management as a guarantee. The training plan covers training basis, training purpose, training target, training time, course content, source of teachers, implementation progress, training funds and so on.

An effective training system requires that the training plan should be made according to the proposed management procedures. First of all, the human resources management department (or the training competent unit) issues the training demand questionnaire, which is discussed and filled in by personnel at all levels and approved by the direct supervisor. After that, the human resources management department will summarize and draw up the training draft, submit it to the superior supervisor for approval, and discuss and pass it at the annual planning meeting. In terms of training methods, we should consider adopting various ways, and make good use of speech, discussion, discussion and simulation to enhance the training effect. At the same time, in terms of training content, it is best to adopt a self-management approach. Employees and supervisors or lecturers jointly formulate training objectives and themes, and open and liberalized venues can increase employees' willingness to learn and improve learning effects.

(5) Training implementation

After the training plan is formulated, it must be implemented in an organized manner. From a practical point of view, we should pay attention to several issues:

(A) it is best to combine training with assessment, pay attention to process control, and observe the reactions and opinions of participants during training. Training is a continuous psychological transformation process, so the socialization changes of employees in the training process are more worthy of attention than the training results.

(b) When implementing the training plan, the principles of flexibility and exception management should be emphasized. For general training, it can be handled as a whole, and the human resources management department is mainly responsible. For specific training, exception management should be adopted, and each unit should handle it flexibly according to the specific situation.

(3) Training activities should pay attention to communication in advance and create a learning atmosphere, so as to strengthen learning interaction, create a good learning atmosphere and gradually establish a learning organization.

(6) Training evaluation

The effect evaluation and feedback of training can not be ignored. On the one hand, the effectiveness evaluation of training is a test of learning effect, on the other hand, it is a summary of training work. The methods of effect evaluation are divided into process evaluation and post-evaluation. The former attaches importance to the improvement of training activities, thus enhancing the effectiveness of substantive training; The latter can be used as a reference for the decision-making of human resources management departments. From the point of view of rationalization, it is best to combine the two. The methods of effect evaluation include experimental design, quasi-experimental design and non-experimental design. Specifically, according to the training target level in kirkpatrick, the effectiveness evaluation method adopts the following methods:

(a) If the purpose of training is to understand the participants' reaction, we can use observation, interview or opinion survey to understand the participants' satisfaction with the training content, theme, teaching materials and environment.

(b) If you want to know the learning effect of the participants, you can use the written test or experience to find out their knowledge increase.

(c) If you want to know the changes of participants' behaviors, you can observe their behaviors and interview their supervisors or colleagues.

(d) It is more difficult to measure job performance, which may be influenced by external factors.