There are mainly the following principles:

1)

Strategic principles. The strategic principle of training includes two meanings: first, enterprise training should obey or serve the overall development strategy of the enterprise, and the ultimate goal is to realize the development goal of the enterprise. Secondly, training itself should also be considered from a strategic perspective, and enterprise training should be organized from a strategic perspective, not limited to a training project or a training demand.

2)

Long-term principle. Staff training requires enterprises to invest a lot of manpower and material resources, which may have a certain impact on the current work of enterprises We should correctly understand the long-term and sustainability of intellectual investment and talent development, and do a good job in employee training with the business philosophy of "people-oriented". Enterprises should abandon the attitude of quick success and instant benefit and insist on long-term continuous training.

3)

The principle of teaching according to needs and applying what you have learned. The purpose of organizing employee training in enterprises is to enable employees to master the necessary knowledge and skills through training, so as to complete the prescribed work and ultimately serve to improve the economic benefits of enterprises. The content of training must be the personal needs of employees and the knowledge, skills and attitudes needed for the post. Therefore, in the implementation of training projects, it is necessary to link the training content with the use after training.

4)

The principle of combining all-staff education and training with key promotion. All-staff education and training is a planned and step-by-step education and training for all employees, and its object should include all employees of the enterprise; Focus on education and training talents, management talents and work backbones that play a key role in the development of enterprises, and give priority to education and training urgently needed talents.

5)

Principle of active participation. In order to arouse the enthusiasm of employees to receive education and training and make the training more targeted, it is necessary to encourage employees to take the initiative to participate.

6)

Strict assessment and merit-based reward principle. Strict assessment is a necessary measure to ensure the quality of training and an important means to test the quality of training. Only those who have passed the training and examination can be selected for employment or promotion. Motivation is the main driving force to mobilize members to work together to achieve organizational goals.

7)

Principle of investment benefit. Staff training is an investment behavior of enterprises. Like other investments, we should also consider the income, long-term income and short-term income from the perspective of input and output.

② What principles should be followed in employee training? What are the contents of training demand analysis?

The principle that employees should follow is that only labor can gain value, and pay and return are in direct proportion. There is no free lunch in the world, but gold will shine one day. Give him a lot of hope and don't be too disappointed. I'm a trainer. I'll tell you the details when I have time.

③ What principles should be followed in the selection of employee training methods?

teach students in accordance with their aptitude

④ What principles should be followed in employee training?

First of all, we should follow the people-oriented principle.

It is to combine the knowledge needs of employees and the technical requirements of the company for returning to work, and train employees purposefully and pertinently.

And what kind of knowledge should be cultivated by people in the post. It can also allow people from different departments to train each other, so as to achieve departmental communication and complementary knowledge.

⑤ Principles of training management

The fundamental difference between enterprise employees' return to work training and general education system lies in the special emphasis on pertinence and practicality in employee training. What enterprises need, what employees lack, we should cultivate, and strive to overcome the tendency of being divorced from reality and moving closer to academic education. Do not engage in * * * training, stress practical results and apply what you have learned.

Enterprises not only have many posts and uneven levels of employees, but also have individual differences in personality, intelligence, interest, experience and skills. So there is a difference between what employees have and what they don't have. Pay attention to the difference between what employees have and what they don't have in training. Obviously, the training of enterprises should vary from person to person, and it is not possible to train employees by "marching in a hurry" in general education. That is to say, we should choose different training contents and training methods according to different objects, and some even make training development plans for individuals. Our company uses Nissin to train managers. Nissin is a simple and easy-to-use work planning and task management software, which can reasonably let employees plan their own work schedules and let managers grasp their work saturation and work progress in time. In this way, it can be done easily whether the individual completes the work efficiently or works as a team.

⑥ What are the principles of employee training scheme design? !

(a) training needs analysis

Training demand analysis is the first step in designing the orientation training scheme for new employees. It trains managers to use various methods and techniques to identify and analyze the goals, knowledge and skills of organization members, so as to determine whether training is needed and the content of training. It is the premise of determining training objectives and designing training plans, and it is also the basis of training evaluation. Only by fully understanding and analyzing the training needs can we design a reasonable induction training program for new employees. Training needs can be analyzed from three aspects: enterprise, work and individual:

First, conduct enterprise analysis. First of all, determine the training needs of the enterprise and ensure that the training plan meets the overall objectives and strategic requirements of the enterprise. Generally speaking, enterprises organize induction training for new employees in order to minimize the blind waste of opportunity cost caused by the lack of knowledge and skills and the lack of understanding of the general situation, history, present situation and long-term planning of enterprises. If the enterprise does not organize induction training for new employees, new employees will have much more time to master this knowledge than training. When new employees enter the enterprise, they will feel nervous in the face of the new environment, and they don't understand the enterprise situation, job requirements, bosses, colleagues and subordinates. In order to make new employees get rid of nervousness and adapt to the environment quickly, induction training must be carried out.

Secondly, carry out job analysis. Job analysis refers to the skills and abilities that new employees must master in order to achieve ideal job performance.

Then, make a personal analysis. Personal analysis is to compare the current level of employees with the requirements of future jobs for employees' skills and attitudes, study the gap between them, and study what kind of training is needed to improve their abilities and achieve the consistency of employees' positions and skills. However, training is not everything. The problems of new employees can only be solved through training and training can be carried out.

(b) Analysis of the components of the training programme

The induction training scheme for new employees is an organic combination of training objectives, training contents, training resources, training targets, training date and time, training methods, training places and equipment, and training discipline. The specific analysis is as follows:

1. Training objectives. Training objectives should set overall goals and specific goals. The overall goal of training is macroscopic and abstract, which needs to be refined at different levels to make it operable. Induction training for new employees is to control the waste of opportunity cost caused by the gap in knowledge, ability and attitude of new employees at the minimum stage, which is the overall goal of induction training for new employees in enterprises.

The specific objectives of the training are:

Let new employees feel the welcome of the enterprise and feel a sense of belonging to boost morale;

Let new employees get rid of the anxiety when they first enter the enterprise, adapt to the new working environment quickly, reduce mistakes and save time;

Demonstrate clear job analysis and enterprise's expectations of individuals. Tell him what his position is and what you want him to do;

Train new employees to solve problems, provide ways to seek help, provide a platform for discussion, and help them to be competent faster;

Help new employees to establish a harmonious relationship with colleagues and teams and reduce employees' complaints;

Let employees know about the history and present situation of the enterprise and integrate him into the corporate culture. No matter what his background, history and company he comes from, he will quickly adapt to the organizational culture of the company in a strengthened way, and everyone speaks with one voice.

In a word, the training goal is the beacon for implementing the training plan. With a clear overall goal and specific goals at all levels, training organizers and new employees who receive training can take fewer detours and get twice the result with half the effort.

2. Training content. Generally speaking, the content of induction training for new employees should include the following three levels:

Knowledge training is the first level of induction training. Knowledge training is conducive to understanding concepts and enhancing adaptability to the new environment. As long as new employees listen to a lecture or read a book, they may acquire corresponding knowledge, which is simple and easy to do, but easy to forget after learning. If the training only stays at this level, the effect is difficult to guarantee.

Skills training is the second level of induction training, which is inevitable when recruiting new employees. Because abstract book knowledge can't adapt to specific operations immediately. Even if new employees have excellent work skills when they enter the enterprise, they must understand some differences in enterprise operation through training. Few employees have mastered all the skills they need as soon as they enter the enterprise. As for the newly hired accountants, engineers, economists, doctors, nurses and other professionals, they should also participate in the induction training for new employees without exception. Although I have mastered the knowledge and skills of this major, I am confined to my own major, lacking communication and coordination with other majors, and I don't know much about this enterprise. Through training, let them know the situation of the enterprise and the work of others in the enterprise, promote communication and coordination among all kinds of personnel, and make them work together from the overall interests of the enterprise. Moreover, they can also update their professional knowledge through training, keep abreast of the latest knowledge in their respective fields and their application in their own enterprises, so as to adapt to the development of social economy and technology.

Quality training, which is the highest level of induction training. High-quality employees have correct values, good thinking habits and ambitious goals. He may temporarily lack knowledge and skills, even if the employees with low quality have mastered the knowledge and skills, they may not necessarily use them or even help them. If employees with low quality are hired because the recruitment is not strict, and they do not change after training, they must be retired in time, otherwise it will cause harm to the enterprise.

In the practice of induction training, how to choose the training content should proceed from reality. If the employees employed are managers, they should be inclined to knowledge and quality training. If employees are ordinary employees, they tend to be trained in knowledge and skills.

⑦ What are the principles of training?

SMART principle in human resource management can be applied to training, and training can be improved in the initial state of training;

Participate in incentives and apply the principle of teaching students in accordance with their aptitude.

There is an article on the internet, which is the basic method and principle of Suning chain store training. The article says: direct or indirect profit creation principle, practical operation principle, long-term principle and professional principle. In the library, you download it.

The Ten Principles of Training is innovative, forward-looking and strategic, and comprehensively promotes systematization. Top-down, all-round, effective implementation on demand, personalized focus on developing humanized classification, promoting hierarchical tracking development, and flexible and diverse forms in the whole process.

-There are many more. You can find further explanation on the Internet. I replied that you studied according to your questions.

What principles should enterprises follow when training employees?

The company's training for employees follows the principles of systematization, institutionalization, initiative, diversification and high efficiency.

systematize

Staff training is a comprehensive and all-round systematic project that runs through employees' career.

(2) Institutionalization

Establish and improve the training management system, make the training routine and institutionalized, and ensure the implementation of the training work.

(3) initiative

Emphasize employee participation and interaction, and give full play to the enthusiasm and initiative of employees.

diversification

To carry out employee training, we should fully consider the level and type of training objects, as well as the diversity of training contents and forms.

(5) Efficiency

Staff training is a process in which manpower, financial resources and material resources are invested, and it is also a value-added process. Training should have output and return, and help to improve the overall performance of the company.

Pet-name ruby human resources staff training should follow what principles?

Human resource management is a systematic project, which varies from time to time, from place to place and from enterprise to enterprise. Generally speaking, the following principles should be followed for reference only:

First, implement the modern standardized management system of enterprises in management;

Second, implement the principle of "appointing people on merit";

Third, the internal selection of key and important positions and the management of hiring professional managers from outside;

Fourth, maintain the stable and reasonable flow of employees;

Fifth, attract people with salary and retain people with career;

Six, general posts adhere to the combination of introduction and training;

Seven, the implementation of target management;

8. Incentive mechanism;

Nine, performance appraisal principles.

Attending to explore the principles of enterprise employee training methods.

Four principles of employee training in enterprises

I. Participation

In order to arouse the enthusiasm of employees to participate in training, some Japanese enterprises adopt the system of "self-application" and fill in application forms regularly, mainly focusing on the improvement and development of employees' ability in the past five years and the development direction in the next five years, as well as self-design of personal ability development. Then the superior will interview the employees for the application and unify their views. Finally, the superior shall fill in the employee application form and report it to the personnel department for storage in the personnel information database, which will be used as the basis for formulating the employee training plan in the future. This system has a very important psychological function, which makes employees aware of their autonomy in their work and the master position of the enterprise, clears the communication channels between superiors and subordinates, and is more conducive to promoting collective cooperation and collaboration.

Second, the incentive mechanism

Only those who really want to learn can learn. This desire to learn is called motivation. Generally speaking, motivation comes from demand, so various incentive methods can be applied in the training process to make trainees have the willingness to learn because of the satisfaction of demand.

Third, application

The fundamental difference between enterprise employee training and general education is that employee training emphasizes pertinence and practicality. What enterprises need, what employees lack, we should cultivate, and strive to overcome the tendency of being divorced from reality and moving closer to academic education. Do not engage in * * * training, stress practical results and apply what you have learned.

Fourth, teach students in accordance with their aptitude

Enterprises not only have many posts and uneven levels of employees, but also have individual differences in personality, intelligence, promotion, experience and skills. So there is a difference between what employees have and what they don't have. We should pay attention to the difference between what employees have and what they don't have. Obviously, the training of enterprises should vary from person to person, and it is not possible to adopt the "March" method of general education, that is to say, different training contents and training methods should be selected according to different objects, and some even have to make training development plans for individuals.