The general environment of education and training industry
At present, China's training industry is entering a period of rapid development, and various training institutions are experiencing explosive growth. By the end of 2007, the potential market size of the training industry was as high as 300 billion yuan. There are millions of various training institutions in China, and the training industry in China is on the road of brand building. After years of development in the training market, "strength" and "standardization" are becoming the new standards of the market elimination law. With the elimination of more and more small and medium-sized training institutions, there is a trend of "centralization" and "giant" in training institutions. China's education and training industry has huge market value. Macroscopically, the total demand of China's education and training industry has reached10.8 trillion yuan. Excluding formal school education (about 60%, equivalent to 1.08 trillion yuan), the demand for market-oriented training has reached 720 billion yuan. The demand of 720 billion can nourish a huge social training market. In the future, there will be 1-2 super training enterprises with annual sales income exceeding 654.38 billion yuan, 5-8 medium-sized training enterprises with annual sales income exceeding 654.38 billion yuan, and 30 listed companies with annual sales income exceeding 2 billion yuan. Since 2008, the financial crisis has led to the layoffs of major enterprises. More and more employees choose various vocational training to save their strength, and enterprises have gradually begun to attach importance to and strengthen employee training. China's training market will usher in a huge consumer demand. In addition, tens of millions of college graduates will need employment every year in the future, but the financial crisis has reduced the number of jobs. In order to occupy an absolute advantage in the competition, these graduates will choose more opportunities to participate in training, which also provides huge business opportunities for the education and training market. Specifically, the future training market will shift from the current trainer-oriented to more student-centered, and the focus of training will start from the actual needs of enterprises, and eventually enterprises will form a partnership with professional training institutions to jointly seek training-related solutions.
Development trend 1: Enterprises and professional training institutions will form an interdependent strategic partnership to jointly solve the problems that enterprises are concerned about.
In the process of serving enterprises, we find that some enterprises have begun to attach importance to the cooperative relationship with professional trainers, which is reflected in the increase of information transparency, and trainers are more involved in the process of diagnosing problems and determining training needs, and tailor the course content for enterprises. Under this mode of cooperation, the flexibility of both parties has increased and the pertinence of training has been enhanced. Furthermore, the strategic cooperation between enterprises and professional training institutions also shows that enterprises hope to promote corporate culture construction and organizational change through training. No matter the value orientation, cultural atmosphere and behavior program of an enterprise, we can pay attention to and deepen it through training. In particular, cultural change needs to be deeply rooted in people's hearts, and employees' understanding and recognition can be gained through the platform of training. The subtle influence of this culture on employees is usually reflected in the behavioral level. This strategic cooperation between enterprises and training institutions will occupy an increasing proportion in the training market in China in the future.
Development trend 2: The future training market will shift from the current trainer-centered to the learner-centered.
This change includes not only the change of ideas, but also the innovation of training methods. The specific changes will be reflected in two aspects: the design of training content should be tailored to the needs of trainees, and the roles of trainers and trainees should be changed during the training process, so that trainees can become the center and "stars" on the field. First of all, as far as training content design is concerned, looking at the current situation of the training market, most training course designs still cannot be customized according to specific needs. For example, most of the training courses we see in the market are standardized, that is to say, the contents and cases of the courses are the same, and the audience of the courses cannot influence the design of the courses. In contrast, more and more enterprises begin to pay attention to the effectiveness of internal training, and the requirements for targeted training are getting higher and higher. Therefore, these enterprises pay attention to whether external training institutions can establish good cooperative relations with enterprises, so as to develop tailor-made training courses for enterprises and even some students. This also determines that standardized courses will be difficult to meet the future training market. On the contrary, in the future, the design of training courses will be changed to be student-oriented, which requires trainers to listen to students' confusion and have the ability and willingness to arrange and adjust training courses according to different audiences. In addition, from the perspective of role transformation and method innovation, student-centered training will be reflected in: the "star effect" of trainers will gradually fade away, replaced by trainers playing more roles as coaches and instructors, and students will find a "flash" feeling during the training process. Under the current traditional training mode, "star trainer" is usually the focus of the training process. They are experienced and good at vivid expression, and cases emerge one after another. After a training session, they usually win a full house of applause and make students feel excited. However, after a long time, training managers reflect on what practical help this kind of training can bring to students. In fact, after the training, the trainees usually fall into the predicament that they want to be as good as the trainers, but they can't find practical methods. In fact, the trainer can play two roles selectively. One is a tutor with standard answers, and the purpose of students' learning is to find answers and shortcuts to solve problems. The other is a coach, who helps students to approach the learning goals and promotion directions set by themselves and enterprises through observation, challenge and support. In the training process, future trainers will play more roles as mentors and coaches, giving students more "stage". The relationship between trainers and students is becoming more and more equal. Trainers encourage students to share and learn from each other. The way of trainer's intervention is to ask questions and arouse students' thinking, so as to help students find independent methods and schemes to solve problems. At the same time, this coach-style training method focuses on coaching students to improve themselves step by step according to their current situation and their own characteristics. In this case, the trainer is no longer a person with standard answers, but a "flash" coach who makes students more and more independent in the process of tutoring. Only in this way can students truly become the center of training and effectively improve and break through themselves through training.
Development trend 3: The future training process design will be more in line with the characteristics of adult learning, that is, taking students' self-cognition as the guide and realizing students' self-control over the whole learning process.
Knowledge is the guide to realize students' self-control over the whole learning process. At present, enterprises' concern and dissatisfaction with the training effect may be improved by implanting new training methods and concepts.
Trend 4: In the future, China's training market will advocate more training methods with the purpose of behavior change and action as the center.
In today's training market, many traditional trainings pay more attention to imparting knowledge and experience and providing tools (cognition), but ignore the attention to behavior and the change and promotion of behavior. In fact, training managers and trainees have begun to question the effect of "brainwashing" training. For the students we are facing, the problem they urgently need to solve through training is to change from "knowledge" to "action" and realize the unity of knowledge and practice. For example, in leadership training, we found that most students have mastered and are familiar with Chinese and western leadership theories, and the biggest challenge is to improve their personal leadership behavior, for example, how to hold meetings to encourage people's sense of participation, how to assign tasks to achieve both authority and affinity, and so on. Therefore, the future training market in China must also break the current scripted state and pay more attention to the participants' behaviors. For traditional training, only the contents of books are supreme. After the training, the training managers always put their hands together and pray that their students will naturally take practical actions after returning to their respective jobs. It's like the theory of aerial archery: try your best to fill the bow and shoot the arrow, and you may hit something. But today, enterprises want to study pertinently, and the goal of the arrow is the combination of enterprise goals and students' personal goals. This is why some enterprises have begun to advocate action-oriented training methods. In a word, the future development of China's training market has a long way to go, which requires a professional and excellent team of trainers, the exploration and attempt of advanced concepts and training methods by enterprises, the breakthrough transformation of training concepts, and the good trust and cooperation between enterprises and professional training institutions. While constantly moving closer to the training methods and concepts with successful experience abroad, we should also pay attention to the process of localization, so as to truly put China's training on the right track of specialization and achieve the dual purpose of effectively serving enterprises and individuals.