I found this on the Internet. I hope it will help you: 1. Professional ethics quality refers to the code of conduct and standards that enterprise trainers should abide by in vocational training, and it is the moral responsibility and obligation that each enterprise trainer bears to the society and the educated. This is one of the basic qualities they must have, and it is also the core of the overall quality of enterprise trainers. The professional ethics level of enterprise trainers is an important factor affecting the training effect, which restricts the realization of training objectives and the development of vocational training. The professional ethics quality of enterprise trainers is mainly manifested in: loyalty to vocational training, love of their jobs, dedication, courage to practice and dedication; Love and care for every student, respect and trust every student, strictly demand and seriously cultivate every student; Have team consciousness, team spirit, sound personality, good at cooperation with others, charisma and influence; Strict teaching style, diligent study, innovative spirit and emphasis on practice; Abide by social morality, be strict with yourself, set an example and pay attention to setting an example. Second, professional quality The professional quality here refers to the basic qualities that enterprise trainers must have in training work, mainly including: 1, solid professional theoretical knowledge and excellent professional and technical quality, as well as the counseling ability needed to coach students in various practical skills training. 2. Rich experience in teaching organization and management. For enterprise trainers, teaching organizational ability should include not only the organizational ability of classroom teaching, but also the organizational ability of practical teaching, especially in the workplace. It can not only meet the requirements of teaching objectives, but also ensure the safety of students' practice. They have knowledge of class management and production management, and have strong organization and guidance ability. 3, master modern educational technology, and can use simulation, simulation and other new teaching methods to carry out course teaching and skills training. Using the new teaching method represented by modern multimedia technology to train students can not only improve the training efficiency, but also solve some practical problems that can't be overcome by on-site teaching. It is a promising training method. Mastering modern multimedia technology should be the basic quality requirement of enterprise trainers. 4. Have a clear sense of teaching reform, and be able to undertake the development of corresponding courses, the reform of course content and the compilation of relevant teaching materials. The knowledge of new technology, new equipment and new technology of this major can be integrated into the teaching material in time, so that the content of the teaching material is closer to the production practice and training objectives. 5. Ability to acquire new knowledge. Can constantly learn new knowledge from the ever-changing development of science and technology, and has the ability of self-development and self-improvement. Thirdly, professional competence refers to the specialized skills or skills that enterprise trainers should possess in vocational training. Specifically, it includes: 1, general professional competence requirements for enterprise trainers. It means that we must skillfully use the basic skills, methods and abilities in education and teaching. Such as good Putonghua level, oral language expression, written language expression, basic skills of writing and teaching, skills of educating and managing students, skills of handling accidents, skills of assessment and evaluation, etc. The professional skills of enterprise trainers are the guarantee for enterprise trainers to complete the education and teaching tasks efficiently, and are also the basic requirements for qualified enterprise trainers. 2. The special ability requirements of enterprise trainers. Mainly manifested in rich practical experience, strong practical ability and practical teaching demonstration, organization and management ability. The important feature of vocational training is practicality, which focuses on the cultivation of students' practical ability. Only when enterprise trainers have rich practical experience and high practical ability can they explain vividly and practically, answer students' questions, guide students' practical activities, and finally improve students' ability. Many popular corporate trainers have rich experience in production practice or scientific research practice, while corporate trainers who read a lot but have no personal experience can only talk about their personal feelings from books and can't give students what they really need. Therefore, the effect of the same course is quite different. 3. Enterprises should cultivate the ability of teaching research and summing up experience. Because the training of modern enterprises in China is still in its infancy, its internal laws need to be further understood and developed. Therefore, teachers engaged in enterprise training teaching should have the ability and consciousness to grasp the new trends and trends of enterprise training reform without understanding, study and explore the corresponding teaching methods and means, and constantly sum up experience in practice to improve them, so that enterprise training teaching can better meet the needs of enterprise training development. References:
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B. How do enterprises build internal lecturers?
First, the construction of internal lecturers can play a positive role in the internal management of enterprises.
First, it can reduce the cost.
In recent years, central enterprises have actively responded to the call of SASAC to save energy and reduce consumption. At present, the cost of branches is tight. Establishing an internal trainer team can effectively improve the rationality of training expenses, improve the practicality and pertinence of training expenses, promote the formation of a good learning atmosphere within the enterprise, enhance the soft power of the enterprise and form a benign competitive environment.
Second, the technical knowledge of the whole business has been carried forward.
After the reorganization of the telecommunications industry, the whole business operation has been realized, and the business technology is more comprehensive for communication enterprises. However, after the reorganization, employees come from different communication units and their business knowledge is relatively simple.
The establishment of the internal trainer team can make the knowledge and skills accumulated by the enterprise for many years be well inherited, copied and supervised, prevent the employees in some key positions from losing their practical skills due to customs clearance, and enable more employees to apply good experiences and methods to their work, thus improving the work efficiency of the enterprise.
Third, lecturers can improve their own quality in the process of training others.
Training is also the accumulation of knowledge in the process of preparing lessons. In the process of training others, * * * lecturers in the industry can also promote * * * lecturers to think more, sum up more, practice more, promote each other, and improve their knowledge level and ability better and more widely.
Fourth, it can enhance the corporate image. A professional team of lecturers can carry out both internal training and training output at an appropriate time, which is conducive to enhancing corporate image and public awareness and enhancing employees' pride.
Second, do a good job in the construction and management of the * * * lecturer team within the enterprise.
First, before the lecturer team is established, it is necessary to invite professional lecturers to conduct written examinations and interviews for candidates, and select employees with lecturer potential to participate in the training. This does not mean that employees at the management level are necessarily suitable, but that managers at the management level must master the skills of effective expression. A manager who can't cultivate the growth of subordinates is not a qualified manager, but managers may spend more time on management, resulting in insufficient energy on training. Therefore, the thinking points of choosing a lecturer should be: (65438+) (2) Have the willingness to share with others and have a good oral expression foundation; (3) the choice of the seat lecturer, whose skills can convince the audience.
Second, the construction of the lecturer team should be guaranteed by certain funds.
The construction of internal lecturer team is by no means a once-and-for-all thing. In order to make this team full of vitality and play a long-term role, it is necessary to continuously invest in developing and upgrading the level of the lecturer team.
Especially in the first two years, we should invest enough money, and then give the teachers the opportunity to go out for study and training every year. At the same time, it is also necessary to analyze and discuss the lecturer team regularly, sum up experience, improve work and improve their comprehensive quality and teaching ability.
Third, we should take the team of lecturers as a routine work.
The management system construction of the internal lecturer team needs to be continuously operated and assessed once a year.
In particular, it is necessary to establish a system of supplementary selection, warning and elimination, promotion and reward for lecturers, so that "running water is not rotten, and family talents are not stupid". Teachers' annual evaluation, assessment, motivation, learning and training still need some energy and time, as well as management costs.
The effective operation of the training system should be one of the long-term and systematic human resource management tasks, which may not be effective soon in the short term, but in the medium and long term, it will play an inestimable role in improving the marketing ability and efficiency of enterprises.
The fourth is to retain talents and stimulate the enthusiasm of excellent lecturers.
Enterprises should provide excellent or potential lecturers with a platform for career development.
C. what are the requirements for an internal trainer?
A good enterprise internal trainer needs to have the following basic abilities: speaking ability, courseware development ability, PPT production ability, teaching, field control and interaction skills, typhoon training.
Improve the basic ability of writing style from the inside out. By constantly enriching your knowledge and experience, you can achieve the effect of cultivating and improving yourself. Zhuge Gang's junior internal trainer training is to let colleagues who like training cultivate the lecturer's style, learn to develop courses simply and effectively, make effective and feasible training plans, make PPT and teach skills.
D. How do enterprises build internal lecturers?
E. Enterprise lecturer system
1.0 purpose
1. 1 Cultivate internal lecturers, so that our accumulated professional knowledge and experience wealth can be effectively and completely passed down in the Nine Cities.
1.2 Reduce the learning cost, make the training courses closer to the needs of employees and highlight the practicality.
1.3 cultivate the self-study ability of grass-roots supervisors and the teaching skills of middle and senior supervisors, and build a learning organization.
2.0 scope
Applicable to all employees of the company.
3.0 responsibility
3. 1 Lecturer Group Leader
Job description: responsible for the professional management of the whole lecturer group, the proposal of various course items and the development of teaching materials. This position is * * * and is held by an in-house senior lecturer.
Job responsibilities:
1. Responsible for proposing and collecting course items.
2. Be responsible for convening and presiding over lecturer meetings.
3. Responsible for the coordination and management of internal lecturers.
4. Responsible for the teaching and promotion evaluation of internal lecturers.
3.2 Lecturer Team Assistant
Job description: responsible for the administration of the whole lecturer team, the preparation of conference rooms, the contact of lecturers, the application of lecturer fees, etc. This position is held by the staff of the Learning Development Center.
Job responsibilities:
1. Responsible for the administrative arrangement of the lecturer's meeting.
2. Be responsible for the administrative arrangement of the lecturer's activities.
3. Be responsible for the administrative work of lecturer evaluation and fee application.
4. Responsible for the contact and daily communication and coordination of lecturers.
3.3 Internal Lecturer
Job Description: Responsible for teaching a certain course, developing related teaching materials, and assisting other training work of the Learning and Development Center. The position is * * *, which will be filled by employees of all departments after application and examination. Internal lecturers are divided into:
trainer
Lecturer (trainer)
Senior trainer (senior trainer)
4.0 stipulated contents
4. 1 lecturer generation
1. Internal lecturers are hired once a year and certified by the Learning and Development Center.
2. Those who are willing to become internal lecturers of a course can go to the Learning Development Center to fill in the information form of internal lecturers, participate in TTT training organized by them, and become internal lecturers after passing the trial.
3. As an internal lecturer in the last year, the teaching time was 16 class hours (inclusive)/the evaluation score was above 85 points (inclusive), and you can be re-employed as an internal lecturer.
4. recommended by the learning and development center or other departments, as a lecturer of a course, the evaluation score is above 90 points (inclusive), and you can be hired as an internal lecturer.
4.2 Promotion of lecturers
1. Internal lecturers are promoted once a year, which was evaluated and confirmed in February 65438 and announced in the following year 10.
2. After the lecture by the internal lecturer, the trainees fill in the training evaluation form, which will be sorted by the Learning and Development Center as the basis for the lecturer's fee payment and promotion.
3 Evaluation criteria for training instructors to be promoted to lecturers (all listed criteria must be met)
A. The teaching time exceeds 20 hours (inclusive);
B, the evaluation score is above 90 points (inclusive);
C, can teach more than 2 courses (including);
Provide complete training materials to the learning and development center.
4. Evaluation criteria for the promotion of lecturers to senior lecturers (all listed criteria must be met)
A. The teaching time exceeds 24 hours (inclusive);
B, the evaluation score is above 95 (inclusive);
C, can teach more than 3 courses (including);
Provide complete training materials to the learning and development center.
4.3 Instructor's teaching fee standard (RMB/class hour)
Lecturer level working hours and off-duty hours
Trainee lecturer 30 40
Lecturer 50 70
Senior lecturer 70 100
Unauthorized lecturer 5 10
The cost of internal lecturers in the learning and development center is compared with the cost of training lecturers.
4.4 Rights of internal lecturers
1. Give priority to courses, seminars and clubs recommended by the Learning and Development Center.
2. Lecturer promotion and lecturer fees.
3. Get a gift from the Learning and Development Center on Teacher's Day every year.
4.5 Obligations of internal lecturers
1. Write relevant textbooks and test questions (or other assessment/evaluation methods) for the courses in charge.
2. Teach according to the time arranged by the Learning and Development Center.
3. Be responsible for the examination paper review or assessment/evaluation after class.
4. According to the feedback from the Learning and Development Center, continuously improve the training materials and teaching skills.
4.6 Activity arrangement
1. According to the development needs of the company and employees, internal lecturers will hold meetings from time to time.
2. The meeting mainly determines the direction and content of curriculum development according to the object and purpose of training.
3. After the course name is determined, carry out internal division of labor and make teaching materials.
4. The Learning and Development Center will provide corresponding support and cooperation in terms of expenses, including purchasing professional books and encouraging achievements.
5.0 Form
5. 1 internal lecturer data sheet
5.2 Training Evaluation Form
F. What are the requirements for internal trainers?
Excellent enterprise trainers need to meet the following requirements:
First, we should have a professional attitude.
1, high sense of responsibility
Excellent trainers must have the spirit of ownership, think about what the enterprise thinks, and cultivate effective talents in different development periods for the enterprise.
2. Positive and optimistic attitude
An enterprise must have a positive atmosphere to build team cohesion. As a trainer, you should have a good attitude and give employees positive knowledge and spiritual strength.
Step 3 be loyal
Trainers who are capable but lack loyalty do not have excellent professional qualities, and enterprises will never reuse disloyal employees; Therefore, an excellent enterprise trainer must also be loyal to the enterprise.
Second, excellent corporate trainers should have the following unique abilities.
1, strong communication, organization and coordination skills.
In practical work, corporate trainers often face the need to communicate with employees or supervisors of various departments, investigate training, organize and implement effective learning in various departments, and sometimes meet leaders or employees who are unwilling to cooperate with learning, so they need strong communication and coordination skills to achieve effective training.
2, need to have the ability of independent research and development and implementation of the project.
Enterprises have different needs for employees' literacy and skills at different stages of development, which requires enterprise trainers to have far-sighted vision and ideas, formulate training items and contents suitable for enterprise development according to the strategic objectives of enterprises at different stages, and have the ability to implement them independently.
3, the ability of self-perception
Although we don't advocate enterprise trainers to do detailed analysis, it is obvious that a successful trainer needs certain self-awareness and self-acceptance ability. The stronger our self-awareness, the more choices and freedoms we have.
4, the ability to motivate others
Trainers can realize the development needs of trainees and encourage them to identify with their feelings and values and strive to achieve their highest goals. Successful enterprise trainers can stimulate the trainees' internal motivation instead of using external pressure. The trainer's belief is to let the trainees develop their potential. Enterprise trainers can help students overcome any obstacles and restrictions that hinder them from achieving their goals. Not everyone is born with the ability to inspire others.
5. Ability to build relationships
Corporate trainers should look approachable, friendly and trustworthy. They think training is a very important thing. Trainers must be helpful, resourceful and able to fully express their ideas. They must concentrate on completing the task, regardless of gains and losses. The success of training depends largely on the relationship between enterprise trainers and students.
6. Forward-looking ability
Training means action. Self-analysis, insight and self-awareness always occur in action. Trainers can't just stay in the initial state of training, or fall into worries about emotions and goals or fear of failure. If students don't succeed at first, a good trainer can help them find the reasons that lead to their obstruction and inefficiency while maintaining their vitality. Trainers believe that people have enough wisdom, creativity and motivation to succeed, but they need help to achieve their goals.
7. Control ability.
Change is sometimes painful. Regardless of the final results and benefits, students often change, fearing that they will lose something in the process. Training is related to development, growth and change. The concentration and perseverance shown by trainers, as well as the control of focusing on goals and action plans, will eventually bring about the expected lasting behavior changes.
8. Ability to grasp professional boundaries.
Training is not a panacea for everyone, and not everyone is suitable for training. It is very important to select trainees and establish a "good cooperative relationship" between trainers and trainees. Some people may not be suitable for learning and changing, so trainers may not be the most effective way for them. Training can't be good for everyone. No coach knows everything or can help everyone. Good trainers usually know their own abilities and limitations.
9. Ability to diagnose problems and find solutions
Trainers should collect relevant information of trainees to determine their specific needs. Although the skills of evaluation and negotiation can be acquired through learning, a successful trainer needs to have certain qualities so that they can use this information more creatively, diagnose students' problems or propose exciting solutions.
10, the ability to engage in business
Trainers not only sell intangible products, but also sell themselves. In the increasingly competitive market environment, when choosing trainers, people not only consider whether the trainers can clearly explain the necessity and special benefits of their training programs, but also consider the quality of services they can provide.
G. What do you need to be a trainer in an enterprise?
There are many kinds of wine training lecturers, such as sommeliers and sommeliers. As far as I know, the required abilities and conditions of esw sommelier lecturer include: to foreign students, students with an esw intermediate examination score of 90 or above, or students with an esw advanced certificate;
At least 3 years experience in related industry, 1 year teaching experience or wine tasting lecture experience is preferred;
Excellent presentation and speech skills, teaching experience is preferred;
Need a resume describing personal education and work experience;
A 300-word self-recommendation letter is required, including the reasons for participating in the training of authorized lecturers and how to promote the course in the future;
If you have any recommendation letters to other authorized lecturers, please provide them;
Esw certified lecturers need to complete the training of 50 people every year before they are qualified to apply for teachers in the second year;
H. what are the requirements for internal trainers?
First, not everyone can become an internal trainer. Although many training skills can be acquired through training and practice. But you still need to have your own unique training ability.
Second, internal trainers need to meet the following conditions:
1, strong communication, organization and coordination skills.
In practical work, corporate trainers often face the need to communicate with employees or supervisors of various departments, investigate training, organize and implement effective learning in various departments, and sometimes meet leaders or employees who are unwilling to cooperate with learning, so they need strong communication and coordination skills to achieve effective training.
2, need to have the ability of independent research and development and implementation of the project.
Enterprises have different needs for employees' literacy and skills at different stages of development, which requires enterprise trainers to have far-sighted vision and ideas, formulate training items and contents suitable for enterprise development according to the strategic objectives of enterprises at different stages, and have the ability to implement them independently.
3. The ability of self-perception.
Although we don't advocate enterprise trainers to do detailed analysis, it is obvious that a successful trainer needs certain self-awareness and self-acceptance ability. The stronger our self-awareness, the more choices and freedoms we have.
4. The ability to motivate others.
Trainers can realize the development needs of trainees and encourage them to identify with their feelings and values and strive to achieve their highest goals. Successful enterprise trainers can stimulate the trainees' internal motivation instead of using external pressure. The trainer's belief is to let the trainees develop their potential. Enterprise trainers can help students overcome any obstacles and restrictions that hinder them from achieving their goals. Not everyone is born with the ability to inspire others.
5. Ability to build relationships.
Corporate trainers should look approachable, friendly and trustworthy. They think training is a very important thing. Trainers must be helpful, resourceful and able to fully express their ideas. They must concentrate on completing the task, regardless of gains and losses. The success of training depends largely on the relationship between enterprise trainers and students.
6. forward-looking ability.
Training means action. Self-analysis, insight and self-awareness always occur in action. For example, how do we achieve a certain goal or change a certain behavior? How will the trainees treat new ideas? Trainers can't just stay in the initial state of training, or fall into worries about emotions and goals or fear of failure. If students don't succeed at first, a good trainer can help them find the reasons that lead to their obstruction and inefficiency while maintaining their vitality. Trainers believe that people have enough wisdom, creativity and motivation to succeed, but they need help to achieve their goals.
7. Control ability.
Change is sometimes painful. Regardless of the final results and benefits, students often change, fearing that they will lose something in the process. Training is related to development, growth and change. The concentration and perseverance shown by trainers, as well as the control of focusing on goals and action plans, will eventually bring about the expected lasting behavior changes.
8. Ability to grasp professional boundaries.
Training is not a panacea for everyone, and not everyone is suitable for training. It is very important to select trainees and establish a "good cooperative relationship" between trainers and trainees. Some people may not be suitable for learning and changing, so trainers may not be the most effective way for them. Training can't be good for everyone. No coach knows everything or can help everyone. Good trainers usually know their own abilities and limitations.
9. Be able to diagnose problems and find solutions.
Trainers should collect relevant information of trainees to determine their specific needs. Although the skills of evaluation and negotiation can be acquired through learning, a successful trainer needs to have certain qualities so that they can use this information more creatively, diagnose students' problems or propose exciting solutions.
10, capable of doing business.
Trainers not only sell intangible products, but also sell themselves. In the increasingly competitive market environment, when choosing trainers, people not only consider whether the trainers can clearly explain the necessity and special benefits of their training programs, but also consider the quality of services they can provide.
I want to be an internal trainer and I don't know what qualifications I need.
Let's share how I became an internal trainer.
First of all, not everyone can become an internal trainer. You should have your own unique training ability;
Second, you should have strong communication, expression and organization and coordination skills;
Third, you should take an internationally certified enterprise trainer course and get a certificate, which will be a stepping stone for you to become an enterprise internal trainer;
Fourth, constantly participate in training practice and train yourself to improvise.
Fifth, strong learning ability.
J. How do enterprises train internal lecturers
Judging from the current popularity of the training market, we can know that many enterprises put internal training in an important position, rather than the previous subordinate position, and even some companies have established an internal lecturer system, taking training lecturers as a major event. But I personally think that it is not a good thing for an enterprise to establish an internal lecturer team. If the thinking is wrong, it will waste a lot of resources.
Having said that, some people will ask, "You Hao Zhiqiang are out teaching enterprises all day. If the company's classes are given to internal lecturers, what about your professional trainees? " This statement makes sense, but it is obviously too extreme. Generally speaking, when an enterprise establishes an internal lecturer team, the following problems will occur.
Professional problems of training lecturers. If the lecturer in the enterprise is really good, why not come out and do it? As a professional lecturer, the income is higher than that of an internal lecturer, and the social status is high. You can arrange your own time without looking at the boss's face. You don't have to take bad classes How free and happy are you? How can enterprises retain such a powerful person? If the lecturer's level in the enterprise is not high, then he can't do well in the enterprise. How can he be a good lecturer? I can barely cope with the junior staff inside. The state between excellent and average will be difficult to grasp. In addition, it is an objective fact that students think that external lecturers are professional and internal lecturers are not very professional. The so-called "home flowers are not as good as wild flowers". The strengths of internal lecturers lie in the understanding of enterprises, the strengths of external lecturers, and the curriculum system and teaching skills. Therefore, from this perspective, the internal lecturer itself will be a very unstable occupation, and the training cost of the enterprise is high, and it will fly away carelessly. I used to be an internal lecturer in an enterprise, and later I came out to be a professional lecturer.
Choosing an internal instructor is also a problem. Anyone who has come into contact with the profession of lecturer knows that training requires a lot of lecturers, which is beyond the ability of ordinary people. Training lecturers need practical experience in related courses, sufficient theoretical foundation, good personal image, good eloquence and people-oriented thinking mode. In short, it is difficult for enterprises to find excellent lecturers and train them. This process of selecting lecturers is cheaper for society than for enterprises. Moreover, especially excellent people will not take lecturers as their career direction. Lecturers are largely "manual labor", and they are punished every day, that is, giving lectures 100 days a year. How much can they earn? Particularly outstanding people are consultants or senior executives, earning millions. Therefore, a lecturer is actually a very personal profession. Only those "good teachers" and those who "educate the world's talents" for fun can be engaged in this industry for a long time. It is very unrealistic for enterprises to train such professional lecturers.
Curriculum research and development. Generally speaking, if an internal lecturer in an enterprise wants to be a panacea, he can only be qualified if he has finished all the courses. These panacea courses are only suitable for grass-roots employees, or courses such as corporate culture, communication and teamwork. The quality of these courses is not high, and many people can speak them, which has gradually declined. Courses developed by internal lecturers will be difficult to deepen and improve. Enterprises in society require professional lecturers to be experts in a certain field. If a lecturer can speak any course, he will be eliminated, and no one can speak it well.
This paper discusses the difficulties of internal lecturer training from the key points of professionalism, lecturer selection and curriculum development, just some opinions. For some enterprises, the scale is large, and internal lecturers can develop courses for a long time. A course can be given many times, which can reduce the cost of developing courses and make it cost-effective to use internal lecturers. If the boss gives the internal lecturers a better salary and some flexible working methods, of course, excellent lecturers can be retained. Some courses are too professional for external lecturers to do, or the asking price is too high, so internal lecturers are better. Of course, these are special cases suitable for some enterprises, and specific problems still need to be analyzed in detail.
Having said so many difficulties and some special cases, how can enterprises straighten out the train of thought of internal lecturer training? Do you want to advocate the internal lecturer system? I think the boss should shout slogans, and it is also a good thing to keep excellent elements for a while with the help of the east wind of the training market. But in operation, we should pay attention to the following points. If the number of basic courses for grass-roots employees is small, there is no need to set up internal lecturers. Courses closely related to the actual situation of the enterprise can be handed over to senior managers as part of their job responsibilities, so that they can train middle managers in combination with their own business reality and give them an opportunity to educate others. Enterprises should cultivate the skills of these top managers as lecturers or their interest in giving lectures. Then introduce some external lecturers appropriately and give them opportunities to learn and communicate, so that the method of combining internal and external can be more balanced and the above problems can be avoided.
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