1. What are the training methods?

Generally speaking, the methods of enterprise training are as follows:

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 or counseling/internship methods:

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 in our enterprise. The task of the coach in charge of guidance is to teach the teachers how to do it, put forward suggestions on how to do it well and encourage the students.

In addition, there are discussion method, audio-visual technology method, case study method, enterprise internal computer network training method and so on.

(1) Extended reading of enterprise employee training methods;

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. For example, when students have no computer knowledge, computerized training or multimedia teaching is not appropriate; When students' educational level is low, the effect of autonomous learning will not be very good; When most students have poor analytical skills and are not good at expression, it is difficult to achieve the expected results through debate or group discussion. Therefore, the choice of training methods should also take into account students' own knowledge and coping ability.

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.

1. Trainers changed from "knowledge disseminators" to "knowledge producers".

Because most of the knowledge dissemination or transfer will be completed by modern electronic media system, educators and trainers can have time to update their knowledge and carry out teaching innovation. One is to process, process and package the original information or knowledge to make it a "product" form that people can easily and happily accept; The second is to put forward new ideas, theories and methods on the basis of comprehensive analysis of the original knowledge and create a new knowledge system. Therefore, education and training workers will change from "knowledge disseminators" to "knowledge producers".

Second, the training mode has changed from "inheritance" to "innovation".

Since ancient times, the basic function of education and training is to impart the cultural heritage of ancestors and cultivate qualified talents to serve the reality. Traditional talent training methods have been difficult to adapt to the changing environment, and modern education and training need to be advanced. Its goal is not only to train realistic talents, but also to train future talents. The way of learning should be changed from "inheritance" to "innovation".

Third, the training content has changed from "filling vacancies" to "tapping potential".

Influenced by the traditional way of thinking, training has always followed the principle of "what is lacking, what is supplemented". For example, the training content of tourism enterprises focuses on the "what should be known" and "what should be learned" of employees, as well as the "make-up" training in mastering operational skills, applying basic knowledge and solving specific problems.

However, in the face of the challenge of knowledge economy and the increasingly fierce market competition, it is far from enough for training to "fill the gap". It is necessary to take tapping the potential as the focus of training, and incorporate thinking change, concept renewal and potential development into the training content, so that employees in the tourism industry can really learn to think and innovate from training and realize the effective release of personal potential.

(1) Extended reading of enterprise employee training methods: network-enterprise training methods

2. Contents and forms of employee training and education in enterprises

IBM attaches great importance to employee training and has formulated a very complete employee training system and a specific implementation plan.

In addition to traditional teacher training, online training is also widely used and popularized.

IBM has established its own online university, offering thousands of courses online, and providing fund accounts for employees, so that they can arrange their studies at any time according to their own time, thus solving the conflict between study, training and work.

The course forms include both textbook learning and real or virtual project training, which is very practical.

IBM also encourages employees to study while working, or take various courses in their spare time to improve their work efficiency and personal development potential.

Every employee can put forward what training he needs to attend, and as long as it is reasonable, the company will generally agree.

IBM has a special tuition reimbursement plan to reimburse employees who participate in training.

The company also welcomes employees to actively discuss the study plan with the manager to ensure that the study plan is combined with personal business development and company business environment.

(1) People-oriented.

IBM advocates and creates a family atmosphere among employees, and does not encourage vicious competition among employees.

There are many clubs in IBM, which carry out various employee entertainment activities, so that employees can establish sincere friendship and form close teams in a relaxed atmosphere.

IBM is very concerned about employees' personal life, providing employees with high welfare benefits, handling medical insurance, unemployment insurance, old-age insurance, etc., and launching employee housing self-help plan.

Employees can take vacations when they are sick or need to take care of their families, and when they are studying off-duty, without worrying about unemployment.

In IBM's view, in a relaxed family atmosphere, every employee can concentrate on his work, be brave in innovation and contribute miracles to customers.

(2) Equal opportunities.

IBM provides every employee with equal opportunities for work, training and promotion.

(3) Comprehensive communication.

IBM adopts various specific methods, such as holding regular departmental meetings, interviewing senior managers, investigating employees' opinions, and calling a spade a spade e-mail, to achieve comprehensive communication between employees and the company.

(4) Suggest a plan.

IBM encourages employees to put forward, participate in and accept constructive suggestions, and all adopted suggestions are recognized and encouraged accordingly.

(5) merit evaluation.

Personal performance evaluation system is the cornerstone of IBM salary. The company will measure the actual performance of each employee through personal work plan and evaluation.

3. What are the forms of enterprise training?

Several forms of enterprise training:

1, teaching methods

Traditional training in the form of teachers and students is convenient for enterprise managers to manage and control the whole process. Unidirectional conduction.

2. Audio-visual technology law

Train employees through projection, video engraving and video recording. This teaching method is more intuitive and the cost of purchasing teaching materials is higher. No interaction.

3. Discussion method

There are two ways to embody this training method. One is group discussion, which has low cost, fast grouping, multi-directional transmission and high employee participation. The second is the seminar. The topic of training knowledge is a special speech, which can be delivered in many directions, and the cost of inviting lecturers is higher. What they have in common is that they are conducive to consolidating knowledge and cultivating employees' communication skills and problem-solving skills.

4. Case study method

Providing employees with relevant background information and finding suitable solutions is low in cost, and can be effectively used for knowledge training and cultivating employees' communication skills and problem-solving skills.

5, role-playing method

Simulate and demonstrate real scenes, employees will be there and stimulate their ability and thinking.

6, network training method

The emerging computer network information training mode has a large investment. Because it is flexible to use and conforms to decentralized learning, it saves the time and cost of students' centralized training. There is a large amount of information, and the advantages of new concept communication are obvious. For example, enterprise Huitong network training system.

4. What are the main forms of employee training?

The technical replication knowledge updating training of skilled employees needs to be carried out in a flexible way, which can be roughly divided into four main forms: discussion, lecture, salon and entertainment.

Discussion is to discuss or debate some problems in the training process, which can enliven the atmosphere. The lecture is mainly explained by the trainer, but some difficult questions can be tried by the trainees, and the shortcomings can be supplemented by others to deepen the training impression. Salon-style training mode needs a suitable place to carry out more relaxed and lively training activities in various forms. More entertaining, you can combine the explanation of knowledge and skills with playing games. For highly technical training courses, it is necessary to simulate the actual working environment, and to play competition games in training to stimulate training.

These four training methods can be selected and applied in combination with skilled employees at different levels. For example, salon-style training may be more suitable for the training of "gray-collar" talents, while front-line skilled workers may focus on recreational training methods. What kind of training method to choose needs to be decided by enterprise trainers in combination with various factors. You can choose different training methods at the same time and update your ever-changing technical knowledge with flexible and diverse training methods.

5. What are the employee training methods?

1, discussion method

Information can be transmitted in many directions, and students' ability to analyze, solve and communicate with others is improved, but the requirements for training teachers are higher.

6. What does the enterprise staff training include?

Contents of employee training in enterprises

Enterprises should emphasize the following points when training new and old employees:

You should know.

In the training of new employees, we must talk about the long-term and long-term vision of the enterprise (this part should not be too detailed), and we must talk about the enterprise mission, value culture and team building in detail. If possible, the hardware environment of the enterprise should be shown to new employees by video, so that employees can have a more detailed understanding of the work, living environment, corporate mission, medium and long-term goals and the essence of entrepreneurial spirit before joining the company, otherwise employees will not find their own things before joining the company.

Daily training should let employees know the development strategy, corporate vision, rules and regulations, corporate culture, market prospects and competition of the enterprise; Job responsibilities of employees and basic knowledge and skills of their own jobs; How to save cost, control expenditure and improve efficiency; How to deal with all problems in work, especially safety problems and quality accidents.

Such courses should be jointly completed by human resources and department heads, with division of labor and cooperation and mutual supervision. For some rules and regulations and corporate culture, all employees are required to understand, agree and abide by them. Just like Mengniu, if employees don't have a good code of conduct, why can the enterprise develop at a high speed?

Enterprise workflow

In the training of new employees, it is necessary to explain the enterprise workflow in detail, especially the processes that employees need to know in their daily work, such as leave procedures, reimbursement procedures, resignation procedures, etc. Of course, there are many processes involved in the enterprise, and the post processes involved should be trained by the department heads (preferably within one week after the new employees join the company), so as to prevent employees from being bored because they don't understand the workflow and other related processes after contacting the work.

welfare

As the main items of enterprise salary (salary, welfare, training opportunities, promotion opportunities, rewards), welfare is also a part that employees are particularly concerned about. Therefore, in the process of training, we should make clear the welfare situation of enterprises (including types, enjoyment conditions and enjoyment degree). Although this aspect should be clearly explained to the candidates at the end of the second interview, it is very important to explain it in more detail through pre-job training, which is conducive to employees' dependence on the enterprise, especially for employees in important positions.

Safety production education

Especially in the manufacturing enterprise where I currently work, safety education is very important. Of course, there are many contents of safety education, and the training focus should be compiled according to the actual situation of enterprises. However, for any enterprise, fire safety and power safety training are very important. Manufacturing enterprises should also increase equipment safety, focusing on the hazards of illegal operations and safety precautions, as well as how to deal with emergencies after accidents (including escape, alarm, call for help, etc.). ) reduce accident losses. I believe that work-related injuries and other safety accidents often occur.

Training planning

Attention should be paid to the training form, training hours and the arrangement of training lecturers. The best way to train participants is to teach face to face. In terms of training skills, we must quote cases appropriately, and the lecture hall must not be rigid. It is necessary to constantly bring the thinking of training participants into the thinking of lecturers through questions and cases, so that their thinking will be active. In the arrangement of training time, the arrangement of training time when we receive school education is actually very scientific, because people's concentration time generally does not exceed 60 minutes, and the attention to single system thinking does not exceed 90- 120 minutes. Of course, I say this because I have trained the participants within two hours in the process of organizing training, but the training beyond two hours will decrease with the extension of time. In the arrangement of training lecturers, you must have a good understanding of training programs, otherwise you can't organize training.

Skill skill

Skills refer to the necessary ability to meet the needs of work, and skills can only be acquired through continuous practice. Practice makes perfect, just like typing. The more you practice, the more skills you have. The skills that senior cadres of enterprises must possess are the formulation and implementation of strategic objectives and the cultivation of leadership; The management skills of middle-level cadres in enterprises include target management, time management, effective communication, plan execution, teamwork, quality management and marketing management. , that is, the training of execution. Grass-roots staff shall implement the operation according to the plan, process and standards, and complete the training of necessary tasks.

Attitude training

Attitude is everything! Without a good attitude, even if you have the best ability, it is useless. The attitude of employees determines their professionalism, teamwork, interpersonal relationship and personal career development, and determines whether they can establish a correct outlook on life and values and shape their professionalism.

Attitude is everything! Without a good attitude, even if you have the best ability, it is useless. The attitude of employees determines their professionalism, teamwork, interpersonal relationship and personal career development, and determines whether they can establish a correct outlook on life and values and shape their professionalism. Most enterprises don't have enough training in this field.

Trainer Yu Shiwei thinks that the biggest difference between China enterprises and western enterprises is that our employees are not professional enough. The cultivation of employees' professional quality by enterprises is also pitiful. Many of our executives are not professional enough, let alone middle-level employees. The degree of specialization of employees seriously restricts the development of enterprises.

Employees' working attitude should be guided by correct ideas, edified by good corporate culture and encouraged by reasonable system; Appreciate the progress of employees and let them build strong self-confidence; Only when we treat ourselves and enterprises correctly and arrange our work according to their own specialties can we create good performance. Only by helping employees realize their self-worth can enterprises and employees grow together.

The impetuousness of society, the defects of education, the transformation of society, the distortion of values and people's prejudice against wealth and success have seriously affected the development of enterprises and the progress of society. Whoever can first establish a lofty position through education and training and guide the attitude of employees will lay the foundation for the success of the enterprise.

7. What methods are commonly used in employee training? Five skills of employee training.

In many large and small enterprises, many human resource trainers need to have relevant qualification certificates before they can take up their posts. There are also many enterprises that have specialized human resources training institutions, which are responsible for the recruitment and performance audit of enterprise employees, constantly improving their working ability, human resources training and development, and modern enterprise management. So, do you know the methods of human resources training? What should we pay attention to in human resources training?

You will find that there are still many training contents of human resources, mainly including the training and development of human resources in enterprises, as well as the performance management, salary and welfare management and labor relations management of employees. Among them, for China's labor law, the basic knowledge and practical skills related to vacation can provide all staff with theoretical level, professional quality and ability and skills, and greatly increase their work efficiency.

So, what are the methods of human resources training? When we participate in human resources training, you can choose the appropriate human resources training method according to your actual situation. In the face of numerous human resources training institutions in the market, you can choose large-scale formal professional human resources training institutions, select large-scale and advanced management experience and risk control ability, including professional human resources training lecturers, formulate specific training plans according to the enterprise situation, and train relevant personnel of the enterprise.

In addition, in the process of human resources training, the human resources department of an enterprise can train supervisors and senior managers to train employees, and you can also hire lecturers for training, which is more targeted. This kind of training is professional and technical, and needs to be transformed when the enterprise implements it.

8. What are the ways of enterprise training?

There are four ways.

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.

2. Audio-visual technology method: train 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.

3. Discussion mode: According to the complicated procedures of cost and operation, it can be divided into general group discussion and special discussion.

4. Network training mode: It is a new type of computer network information training mode, with a large investment. However, due to the flexible use, it conforms to the new trend of decentralized learning and saves the time and cost of students' centralized training.