Lead: Human resource is the most important resource of an enterprise, and it is a sharp weapon for an enterprise to win. If an enterprise wants to gain a competitive advantage, it must have a high-quality staff. Establishing a high-quality workforce requires enterprises to continuously improve their training capabilities.

What suggestions do you have for enterprise personnel training? 1. Problems in enterprise personnel training.

First of all, the concept of enterprise talents is backward, and it is difficult to cultivate the loyalty of employees.

Because the concept of talents in enterprises is relatively backward, the training and management of talents can not meet the needs of enterprise development, and enterprises lack long-term training plans for employees, that is, there is no suitable career plan. Most enterprises regard employee training as welfare or expenditure rather than investment, and then they are reluctant to train employees? Pay the bill? Reduce training investment.

Many enterprises, including some large well-known enterprises, do it just to show respect and attract employees? Perfect? However, the implementation of the training system has shrunk dramatically. Due to the above reasons, it is difficult for enterprises to train employees, which leads to the failure to update their skills in time, the lack of development space and guarantee, and the decrease of employee loyalty. There is no smooth information platform between enterprises and employees, enterprises do not let employees feel clear development prospects, and do not make personal training and development plans for employees. Employees don't know the business situation of the enterprise, and they don't know how much profit they have created for the enterprise every day. They lack the basic sense of trust, belonging and accomplishment, which is also a reason for the decline of employee loyalty.

Secondly, the form of enterprise training is single, and the training content is divorced from the training object.

At present, the enterprise has done a good guidance and training for new employees, and new employees can adapt to the needs of the enterprise according to the training. Enterprises rarely involve the training of employees' future promotion and development. In the way of training, many enterprises just organize students to watch training CDs, temporarily attend open classes on related topics in the market, or introduce trainers to the enterprise to give lectures through acquaintances. Because the training is not well designed and planned, the training form is single and the content is boring. In the long run, employees have resistance to training, even disgust, and it is difficult to adapt to the needs of trainees.

Third, enterprises lack training evaluation system.

Enterprise training is a systematic system, which needs to clarify the training purpose, training objectives, training feedback and other aspects. However, many enterprises do not combine training with the improvement of employees' skills and efficiency, and then with the treatment of employees. This situation sometimes leads to the phenomenon of employees leaving after training, on the other hand, it also inhibits the enthusiasm of enterprises for training.

Second, the countermeasures to solve the problems existing in enterprise personnel training:

First of all, enterprises should create a good talent training environment and change the concept of talent training.

The object of human resource management is people, and the core problem of management is people's problems. Only by implementing management according to people's physical and mental characteristics can people? Live broadcast? Get up and give full play to your initiative, enthusiasm and creativity. People-oriented management, human resource management should realize that it is not simple? Manager? It is more important to care and value people. Therefore, enterprises should change the concept of employing people, truly establish a people-oriented management idea, implement humanized management, and exchange employees' loyal service by serving them. Only in this way can employees be convinced of managers and retain people. The key to retaining people is to attach importance to and implement humanized management.

Secondly, what should enterprises consider in talent training? Win-win? , stimulate the motivation of employees.

In employee career planning, the primary task of an organization is to dynamically create career development space, stimulate employees' self-development motivation with space, promote the harmonious development between the organization and employees with mechanism, and take training as the ladder of employee development. For the development of employees, in addition to promotion, enterprises can also adopt other career development methods such as job rotation.

Undoubtedly, promotion through training is the most effective way to motivate employees' career development. But in fact, career development also includes job rotation, giving more responsibilities and other career development methods. Job rotation can effectively increase the contact surface of employees and let employees learn new job knowledge. It is a kind of disguised training and can also motivate employees. In addition, when planning employees' career development, besides personal performance, employees' skills and professional ethics should also be considered comprehensively. Taking work performance as the only basis for promotion is likely to make inappropriate promotion decisions.

Third, enterprises should clarify the training process.

Every position in an enterprise has clear knowledge, skills and ability requirements, and what kind of training the enterprise needs should be made clear according to the requirements of the position. In other words, the training that enterprises need must be trained, and the training that enterprises don't need must be extra cautious; Clarify the selection criteria of training objects.

Enterprise training targets mainly include new employees, job-hopping employees, employees who do not meet the job requirements and potential employees. Investing in each type of employee brings different risks to the enterprise. It is necessary to formulate selection criteria for different types of employees in the enterprise, treat every employee equally, and avoid the randomness of training object selection; Provide selective training programs for employees with spontaneous training needs.

Although there is a risk of employee turnover, training is also a means to attract high-quality employees. Providing selective training for employees who spontaneously request training can improve the attractiveness of enterprises to high-quality employees. However, for this part of the training, the enterprise should share the cost with the employees appropriately, or the employees should bear the cost, and give the trainees a salary increase and promotion in return after the training; The whole process of training should be controlled. In training, enterprises should choose specialized personnel to keep in touch with trainers and trainees.