A perfect training system should include:
(A) the establishment of enterprise training culture
The real effect of training depends on whether students repeatedly apply learning behavior in their work, but students usually don't take the initiative to use an unfamiliar behavior. Cultivating habits and behaviors is a long-term process, which requires someone to remind them to use these behaviors in their work, and this person is the supervisor of students. So the effect of training is in the hands of the supervisor. How to change the role cognition of managers from the past supervision and control to incentive counseling will be the key to the success of enterprise training and establish good training.
(B) Training needs assessment system
The most important thing for an enterprise to make an annual training plan is to analyze its training needs in the coming year. According to the development plan for the coming year, whether and how to carry out personnel training, before deciding to carry out training, the training manager should first analyze the enterprise from the organizational level, work level and workers' personal level, and take this as the basis for deciding whether to carry out training. The analysis at the organizational level is mainly to find out the existing problems and the root of the problems by regularly analyzing the objectives, resources, characteristics and environment of the enterprise, so as to determine whether training is the most effective way to solve such problems. The purpose of job level analysis is to understand the detailed contents, standards, knowledge and skills needed to complete the work related to performance issues. The results of job analysis are also an important source of information for designing and compiling relevant training courses. Job analysis requires the active participation of experienced employees to provide complete job information and data. The personal level analysis of workers is mainly to determine who needs and should receive training and the content of training by analyzing the gap between the existing situation and the due situation of workers.
(c) Training course design and updating system
Establish a multi-level training course system according to the characteristics of enterprises, and update the course system and training content irregularly according to the training needs. Generally, it can be divided into: education, development and training-there are different training and development courses for each job-hopping; Management skills training-different management positions will have different learning needs, which requires the development of management skills training courses to meet different needs; Functional department training-training and development courses for professional functional department personnel.
(D) Teacher training and management system
The successful operation of the training system requires a strong training team. The selection of internal and external lecturers, the training and examination of internal trainers, and the evaluation and feedback of the training effect of trainers are all important contents that should be clarified in the system.
(five) the organization and management of training work
As the organizer and manager of training, the training department must improve its working system and process. Effectively manage training equipment and resources, and complete the operation management and basic administrative work of daily training on time.
(vi) Health maintenance of the training system
Training is constantly developing, and the training needs of enterprises should be constantly updated, so the training system must be kept healthy.