The purpose of training is to improve the quality and ability of employees, so that employees can better complete their work and achieve the company's business objectives, thus achieving a win-win situation for the company, shareholders, employees, customers and even the society. Therefore, the construction of the training system must be closely combined with the requirements of the company's reality and development strategy, and cultivate talents for the company that meet the company's development strategy.
Second, the balance between hierarchy and function.
In the construction of the curriculum system, it is necessary to ensure that every employee can receive corresponding training in different positions. This requires that when designing the curriculum system, it needs to be considered from both horizontal and vertical directions. Vertically, we should consider different levels from new employees to senior managers, and set up corresponding training courses according to the different ability requirements of each level; Horizontal refers to functional departments, which professional skills these functional departments need to complete their work, so as to find training needs and design corresponding courses. If we consider both horizontally and vertically, every level and every post will not be missed.
Third, the suggestions and requirements of relevant departments.
No work in the training system can be completed by the training department alone. We must reach a consensus from top to bottom. Taking the development and design of training courses in functional departments as an example, different departments and posts have different training needs and ability requirements. What knowledge and skills employees need and what problems and deficiencies exist in their work in carrying out business, the managers of various functional departments must know better than the training departments. Therefore, we must understand and grasp the training needs of different departments from the standpoint of the company.
Fourth, formulate a training system.
Some companies have established some training systems, but they are ineffective and have not been put in place, which is not unrelated to the company's culture. Some problems can be avoided by formulating a practical training system and effectively observing and implementing it. For example, in the selection of the above-mentioned training objects, if the training points system is formulated, and each employee's training points are required to meet the requirements set by the company, and linked with employee assessment and promotion, the phenomenon of "replacing" training can be prevented and avoided, so that employees who should be trained can attend the corresponding enterprise management training courses on time.
Fifth, consider the self-development needs of employees.
If the development of training system and training courses can be combined with the needs of employees' own development, we can achieve a win-win situation for enterprises and employees, and at the same time make corresponding contributions to the development of the company. When some enterprises are faced with important internal job vacancies, they should first consider internal selection to provide opportunities and development space for employees who are capable or willing to challenge the new position, and then provide corresponding functional training according to the job requirements of the position, which is also one of the ways to retain excellent employees.