China's ancient educational theory has always advocated teaching students in accordance with their aptitude. As a manager, that is, the initiator of training, it is necessary to carefully analyze everyone's learning purpose, significance and expected effect one by one. According to each student's different personal conditions and work needs, different training priorities are designed. "Everything is established in advance, and it will be abolished if it is not planned", and so is enterprise training. When an enterprise conducts employee training, first of all, what is the purpose of training? What is the reason for doing this training? What problems should be solved through training? What kind of goal effect should we have? When is the best time to do training?
It must be made clear that the training that pays attention to the adjustment of employees' mentality is because employees' enthusiasm is not enough? Or do employees choose to do job skills training because they are not skilled in job skills? Or training related to corporate culture and development strategy? Enterprises must clearly locate the purpose of training in combination with the actual problems existing in the current company.
While clarifying the training purpose, it is also necessary to subdivide the training needs of employees, because different departments and different positions (including different positions in the same department) face different problems, different training needs and huge differences in interests. Therefore, when deciding on training, we must fully investigate and understand its training needs and arrange corresponding courses according to its training needs.
At the same time, it is necessary to advocate teacher-student interaction in the teaching process. During the training, we should arrange enough time to answer questions, actively explore the problems that students have in the training process and answer them in time. Learning and personal progress are made step by step in finding and solving problems.
Secondly, students should have a perfect performance record in the learning process.
Learning and evaluation are complementary processes. Through the usual assessment, students are gradually helped to establish a correct learning motivation and attitude, master learning methods, have the acumen, thinking ability and practical ability to be good at finding problems, dare to ask questions and solve problems, and the assessment cannot be divorced from teaching. In other words, evaluation is not only an "objective" identification of students' existing learning level, but more importantly, it is necessary to find out the problems in learning and find specific improvement methods through the evaluation process, so as to better understand the learning situation. Therefore, evaluation must combine teaching with students' learning, check the learning situation in time in the teaching process, find the problems in learning, find solutions and promote the improvement of learning quality. This is the so-called combination of learning and evaluation. The combination of learning and evaluation leads to the evolution of evaluation concept. Evaluation is not only a process of value judgment by collecting data and evidence, but also a psychological construction process of finding problems, raising awareness and finding solutions to problems.
In order to ensure a good learning effect, students need to know the training content in advance and read relevant training materials. In the process of training, students' physical and mental input is also needed. For the internal training of enterprises, participants are often not motivated enough, and some supervision is needed to ensure the learning effect. At this time, some means are needed to ensure students' participation in the learning process. It is necessary to improve students' learning enthusiasm by establishing an effective recording scheme of preparation before training and learning attitude during training.
Finally, you need to follow up after class.
The purpose of assessment is to test students' learning situation. Scientific evaluation can make a reasonable judgment on students' mastery of individual training. For managers, a reasonable training plan can be adjusted in time, and for students, it can also play a certain supervisory role. The results of each assessment of students should be linked to their next study, superior evaluation and internal sharing of the organization, so as to avoid the phenomenon that "knowledge is only passed on to one person and does not become the knowledge of the organization". It is necessary to put the assessment into practice and combine internal mutual evaluation with the evaluation of superior leaders, so that the significance of training results to practical work is clear and obvious, and at the same time, it can stimulate the learning enthusiasm of employees participating in the training, so as to fill the gaps and see their own advantages and disadvantages clearly. The ultimate goal of assessment is to ensure learning efficiency and stimulate learning interest, rather than simply testing learning situation.
It is of great significance to establish a scientific and long-term effective tracking and evaluation system for the whole training process. It not only ensures the learning effect, but also reduces the resistance of students' passive participation in training, strengthens the construction of team culture, enhances the cohesion of the group, and provides a strong guarantee for the healthy and good development of the whole team.