In order to survive and develop in the fierce competition, in addition to constantly updating and improving the business structure, constantly developing human resources and attaching importance to employee training, maintaining benign operation is one of the important strategies of enterprises. Staff training is an important means to effectively enhance employees' knowledge, skills and abilities, realize their own value to a greater extent, improve employees' satisfaction, enhance employees' sense of belonging and responsibility to the organization, and build core competitiveness for enterprises.
First, the importance of enterprise staff training
The benefits of employee training to enterprises are manifold. The fundamental purpose of training is to obviously improve the trainees' knowledge, skills and attitudes, enhance their working ability and efficiency, and enable enterprises to obtain obvious economic benefits.
1, which can make new employees adapt to their jobs as soon as possible.
It is found that during the transition period (usually three to six months) when new employees first arrive at the company, they will choose how to behave according to their feelings and evaluation of the company, and decide whether to seek development in the company or take it as a springboard. Induction training can eliminate all kinds of worries and doubts of new employees as soon as possible, so that they can fully and objectively understand their working environment, corporate atmosphere and the knowledge and skills needed for new jobs.
2, can improve and improve employee performance.
The improvement of people's knowledge and skills is of great value to economic development. With more knowledge and skills, employees can undertake more work and greater responsibilities. Through training, employees' work performance can be improved. Trained employees can often master the correct working methods and correct mistakes or bad working methods. The direct effect must be to promote the improvement of work quality and production efficiency, and at the same time, it can effectively reduce various losses. In addition, accidents can be reduced.
3. Employee training is an effective way to improve employees' skills and abilities.
An important aspect of employee training is on-the-job training, in which the requirements of work norms, professional knowledge and professional ability are regarded as an important goal of on-the-job training. Post personnel also need to make continuous progress and participate in higher-level skills upgrading and post promotion training, so that their professional knowledge and skills can meet the higher standards of post specifications to meet the needs of the post. Staff training is particularly important, and practice has proved that it is also an effective way to achieve the expected goal.
4. Staff training is an important measure to motivate staff's work enthusiasm.
Staff training is an important human resource investment and an effective incentive method, such as organizing excellent employees to visit advanced enterprises, encouraging employees to study in their spare time and reimbursing expenses. According to relevant surveys, advanced training is a condition that many employees attach importance to, because the encouragement of money to technical and knowledge-based employees is temporary, which can be done for a while, but not for a long time. They pay more attention to better development and progress through work.
Second, the common problems in enterprise staff training
It is necessary for enterprises to train employees in time, and scientific arrangements and effective measures must be taken to achieve ideal training results. Many enterprise managers have fallen into various misunderstandings in the process of employee training.
1. There is no sound training institution.
The enterprise training system is incomplete, there is no special training department, even no special training classroom and training equipment, and most of the training work is organized and arranged by one department of the enterprise. Institutionally, although enterprises have a training system, most of them are not perfect. Enterprises pay more attention to form than assessment, and lack a sound and perfect training effect evaluation system. They only regard training as a task, and it is good to complete the task. They did not make a training report in time, summed up the training process and put forward improvement measures for the problems. As a result, managers are always a little powerless to answer these questions, such as what the trainees have improved and improved in their business, to what extent they need to improve, and how to improve their future training. The training of employees in many enterprises is a formality, which often leads to the fundamental problems of enterprises not being solved, unable to keep up with the pace of the market, and often in a passive position, thus affecting the promotion of enterprise competitiveness.
2. Lack of scientific and detailed demand analysis before training.
Most enterprises regard training as a "specific medicine" and go to training whenever there is a problem. There is neither a plan nor a good system and standard for training. This practice makes the training work of enterprises neither holistic nor continuous. Moreover, employees may repeatedly learn the skills they have mastered during the training process, which makes employees feel that training is unnecessary and ineffective, and it is a waste of time and they cannot learn the skills and knowledge urgently needed in their work. This undoubtedly violates the original intention of cultivating managers.
3. The training method is single. In the process of training, the training methods of most employees in enterprises are mainly inefficient classroom teaching and knowledge transfer, and even departmental training is mostly a mentoring mode of "passing, helping and bringing", which ignores the use of diversified training methods and lacks the ability of training technology innovation. Do not pay attention to mobilizing the enthusiasm of trained employees, and do not proceed from the characteristics of adult learning and the actual needs of enterprise work.
4. Improve the quality of trainers. To do a good job in training, enterprises must first train trainers, that is, train trainers. Training trainers is not limited to professional trainers, because in many companies, managers spend a certain amount of time training their subordinates every year, so they also need training. Through the training of trainers, not only can trainers have a deeper understanding of training projects and master the common methods and means of training, but they can also understand the company's strategy and overall planning, thus making strategic training more in line with organizational goals.
Third, enterprises to strengthen staff training measures
Enterprises should first design the corresponding training methods and contents according to the different training objects and the majors and levels of the training objects. Secondly, it is necessary to consider whether the trainees can accept the content of the training course (referring to the gap between the level of the trainees and the training objectives and the content of the training course). Third, personal factors such as the physical characteristics, work attitude, work skills and hobbies of the trainees should be considered. There are many training methods, but the purpose is the same, that is, to achieve better training results, that is to say, no method is the best, and the key lies in adopting different methods for different teaching contents.
1. Strengthen the change of training concept.
(1) Strengthen high-level attention to training and increase investment in training. The attitude of enterprise managers to training directly determines the effect of training. Managers must change their ideas and establish a brand-new view of human resources: enterprise training should not be the welfare or reward of a few people, but the training of all employees from leaders to ordinary employees. Every training, they should take the lead to improve the enthusiasm of employees to participate; Constantly increase the intensity and frequency of staff training, so that staff training is regular and institutionalized. Enterprises must start from the top leaders, pay enough attention to employee training, and make appropriate investment in training.
(2) Strengthen the construction of corporate culture and create a good cultural atmosphere.
For enterprises, corporate culture is not only a tool for publicity and communication, but also a favorable tool for enterprises to strengthen their own development. A good corporate culture can effectively motivate employees to make their own contributions to the enterprise, stimulate their creativity, provide a good training atmosphere for enterprise training, and increase the cohesion and centripetal force of the enterprise.
2. Establish a scientific staff training system.
The training system is nothing more than three aspects. The first is the content system, what to train; The second is the method system, what methods and means are used for training; The third is the institutional system. Training is not a person's imagination, or important, or valued by the boss, but the basic system of an enterprise. Enterprises should establish a perfect training system, including the whole training resource system, environment, economy and the situation faced by enterprises, as well as various departments, and integrate these basic elements. Effective management modes include organizational system, staff development, training policy, training management and lecturer management.
3. Make full use of the training resources within the enterprise and establish a team of trainers within the enterprise.
No matter what kind of training method is adopted, the implementation of training is always completed by the trainer, so the level of the trainer directly determines the quality of training. There are basically two sources of trainers: one is external employment; The second is the internal lecturer of the enterprise. A set of perfect internal human resources training and development system, from its framework, the internal trainer team is an indispensable and important part. Enterprises should try their best to tap training resources in various ways, give full play to their talents, fully tap employees with expertise in a certain field, make them become trainers in this field after appropriate training, and train relevant personnel. Such trainers are very familiar with the work of enterprises, and their lectures are targeted and practical, which can not only reduce the training cost, but also effectively improve the training effect.
Four. Concluding remarks
Human resources are the most important resources of enterprises. In the current complex competitive environment, new technologies are changing with each passing day, which changes our work and lifestyle. At this stage, if enterprises want to be invincible in the fierce market competition, they must pay more attention to the role of human resources and truly regard people as the foundation of enterprise development. Attach importance to staff training, improve the training level, explore new methods of staff training, solve new problems in the training process, and put forward new ideas and countermeasures to solve problems. Only in this way can enterprises improve market competitiveness and organizational cohesion and establish long-term competitive advantages in market competition.
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