First, correctly understand the training.
Enterprises should promote training to the height of people-oriented management and resource reconstruction, and understand the great significance of training to enterprise management in today's era. Today, with the rapid updating of knowledge, we cannot overemphasize the role of training. Enterprise leaders should regard training as the top priority of the enterprise, regard training as a basic link in the process of enterprise development, and overcome the idea that training is dispensable or irrelevant. It is necessary to incorporate training into the annual plan and capital budget of the enterprise, increase the proportion of training investment in the enterprise budget, increase the intensity and frequency of training, and make the training work normal and regular.
2. Strengthen training management
Enterprises should first establish training management institutions, equip corresponding management personnel, strengthen the planning, pertinence and strategy of training work, organize and carry out training closely around the completion of enterprise tasks, the realization of enterprise goals and the improvement of enterprise performance, and take training as a method and means to solve problems. At the same time, it is necessary to strengthen the leadership, encouragement and control of training, feed back the training information in time, evaluate the training effect, improve the training quality and truly realize the role of training.
3. Establish a scientific training system
(1) Establish a perfect training system.
⑵ Choosing the right training subject: Enterprise trainers can be divided into full-time trainers, enterprise executives, professional technicians and external teachers. Enterprise internal trainers are an indispensable part of enterprise training courses, especially to give full play to the training role of enterprise managers. As the main body of training, trainers should master the characteristics of training methods and have the knowledge and ability of training, so trainers should also receive training. At present, the training strength of enterprises is relatively weak, so enterprises can borrow external training strength and cooperate with various professional and formal training institutions.
⑶ Select the appropriate training target: the target of enterprise training is the person who needs training. It includes all employees from top to bottom of the enterprise, not just a few supervisors or people who are ready for promotion. All employees who meet the requirements and are eager to learn should be included in the training scope. In particular, the executives of enterprises should first receive training, on the one hand, set an example for employee training, on the other hand, the executives are the trainers of all subordinates.
⑷ Design appropriate training content: Whether the training content is appropriate is the key factor for the effectiveness of training, so it is necessary to do a good job in training demand analysis. Training demand analysis includes organization, work and individual analysis. Organizational analysis is to determine the problems and shortcomings of the enterprise, as well as the knowledge and skills needed for its future development. Job analysis is to confirm the gap between the work behavior of a certain post and the expected behavior standard. Personal analysis is to find out the gap between an employee's existing skill level and the required skill level. Training is to fill the gap, be targeted and prescribe the right medicine. On the whole, the content system of training can be divided into knowledge training, skill training and attitude training. Different employees, different positions and different stages have different training contents and types.
5. Choose the appropriate training method: the enterprise training method should conform to the characteristics of adult learning. Adult learning has three distinct characteristics: first, adults learn while doing; Second, adults learn through contact and comparison with the original knowledge; Third, adult learning has distinct practicability. Therefore, the training content should be concrete, true and relevant to the trainees, and highlight the learning objectives. In terms of training methods, in addition to lectures, we should also combine students' own participation, personal experience, practical training and action learning, pay attention to guidance, inspiration and diversity, and mobilize students' autonomy and enthusiasm in learning.
[6] Choose the appropriate training form. There are various forms of enterprise training, which can be formal and informal in organization, centralized and decentralized in time arrangement, full-time and on-the-job in working relationship, and internal and external in training places. The specific form should be determined according to the training task, content and the enterprise's own situation. Western scholars believe that the environmental atmosphere of enterprise training should be relaxed and lively.
Once advanced training media are introduced. Great changes have taken place in training tools of modern enterprises. In addition to the traditional blackboard and chalk, advanced technologies such as audio and video recording, slides, wall charts, computer systems and training software are increasingly used by enterprises for training. Advanced training media can improve the efficiency of training on the one hand, and enhance the effect of training on the other. 4. Establish corporate culture and strengthen learning atmosphere.
The content of enterprise training is restricted by enterprise spirit culture and system culture, and training itself is also a process of establishing and realizing enterprise culture. Training should pay attention to the orientation of employees' values and behavioral tendencies, make them conform to the characteristics of corporate culture, and promote employees' recognition of corporate culture. Training that lacks the support of corporate culture is training without direction, and training that violates corporate culture norms is training that goes astray. Effective training must be based on a good corporate culture.
Second, human resources development and training methods
With the development of science and technology and various learning theories, new methods of human resources development and training are constantly emerging. In the face of numerous training methods, how to choose the appropriate method to achieve satisfactory training results requires careful understanding and appropriate analysis and consideration of various training methods. In the process of human resources development and personnel training, the commonly used methods mainly include the following:
1. lecture: refers to an expert who has in-depth research on a subject, and after full preparation, systematically tells the subject to students by oral narration.
2. Demonstration: Show an action in front of students, explain a procedure or skill, and let students repeat the same action or procedure. Demonstration method is mainly suitable for teaching a special skill or introducing a new program or skill. The advantages of demonstration are as follows: (1) The demonstration program is specific and repeatable, "learning by doing", quick to master and quick to get results; (2) Its effect is much better than simply listening.
3. Practice: refers to providing students with certain opportunities to try or get familiar with the knowledge or skills they have learned or are unfamiliar with. The advantages of this method are: (1) can improve students' autonomous learning ability; (2) It is helpful to stimulate students' interest and motivation in learning; (3) It can well combine theory with practice.
4. Visit: refers to organizing students to conduct on-the-spot investigation and understanding of a special environment or event. Visiting is mainly suitable for some topics that cannot or are not easy to talk about in class. Through the visit, students can understand some real situations in the real world and the gap between theory and practice. Visiting can stimulate students' attention to practical problems; Strengthen students' contact with the outside world; This method makes the learning atmosphere more relaxed.
5. Programmed teaching: According to students' learning progress, students can master knowledge and skills step by step through procedural steps such as from shallow to deep, from simple to complex. The content of learning can be written materials, audio tapes and video tapes. The stylized teaching is mainly suitable for distance learning or the situation that the learning place is too scattered; There is also self-study or further study. The advantages of stylized teaching are: (1) students can decide the direction of in-depth learning by themselves; (2) It is more effective than some traditional teaching methods; (3) Students decide their own learning progress, which can reduce anxiety.
6. Role-playing: that is, students perform actual situations and discuss various reactions and behaviors in similar situations in front of the audience without rehearsal and scheduled dialogue scripts; Its performance means improvisation. The purpose of role-playing is to provide students with different viewpoints in communication with others and practice skills in dealing with various interpersonal relationships, and to seek possible ways to solve problems under emotional excitement. The advantages of role-playing are: (1) can stimulate students' enthusiasm for solving problems; (2) It can increase the diversity and interest of learning; (3) It can stimulate heated discussion and let students express their opinions; (4) Being able to provide opportunities to put yourself in others' shoes.
7. Multimedia teaching: Nowadays, multimedia teaching emphasizes the application of computer technology and CD-ROM equipment to meet the needs of individual differences, self-study rhythm and two-way communication. Multimedia teaching is suitable for students to study by themselves. It can cover almost any professional discipline and meet the needs of standardized, long-distance or decentralized learning places. The advantages of multimedia teaching are: (1) it is suitable for repeated use; (2) Most of them don't need special guidance; (3) Standardization of learning procedures and results makes it easier to evaluate learning results; (4) The computer can store all students' study records, which is convenient for analysis and comparison; (5) Students can know the learning effect in time; (6) The learning content has been strictly selected, designed and tested to meet the needs of most students.
8. Debate: It is an open competition, in which participants from different positions put forward their own views on controversial issues and refute each other's arguments. The purpose of the debate competition is mainly to train the contestants' logical thinking ability, expressive ability and critical thinking ability. The advantages of the debate competition are: (1) can stimulate the enthusiasm of participants; (2) It can provide students with opportunities and experiences of dynamic learning; (3) It can provide students with a vivid, lively and warm learning atmosphere; (4) It can improve students' ability of independent thinking and improvisation under certain pressure.
9. Simulation: It is similar to a stylized case study, in which many decision points are added in role-playing. Usually, many students form a team to respond to the real situation and seek solutions to the problems. Simulation mainly provides students with opportunities to deal with dynamic interpersonal relationships, trains students' knowledge and skills of teamwork and decision-making, and encourages students to learn from each other.