The content of training is nothing more than the following aspects: enterprise strategy, personnel management, financial knowledge, risk awareness training and so on.
According to the annual training budget and annual development strategy of the enterprise, we can consider adopting the mode of "please come in and send out".
"Please come in" refers to inviting well-known experts in the industry to enter the enterprise, and conducting macro training and learning on enterprise development strategy, enterprise culture, high-level team integration and other aspects for the senior management team, so as to enhance the standardization of management and provide guidance for new ideas; "Sending out" refers to sending middle and senior managers to attend MBA and EMBA courses and study abroad, as well as studying and communicating with advanced enterprises to enhance management vision.
For the training arrangements of different departments, general training aimed at improving general management skills can be considered to introduce internal training and professional training, and the number is relatively small. You can consider sending them to an open class, and the corresponding assessment should keep up after you come back, otherwise it will become a mere formality; Professional certification training can be considered in the training of professional departments, which can be selected by the production and marketing departments and flexibly matched in various forms; The way to reduce the risk is to sign a training service agreement to curb employee turnover.
Note: 1) The attention and recognition of leaders is very important.
2) Being a man is more important. It is also important to define your own service providers and strive for the support of all line departments.
3) Learn to pay attention to key departments, key people and key positions. 4) Don't be greedy for perfection, and do things step by step. 5) Don't blindly exaggerate the role of training. Understand that good results need the support of many auxiliary conditions, such as whether the staffing is reasonable and the business process is smooth. 6) Your purpose is not to reflect your personal value, but to reflect the changes in other departments of the enterprise.
For example, it is necessary to provide enterprises with the echelon construction of reserve talents, introduce and support external intelligence for business departments, and improve the management status quo. It is also necessary for other departments to improve the system after training to ensure that the training can have good results.
As for whether to establish your own internal trainer team, it is necessary to select potential managers to participate in TTT training in the initial stage in combination with the actual situation of the enterprise, and arrange certain training content and assessment; Or add the content requirements of training to the responsibilities of middle managers and so on. Although it looks like a lot, it is not necessarily feasible in combination with the actual situation of specific enterprises; At the same time, in the early stage, finding a breakthrough in work may be equally critical. Listening carefully to the training opinions of various departments as a reference, doing a good job in the investigation and analysis of training needs and making appropriate arrangements are all conducive to the smooth development of the work.
Alternative answer: improve leadership-establish the company's leadership model and leadership development plan; Cadre reserve; Cooperate with the company's major strategic adjustment; Establish the loyalty of cadres.
Tactical level: assignment+introduction; Curriculum design and case accumulation are very important; Personally, I suggest taking advantage of this training opportunity to conduct a 360-degree assessment of cadres and understand SWOT；; To compile students' successful cases into books, we should combine the gains and work in the classroom: write about classroom feelings, personal experience summary, personal action plan, report and speak, and write essays for the contest.
It can be very lively, not just the classroom itself! 2. Lecturer selection: fewer but better! We must let teachers go deep into the enterprise and design good courses for the enterprise from the perspective of external consulting experts.
Don't let the teacher talk only in class. It is recommended to hire a long-term consultant! 3. Taboo: The most important thing is to combine the boss's thoughts with the empty thinking of doing things; No detail in training should be used as a tool for political struggle; Be sure to let Boss be the CEO of this training program, and don't charge yourself; Grasp the scale and depth in combination with the company's financial resources and budget; Pay attention to students' feedback, but must have guiding consciousness and orientation (communicate with boss); Time planning does not affect normal operation; Keep encouraging and moving forward, don't be anticlimactic; Draw a good vision, record the training and show the results; Internalize knowledge, absorb and digest external experience and promote it internally; Push all the work of hr forward, such as recruitment, performance, training, hr and company system optimization, and even company process optimization, and introduce these projects as experimental fields for after-school homework and training to truly transform training into productivity; Evaluate outstanding students; 4. Others: You can do several other important things through training: corporate culture construction! Several reform movements that are easy to see results! Establish the image project of learning organization (for example, employees can have a reading club to share with lecturers and coaches), arrange internal experience and set a model; Carry forward boss's classic remarks (through teachers); Show training results, report performance, etc.