The situation you mentioned is more common in enterprises. I do training. Generally speaking, in the case of your company, I will put forward some requirements and suggestions-for example, talk to the decision-making level of the leaders, attach importance to the training work, and let the leaders participate in the whole process. Of course, there are some ways. take for example

1: Organizing training, it is better to avoid holidays in the early stage, and training employees on working days may have no excuse to take time off, which is easier to accept.

2. Before the training, issue the documents of the board of directors to clarify the importance attached to this training, and it is strictly forbidden to take time off or take time off midway, and the training results will be checked and entered. The investigation results can be used for personal promotion and other reference.

3. In the training process, establish an evaluation mechanism, score on the spot, and generate an employee evaluation form (prepared by the teacher). During the training process, we adopt the method of grouping PK, and finally win the winning group award and outstanding individual award, which can be in kind or title.

4. Leading decision makers to participate in the whole process of training. If they really can't participate in the whole process, they must make an opening speech before the training, and then the human resources department will read the training discipline.

The above are some of my experiences in enterprise training, which I would like to share with you and see if there are any useful places.

I was recommended by a lecturer in charge of enterprise external training in a professional training institution. If you have any questions, you can send a private message to QQ: 1 160896227.