I. Methods of training and development
1, the principle of adult learning Because the physical and psychological state of adults is different from that of non-adults, the principle of adult learning is also different from that of non-adults. The employees in the enterprise are all adults. When we master the principles of adult learning, we can better use various training methods to achieve training goals. The principles of adult learning mainly include the following six points: (l) Strong logical memory ability and weak mechanical memory ability; (2) Only those who have a desire to learn can learn, and those who have no desire to learn can hardly learn anything; (3) It is easier to learn from past and present experiences; (4) It is easier to learn through practical activities; (5) It is easier to learn instructive content by connecting with future scenes; (6) Learning in an informal and non-threatening environment is effective.
2. There are many training methods, such as lectures, seminars, movies, videos, planning guidance, computer-aided training, mentoring, job rotation, case analysis, games, role-playing, sensitive groups, behavior modeling, role-playing, reading and so on. There are eight methods commonly used by enterprises: case analysis, seminars, lectures, games, movies, planning guidance, role-playing and sensitive groups. Comparison of learning effects of various training methods: the teaching effect is the worst, but the cost is also the lowest; Planning guidance costs the most, but the effect is not the best; The most effective seminar, with low cost, seems to be the first choice for enterprise training.
3. Introduction to main training methods There are many training methods that enterprises can adopt. At present, the commonly used methods are as follows.
(1) Case Analysis This is one of the ways to train employees to make decisions and solve problems in ancient times. The steps of this method are: first, let the trainees read a completely described business problem or organizational problem, and then ask the trainees to find a suitable solution. The purpose of case study is to train trainees how to analyze information, how to generate some methods and how to evaluate these methods. Case studies are fed back and strengthened through oral discussions or written assignments. Through case analysis, trainees learn how to turn some principles into practical problems. Because of its low cost, it is widely used in enterprise training.
(2) There are two kinds of seminars. One is to make some distinctive speeches, distribute some materials and guide the students to discuss. The other is to add some other methods on the basis of the above, such as case analysis, movies, games, role-playing and so on. Seminars are usually held in hotels or conference centers, and the number of people is controlled. The effect of the seminar is closely related to the level of trainers. The poor effect of the seminar is only equivalent to teaching, but the more successful seminar is very ideal because it combines the advantages of other methods.
(3) Teaching is a common method in schools. Students mainly talk about knowledge, students memorize knowledge, and some questions are interspersed among them, which are answered by students. The effect of teaching depends entirely on the trainer's speech level. Even if the trainer's speech level is very high, the training effect is still not ideal, mainly because this method does not conform to the principle of synthetic learning. In addition, it is a one-way communication, which only uses two perceptual channels: vision and hearing. In enterprise training, teaching can only be used as an auxiliary means.
(4) Games can be divided into ordinary games and commercial games. Ordinary games refer to some well-designed games, which are almost the same as other games on the surface, but actually contain many activities closely related to management or employee work. Ordinary games are very popular with students, and students are willing to participate. The result analysis involves the extension of work, and the training content and skills are easy to master. It is a good training method, but the design requirements are higher. Commercial games require students to make a series of decisions. Every time they make a different decision, the next scene will change, which is also the dynamics of the case study. Commercial games can be divided according to a market, an enterprise or a functional department. At present, computers are often used to record information and calculation results. The time span can be half a year or three years, and the actual operation time is only between half an hour and two hours. The commercial game has good effect, high participation of students and strong practicability. However, due to the high design cost and the relatively high rental cost of enterprises, the promotion of commercial games is limited.
(5) Film training is similar to video training. It is a visual teaching material prepared in advance, and students are trained by watching movies. Videos can be purchased or rented, and can also be filmed according to the specific needs of enterprises. The advantages of movies are intuition, observation of many process details, easy memory of moving objects, and easy visual imagination and playback. The film also has some shortcomings: the students are in a negative position, the students have no chance to feedback or strengthen or actually operate, and the production cost is high or does not conform to the actual situation of the students.
(6) Planned teaching refers to a training method that provides periodic information in written materials or computer screens. After learning the materials at each stage, students must answer the relevant questions at that stage, and provide correct answers as feedback after each answer. Students can only enter the next stage of study if they pass all the questions in the previous stage. The advantages of planning guidance are: students can learn at their own pace, the feedback is high and timely, the students who answer the questions correctly are encouraged, and there are many opportunities for practice, regardless of time and place. Planned teaching also has some disadvantages: the development cost is high, and it is difficult to transfer the learned knowledge to the working situation.
(7) Role-playing is a way for two or more trainees to interact in a simulated real situation, so that they can master the necessary skills. This method is more suitable for training interpersonal skills. The role of trainees is usually the people they often meet at work. For example: bosses, subordinates, customers, managers of other functional departments, colleagues and so on. The effect of role-playing is good, but it mainly depends on the level of the trainer. If the trainer can give timely and appropriate feedback and reinforcement, the effect is quite ideal, and the learning effect is highly transferred to the work situation. The training cost of role-playing is high, mainly because this kind of training can only be carried out in groups, and the per capita cost will increase.
(8) Sensitivity group training was very popular in 1960s and 1970s. Its main method is composed of trainees, the number of whom is below 12, and each group is equipped with a trainer who carefully observes the behavior of the players. There is no fixed schedule during the training, and the issues discussed often involve the formation of the group? At present, in situ? The question mainly focuses on? Why do participants behave like this? How do people perceive the feelings of others? How people's emotions interact. Sensitive group can obviously improve interpersonal skills and promote the growth and development of trainees. The effect of sensitive groups depends largely on the level of trainers, otherwise it is difficult to transfer the training effect to the work situation.