First,? Division of enterprise post sequence
In order to effectively train these employees, we must divide all positions in the company into work sequences, so as to provide employees with a comprehensive career development channel.
Second,? Match employees' career plans.
In view of all the above work orders, the human resources department should cooperate with employees and do a good job in their career planning. Generally speaking, employees make career plans mainly from three aspects. One is interest, the other is ability, and the third is values. For these employees, the reason why they are returned by the department is often because they are not competent for their jobs. There are two factors that make you incompetent, one is lack of ability, and the other is that you don't like this position. For employees, interests and values cannot be changed through training, but abilities can be changed. To achieve the effect of ability training, they must go to school voluntarily, and the company only provides training resources. So we need to get to know these employees, know which positions they are interested in, and finally match their career plans and choose the positions that suit them.
Third,? Post qualification standard
In order to do a good job in training these employees' abilities and make them competent, we must take the post-holding standards as the basis and the post requirements as the training requirements. In order to make it easier for everyone to understand, I take the position of product specialist as an example for analysis. We assume that a qualified product specialist needs the following knowledge, skills and qualities.
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Fourth, understand the training needs.
If your company implements qualification certification, you can know the advantages and disadvantages of employees through certification. It doesn't matter if the qualification is not implemented. We can understand it through two tools commonly used in human resources. These two tools are questionnaires and interviews. Through the investigation and interview of employees, his colleagues and superiors, we can understand the problems existing in employees. For example, through understanding, the actual situation of this employee is as follows:
Zazie Hoko
Verb (short for verb)? Conduct targeted training for employees' problems.
With the training needs, we can formulate targeted training methods to train employees. According to the 3E model (education, contact and experience), the authorization model is established. 3E mode is a common mode in the industry, that is, 10% comes from self-study and classroom, 20% comes from sharing and discussion, and 70% comes from summing up in practice, thus improving the ability in actual combat. According to this theory, there are three effective training methods:
Classroom training
According to the training needs, develop targeted courses, such as "how to quickly improve marketing promotion ability" for market expansion ability and brand promotion ability; For communication and coordination ability, how to improve effective communication ability can be set. For teamwork, we can do an outdoor expansion to improve their teamwork ability.
(b) Case sharing and discussion
In the actual process, we can extract the key cases in our work and then let these employees discuss and share them. Learning from other people's experience is the fastest way to grow.
(3) one-on-one training
Traditional talent training methods pay more attention to classroom teaching, and to make training more effective, we should not only pay attention to classroom teaching, but also pay attention to one-on-one training. One-on-one training is not a special training for one person, but a coaching for these employees. In view of the problems existing in employees' competence, three levels of development can be organized: first, the "coaching system" should be implemented among managers; The second is to implement the "tutorial system" among professional and technical personnel; The third is to implement the "master system" among skilled talents.
Coaching system is an intensive training method that combines classroom teaching, hands-on training, motivation and restraint. Managers teach their subordinates like coaches. Suitable for managers.
Tutorial system refers to the support relationship between experienced technical experts and new employees or inexperienced professional and technical personnel with development potential. It is suitable for the training of technicians and professionals.
The master system means that the company appoints high-skilled masters to carry out the master-apprentice system, so that less experienced employees can quickly meet the work requirements and improve their execution through a group of forms. Suitable for front-line technicians.
In fact, training can only be the icing on the cake for employees' competence. It is still difficult to reverse a person's ability through training in a short period of time. We should start from the source of recruitment and recruit suitable employees. But I believe that through the above training methods, it is still helpful for some employees to change, as long as they are willing to change. (End)
(Liu's original work, please click on the avatar to get permission! )