A method widely used in pre-job training is suitable for jobs with more machinery. Operation demonstration method is a general method of professional skills training in departments. Generally, it is presided over by department managers or administrative personnel, with technical experts as trainers, and students are simply taught operation theory and technical specifications on the spot, and then standardized operation demonstration performances are carried out. Students imitate exercises repeatedly, and after a period of training, they gradually become proficient in the operation until they reach the standardized procedures and requirements and reach the level of ease of use. Instruct the trainer on the spot to correct the wrong performance in operation at any time. This method sometimes seems monotonous, and the trainer can combine other training methods alternately to enhance the training effect.
(2) Thematic training method
According to the needs of enterprises, around the training purpose (theme), closely combined with the actual situation of enterprises, tailor-made personalized training solutions for enterprises. By organizing and dispatching various training resources, we can solve specific problems for enterprises, meet the needs of enterprises, and provide more targeted and effective management training services. According to the needs of enterprises, combined with the main problems existing in enterprises, theme training is designed to solve practical problems of enterprises, promote enterprises to carry out a series of actions, solve specific problems of enterprises and improve enterprise performance. Project-based training Through systematic enterprise demand research, China scientific research consultants plan and help promote the implementation of targeted projects for enterprises from a professional perspective, and guide enterprises to resolve contradictions, avoid risks, improve performance and solve problems.
(3) Multimedia audio-visual method
A training method with TV, video recorder, slide projector, projector, tape recorder, movie projector and other audio-visual teaching equipment as the main training means. With the popularization and wide application of audio-visual materials, many enterprises have adopted audio-visual teaching method in foreign language training and achieved good results. In addition to foreign language training, qualified enterprises also use cameras to shoot their own training videos, and choose certain topics to write audio-visual teaching materials for training, such as business practice, operational procedures, manners and etiquette.
(4) Online course learning methods
Suitable for people who are self-conscious, self-controlled and savvy, there are already a variety of course packages to choose from online, and the prices are relatively cheap.
(5) Case study method
The difference between group discussion training method and discussion method is that discussion is not only to solve problems, but to cultivate students' ability to analyze, judge and solve problems. In the analysis and debate of specific cases, students brainstorm and share collective experiences and opinions, which will help them to think and apply the benefits of training in future practical work and establish a systematic thinking mode. At the same time, students can also learn new knowledge and new principles about management in the workshop.
(6) Instructor training method
Also known as on-site individual training, it emphasizes that one-on-one on-site individual training is a traditional training method. The practice is that students follow the experienced old workers closely and ask questions while watching to help them learn the working procedures. In the practice of enterprise training, this personalized training method of master with apprentice is still in use. However, the training department of an enterprise must effectively organize and guide the training of posts that adopt the apprenticeship training method to ensure that the training achieves good results.
Four steps to organize on-site personal training: (1) preparation. Formulate work task list and work rules, determine training objectives, prepare students and select trainers; (2) teaching. The trainer discusses with the trainees what to do in the work according to the working rules, then explains how to do the work, and then demonstrates the working steps and methods; (3) practice. After the trainees are familiar with the work, they begin to operate independently. In the process of practice, the trainer gives appropriate guidance, affirms and praises the accurate movements, and puts forward suggestions for improving the movements; (4) Follow-up observation. After the trainees work independently, the trainer will continue to observe the trainees and give clear support and feedback, so that the trainees can maintain a positive attitude towards the training.
(7) Game training method
At present, the more advanced advanced training methods are aimed at higher-level managers in enterprises. Compared with case study method, management games method is more vivid and concrete. As a result of the case study method, trainees will make decisions more easily under the idealized conditions of artificial design. However, due to the design of the game, students will face more practical management contradictions in the decision-making process, and the possibility of success or failure of decision-making exists at the same time. Therefore, students need to actively participate in training, use relevant management theories and principles, decision-making power and judgment, analyze and study various encounters set in the game, and take necessary and effective measures to solve problems in order to win the game.
(8) Consulting and training method
Consulting training is to find and solve problems. Consulting training accurately grasps the actual situation of the enterprise through comprehensive and in-depth interactive communication and management status survey, comprehensively analyzes the main problems and the essential reasons of the problems in the enterprise, and provides targeted systematic training programs. Through evaluation training, promotion training, case interactive training, follow-up counseling and system support, practical solutions are provided to solve practical problems of enterprises and promote the rapid development of enterprises.
(9) Discussion method
The purpose of in-depth discussion on a certain topic is to solve some complicated problems, or to make multiple trainees communicate on a certain topic through discussion, so as to seek the consistency of ideas and viewpoints. When using discussion training, one or several lecturers must be the host of the seminar to plan and control the whole process of the seminar. Generally, the number of participants in discussion training is not more than 25, and it can also be divided into several groups for discussion. The effect of discussion training depends on the experience and skills of the trainers. The host of the seminar should be good at inspiring students to speak enthusiastically, guiding students to exert their imagination freely and increasing the participation in group training; It is also necessary to control the atmosphere of the seminar to prevent the discussion from deviating from the theme; By summarizing the discussion opinions in stages, students are gradually guided to reach a more unified understanding of the discussion results. It is suitable for training content focusing on research questions and requires high skills of trainers. Before the training, the trainer should spend a lot of time analyzing the topics to be discussed, and collect the opinions of the students when designing the scheme. Students should know the topic of discussion and make preparations in advance. In the process of discussion, trainers are required to have good adaptability, adaptability and control ability. In the final stage, the trainer's oral expression and inductive summary ability are also crucial. It is more suitable for training managers or solving some management problems.
(10) classroom speech method
Traditional training method is also called teaching method. In the enterprise training, the special lectures often held are the training conducted by the teaching method, which is suitable for introducing or teaching the contents of a single special topic to group students. Training venues can be classrooms, restaurants or meeting places, teaching materials can be prepared in advance, and the teaching time can be easily controlled by lecturers. This method requires teachers to have in-depth research on the subject and understand students' knowledge, interests and experiences. The important skill is to reserve appropriate time for the communication between trainers and students, and get the feedback from students on the teaching content in the form of questions and answers. Secondly, the exertion of the lecturer's expressive ability and the use of audio-visual teaching equipment are also effective auxiliary means to improve the effect. The advantage of lecture training is that it can be implemented for many students at the same time without spending too much time and money. Its disadvantage is that due to the limitation of expression, students can't take the initiative to participate in the training, so they can only do passive and limited thinking and absorption from the lecturer's speech. It is suitable for the training of theoretical contents such as the introduction and speech of a new policy or system of an enterprise, as well as the popularization lectures on the introduction of new equipment or technology.
(1 1) role-playing method
Also known as role-playing method, it is also a simulation training method. The application object is the actual operation or management personnel, and the trainees play the role of a training task, so that they can truly experience the feelings and behaviors of their roles, thus discovering and improving their working attitudes and behaviors in their original posts. Mostly used in training to improve interpersonal relationships. The feeling of interpersonal relationship often varies with the position held. In order to improve the understanding of the other party's situation, in the job-playing training, trainees often play the role of the other party's contact with their own work and enter the simulated working environment to obtain better training results. When the role-playing method is used for training, the number of trainees who play the role is limited, and the rest of the trainees need to observe carefully and evaluate the performance of the role-player in the form of observation records in order to achieve the training effect. Observers and actors should take turns to exchange, so that all students have the opportunity to participate in simulation training.
(12) consulting training mode
As the name implies, it focuses on consulting rather than training. The application of this training method needs to focus on a theme or aspect. The content is not necessarily clear in advance, and the requirements for trainers are very high. A trainer must be an expert with rich experience in this field, not only proficient in theory, but also rich in practical experience and attainments. This kind of training does not require a better understanding of the problem in advance. If students can't ask questions or are not sure about the questions, the training effect will be greatly reduced. The result of consulting training is not necessarily to reach a ready-made point of view, but to master the way of thinking and the ability to solve problems. Many enterprise management trainings are gradually adopting this training form, and the effect is better. Even the direct benefits brought by one training greatly exceed other trainings.
(13) internal "superior" counseling method
The daily counseling of the "superior" of an enterprise is the most important training form among all training forms. No matter how busy a "superior" is, he can't shirk his responsibility of tutoring his subordinates. For new employees, even if it seems simple, you may need to teach them over and over again. When problems are found, they should be corrected immediately on the spot. The longer the time, the worse the correction effect. Sometimes, a heart-to-heart conversation at lunch is better than formal training. Corporate culture, values and employee loyalty are all accomplished in subtle daily counseling. The daily counseling of "superiors" accounts for the vast majority of employees' learning progress. In foreign enterprises, another form is often adopted, that is, the "superior" system besides the direct superior. Because you are not a direct supervisor, you can talk about many sensitive topics. What the "superior" gets is the exercise and improvement of leadership ability, the psychological satisfaction of educating others and the real extra income; "Students" get "one-on-one" and "hands-on" counseling and real ability improvement.
(14) On-site training mode
Refers to the actual training on the job site according to the work needs. This kind of training is more suitable for skill training, and various training methods can be used comprehensively at the same time. There is a lack of on-site training in the internal training of enterprises in China, and the effect of this kind of training is the most direct and useful, not just by explanation. Japan, Germany and other developed manufacturing countries attach great importance to the on-site training of enterprises and regard it as a necessary means to improve employees' practical skills. On the other hand, enterprises in China often have many ideas, but they don't know anything about what they say and do, so they can't put them into concrete work.
(15) Professional Guidance Training Method
It is also one of the methods of individual training, similar to apprenticeship training. On the basis of students' exploration of work practice, trainers give individual guidance according to their work situation and special needs.
(16) method of reading books
Although it is not interactive, it can be learned anytime and anywhere with the lowest direct cost. It takes some time to find a suitable book in the vast sea of books. You can narrow your search by introducing your boss, colleagues or friends, joining a book club, and reading forums online. It is worth noting that you must read as many original works as possible. In addition, if you always look at the introduction of second-hand and third-hand works, you will eat an economic fast food on the surface, but in fact you will lose the essence.