1, composition of training system
Training institutions: refers to the structure of enterprise training institutions, including the level of training institutions, staffing, responsibilities of personnel in training departments, personnel quality requirements, etc.
Training course system: refers to whether the enterprise has its own course data database, which is the course design, planning and configuration according to the company's business needs or job requirements.
Lecturer team construction: including internal and external lecturer resources, enterprise coaches, counselors, etc.
Training support system: it is other links or contents involved in the implementation and management of enterprise safety training, which can be divided into two parts: software system refers to the process, policy and system of training management; Hardware system refers to training facilities, instruments and training management system.
2. How to establish a training system
Different enterprises, whether it is corporate culture, development strategy, personnel size, industry field, there are great differences. Therefore, the construction of training system must proceed from the enterprise's own characteristics and reality. Closely integrated with the company's human resources structure and policies. When establishing a training system, besides understanding the content of the training system and the training status of enterprises, we should also pay attention to the following aspects:
(1) closely combines the company's development strategy and current situation.
The purpose of training is to improve the quality and ability of employees, so that employees can better complete their work and achieve the company's business objectives, thus achieving a win-win situation for the company, shareholders, employees, customers and even the society. Therefore, the construction of the training system must be closely combined with the requirements of the company's reality and development strategy, and cultivate talents for the company that meet the company's development strategy.
For example, some companies engaged in high-tech information technology industry have set up two different career channels for employee development from the perspective of human resources policy: technical posts and management posts. Employees with good professional skills can choose to take the technical channel, which can be divided into technicians, senior engineers or chief engineers. At this time, in the construction and design of the curriculum system, we should not only consider the general management courses, but also design different levels and different levels of professional courses according to technical requirements.
(2) Maintain the balance between hierarchy and function.
From the perspective of enterprise personnel training, backbone employees and core manpower should receive more training, but we can't ignore the training of other employees. In the construction of the curriculum system, it is necessary to ensure that every employee can receive corresponding training in different positions. This requires that when designing the curriculum system, it needs to be considered from both horizontal and vertical directions. Vertically, we should consider different levels from new employees to senior managers, and set up corresponding training courses according to the different ability requirements of each level; Horizontal refers to functional departments, which professional skills these functional departments need to complete their work, so as to find training needs and design corresponding courses. If we consider both horizontally and vertically, every level and every post will not be missed.
After analyzing the above factors, the training department has to do a very important job, that is, establish a database, collect and sort out the existing course materials, including lecturers' courseware, teaching plans, teaching materials used by students, etc., and constantly improve and accumulate them. Become a course with the company's own characteristics. Without this work, the curriculum system, a very important link in the training system, cannot be established. Some enterprises often do idle labor, and the original employees leave. Everything has to start over. In order to avoid such consequences and ensure the normal operation of training, effective training management is essential.
(3) Consult the suggestions and requirements of relevant departments.
The establishment of training system is not only a matter for training departments or managers, but also requires the strong support of leaders and the active cooperation of other departments. No work in the training system can be completed by the training department alone. We must reach a consensus from top to bottom. Taking the development and design of training courses in functional departments as an example, different departments and posts have different training needs and ability requirements. What knowledge and skills employees need and what problems and deficiencies exist in their work in carrying out business, the managers of various functional departments must know better than the training departments. Therefore, we must understand and grasp the training needs of different departments from the standpoint of the company.
When investigating the training needs, the so-called job analysis is to clarify the ability requirements of each position and level, so as to develop different courses according to the training objects. Some companies use competency model to understand employees' current abilities and design different training courses on this basis. For example, when training managers at different levels such as grass-roots, middle-level and high-level, their different ability requirements should be taken into account. Grass-roots managers should also bring teams, but the proportion of transactional work and personal work is more, which is equivalent to the limbs of the human body; Middle managers not only have to be responsible and do things, but also have a higher proportion of responsible people, so they have higher requirements for management ability. This level is equivalent to the waist of the human body, which is very important for enterprises (how to cultivate middle managers will be introduced in detail in the backbone of the company-training middle managers); The top layer is the leading goose of the enterprise, which determines the development direction of the enterprise. This level is equivalent to the brain, the headquarters of the human body. If we blindly design courses or implement training without analysis, the results will certainly be unsatisfactory.
(4) Develop training system and implement it effectively.
Some companies have established some training systems, but they are ineffective and have not been put in place, which is not unrelated to the company's culture. Some problems can be avoided by formulating a practical training system and effectively observing and implementing it. For example, in the selection of the above-mentioned training objects, if the training points system is formulated, and each employee's training points are required to meet the requirements set by the company, and linked with employee assessment and promotion, the phenomenon of "replacing" training can be prevented and avoided, so that all employees who should be trained can participate in the corresponding training on time.
Taking the construction of internal lecturers as an example, internal lecturers also need to formulate corresponding systems to ensure their peace of mind in teaching. In most enterprises, internal lecturers are usually part-time staff. They have their own jobs, and giving lectures is an extra task. Therefore, the immediate supervisor of some internal lecturers is unwilling to let them go, for fear that "doing nothing will affect the work of the department". One employee is willing to be a lecturer in the company and speaks very well, but the boss doesn't support him. Every time this employee goes to teach, his boss's language and expression make him feel uncomfortable, as if he is really doing something that is not his job. In the end, the company lost an excellent internal lecturer-he resigned. Therefore, enterprises should formulate relevant systems according to the actual situation of the company and actively encourage qualified employees to serve as internal lecturers. At the same time, it is necessary to create a culture of identity from top to bottom, so that not only the lecturers themselves feel honored to be lecturers, but also the department leaders feel proud, so as to ensure the smooth development of internal training.
(5) Fully consider the needs of employees' self-development.
The career development planning of employees includes two aspects: on the one hand, the career planning made by employees themselves; On the other hand, the company provides a stage for employees to display their talents, that is, to manage their career development. If the development of training system and training courses can be combined with the needs of employees' own development, we can achieve a win-win situation for enterprises and employees, and at the same time make corresponding contributions to the development of the company. When some enterprises are faced with important internal job vacancies, they should first consider internal selection to provide opportunities and development space for employees who are capable or willing to challenge the new position, and then provide corresponding functional training according to the job requirements of the position, which is also one of the ways to retain excellent employees.
The establishment of training system needs time and process. Enterprises that have not yet established a training system or have an imperfect training system should accumulate resources step by step. In the absence of training institutions and hardware systems supported by training, full-time or part-time training administrators can start to accumulate training resources and start the construction of software systems. For example, after introducing external courses, think about whether it can be improved and become a course in the company's curriculum system. Set up the course system slowly, and then start the construction of the lecturer system. Of course, these two systems can also be established at the same time.