First, choose a good theme. First of all, according to the needs of corporate culture construction, questionnaires can be conducted when necessary to master the demand points of training and conduct targeted training.
Enterprises can take the difficulties in the process of cultural construction, or the focus of corporate culture construction, or the strategy of corporate culture construction as the training theme.
Such as how to implement corporate culture, how to promote corporate culture, how to design corporate culture, how to integrate corporate culture into corporate system, how to integrate corporate culture into corporate strategy, how to refine and implement corporate culture concepts, etc. In short, the training theme must be determined according to the actual needs of enterprises.
Second, choose the right object. Corporate culture belongs to the strategic level, and its cultivation depth is different. Not all training is suitable for all business people. Therefore, we should pay attention to the hierarchy of training objects and choose them reasonably.
Some content only needs ordinary employees to know what it is, but they don't know why; Some contents require leading cadres to know both why and why; Some contents need the person in charge of corporate culture to know how to do ... anyway, corporate culture training has many and wide contents, and enterprises must determine the training target according to the training theme.
Third, choose a good lecturer. Corporate culture training is not only the dissemination of knowledge and skills, but also the personal behavior education and education of lecturers. Instructors' professional quality, theoretical thinking, teaching experience and skills, body language, teaching characteristics and modes directly affect the teaching quality.
Therefore, when selecting corporate culture trainers, we need to comprehensively consider the professional quality, theoretical creation, practical experience, professional skills, teaching level, teaching style and other factors of the lecturers.
Fourth, choose a good environment. As students, they are not only influenced by the training content and lecturers, but also by the training environment or atmosphere.
Since it is to carry out corporate culture training, it is necessary to create a good cultural environment and atmosphere for the trainees and awaken the trainees' subjective consciousness with the cultural atmosphere. Therefore, enterprises should consider the quiet and layout of the environment and plan the cultural environment when choosing training places.
Fifth, make good arrangements. Learning is not a pleasant thing. From a social person to a "campus person", students are more or less uncomfortable. Therefore, in the curriculum, teaching methods, teaching time and so on. We should make plans and make appropriate arrangements so that students will not feel uncomfortable. Scientific and reasonable arrangement can not only make students relaxed and happy, but also improve the learning effect.
Sixth, do a good job in assessment. Although the constraints are not conducive to creativity, they are too loose and easy for both trainers and students to deal with. It is beneficial to improve the training effect and quality to monitor the training process by adopting appropriate evaluation methods, such as designing questionnaires for students to evaluate lecturers and questionnaires for lecturers to evaluate students.
Seven, do a good job of tracking. After the training activities, enterprises need to convene students to discuss and study together, enjoy the training results, sum up experience, find problems, correct problems, and comprehensively improve the training effect. In addition, it is necessary to track the communication and implementation of the trainees after training.