Why does training need to be hierarchical? Because of different levels and different positions, people have different perspectives and heights on problems, and their understanding and application of knowledge are also different. Therefore, the high-level training of enterprises needs to cultivate some high-end courses of strategy, macro, thinking and overall situation.
Grassroots training mainly focuses on operability, feasibility and mobility.
Action-oriented action refers to the willingness to keep learning, thinking, develop habits and motives, and then acquire the behavioral ability that leads to successful results.
... courses with strong execution. The differentiated treatment of enterprise training is conducive to meeting the growth needs of different employees. It's best for the top management to study outside and the grassroots to do internal training.
2) Content training
Because the employees of enterprises are different, their positions are different, and the knowledge and ideas they need to learn are different. Top management is more trained in some intangible, invisible, unclear and ambiguous ideas and concepts.
Grassroots units are more likely to receive some specific transactional training. If the training content of the enterprise is reversed, then the training will be misleading. Without ideological training, the top management will lose the goal and direction, motivation and passion of work. If we overemphasize the ideological training at the grassroots level, we will become unrealistic, daydream all day, and even feel incompetent. Therefore, the content of enterprise training must be tailored to the work needs of fundamental employees, so that training can really produce productivity.
3) on-the-job training
Because managers, salespeople, technicians and waiters have different job contents, they need to learn different knowledge and skills. It is best to distinguish posts in enterprise training, and don't bring too many people from different positions together for training. Because different values, ideas, thoughts and behaviors conflict, the number of people trained by enterprises is not necessarily as large as possible, and sometimes it is not conducive to improving the training effect of enterprises.
For example, technicians pay attention to things, and they think that good quality is the most important thing; Salespeople pay more attention to people, and they think it is most important to do people well, so it is difficult for a lecturer to reach two people with different values. Only by adopting different training methods according to different types of jobs can enterprises achieve good training results.
4) Training in different ways.
Because high-level training is rational and middle-level training is emotional, the way of enterprise training must be that grass-roots units are more active than high-level units. Because for grass-roots employees, sometimes the atmosphere and form of training are more important than the content of training. The more employees at the grass-roots level, the less they like to listen to some boring truths, so the training lecturers at the grass-roots level must be active. However, the training of senior managers in enterprises is not about form, but about content. Therefore, the training of senior managers in enterprises needs to share knowledge, wisdom, ideas and culture, rather than some flashy training skills.
5) Training by stages
Because the development of enterprises comes from the growth of personnel. Therefore, enterprises should have development plans and personnel should have career plans. The same is true of training, and even the best training can't be done overnight. Enterprise training must be gradual according to the growth needs of employees in order to achieve good training results. If enterprise training is not planned and phased, you will have time to train when you think about it, and forget to train when you are busy. Therefore, fishing for three days and drying the net for two days will be very unfavorable to the growth of employees and even more unfavorable to the development of enterprises. Therefore, for the long-term development, enterprises must carry out training planning for new employees and old employees. Then implement the training in stages according to the plan, and truly achieve a people-oriented enterprise.
6) Associate Lecturer Training
Because each lecturer's background, personal experience and behavior habits are different, the lecturer's speech style and teaching method are also different. If enterprises want to do a good job in training, they must choose lecturers according to the needs of enterprises, rather than changing lecturers according to the requirements of students.
Because a lecturer who is good at teaching low-end courses asked him to teach high-end courses, isn't that too much to ask? Similarly, for a teacher who often talks about high-end courses and asks him to talk about low-end courses, he will also think that it is a cannon to kill mosquitoes. Therefore, in order to achieve effective training results, enterprises must choose different lecturers according to different positions and personnel of enterprises. This paragraph is introduced into China Training Network, hoping to help you.