How to improve the effectiveness of training;
(A) change the concept of training
(1) Change the training concept of senior managers.
Business leaders must attach importance to training. When deciding whether to participate in a certain training, they must make a detailed and in-depth investigation. According to the present situation, environment and development goals of the enterprise, detailed training plans should be made for all departments and positions, and personalized training plans should be made for each employee according to his career design to achieve clear training goals.
(2) Update the training concept of employees.
Managers of enterprises must make employees realize that training is an important way for employees to acquire knowledge and improve their ability to use knowledge, and training can bring more development opportunities for employees. Resolutely put an end to employees' coping psychology. Some employees think that training is only to get the corresponding grade certificate, while others regard training as a welfare treatment. Let employees realize from the bottom of their hearts that training is a practical matter related to their immediate interests, let employees establish a sense of hardship and stimulate their enthusiasm and motivation for learning.
(3) Establish a staff training system.
All employees of the enterprise are part of the enterprise, and the contribution of any employee is crucial to the survival and development of the enterprise, so the training system established must be aimed at
All employees should be hierarchical, that is, top managers, middle managers, grass-roots managers and front-line workers, and their training should be differentiated. Finally, we should establish a multi-level and all-round employee training system to ensure that all employees can receive the training that suits them best.
(4) train your own trainers
Enterprises must consciously combine their own characteristics and train their own trainers. Looking for people with rich experience and profound theoretical accumulation who are willing to share their achievements within the enterprise, the human resources department can choose the best method through the recommendation and self-recommendation of various departments. When someone is sure to come to teach, inform him in advance so that he has enough time to prepare. If the trainers have not received systematic education in pedagogy and psychology, they can be trained in this field to help them improve their teaching theory.
(5) Training is "anytime, anywhere, with people and things".
At present, many executives believe that training must have a fixed time, a fixed place and good experts in order to achieve good results. In fact, experts only have a * * understanding of a certain industry, and their understanding of your enterprise is only through company profile and mass media. On the contrary, internal employees are the people who know the enterprise best. Enterprise managers must deeply realize that the exchange of internal employees is also a kind of training, and the New Year's report held by enterprises is also a kind of training. Managers must realize that training can be carried out anytime and anywhere [5].
(B) improve the operation of training
Enterprises should scientifically discover training needs, reasonably arrange training activities, optimize training contents and strive to innovate training methods.
(1) Do a demand survey before training.
Effective training demand analysis is one of the prerequisites for obtaining training effect. Training demand analysis is the basis of the whole training work, the premise of determining training objectives and designing training plans, and the basis of training evaluation. Therefore, it is the primary link of the whole training activity [6]. It is necessary to truly understand the needs of employees and managers' expectations for training, and carry out targeted training in combination with the organization's training planning and strategic development planning. Choosing the right time, place and teaching materials, hiring experienced trainers, improving the pertinence of training and using flexible and convenient training methods will help improve the quality and efficiency of training. Only by analyzing the enterprise in detail can we accurately find out the problems existing in the enterprise and the root causes of the problems, so as to determine whether training is the most effective way to solve such problems.
(2) Optimize the training content
The so-called optimization of training content means choosing different teaching materials for different training objects and training objectives. According to the training program, design appropriate training content, mainly for different positions, requiring different work skills. The gap between the existing situation of employees and the skills they should have is what we should cultivate. According to this gap, carefully design courses, organize teachers to compile training materials, prepare teaching plans and implement training.
(3) Innovative enterprise training methods
Training methods can be classroom teaching, special discussion, case analysis, field visits, writing papers, etc. In short, in order to make employees participate in the training wholeheartedly and have interest in the training, the training form should be flexible enough as much as possible.
(C) improve the training control and evaluation mechanism
There are three main methods for (1) control: feedforward control, field control and feedback control. Before training, it is necessary to make a scientific prediction of unexpected events that occur during training, such as on-site chaos and serious deviation from the training theme, and formulate effective solutions in advance. On-site control means that managers guide the implementation of training work at the training site. Feedback control is to find and correct the deviation in the training after the training, sum up the experience and lessons, and prevent similar mistakes from being made next time.
(2) Improve the evaluation mechanism.
Evaluation is the most difficult and difficult work in the implementation of training programs, but it is also the most important work. Because whether the training is effective or not can only be clear through evaluation; Only through evaluation can we sum up the experience and lessons and lay a good foundation for the smooth development of future training; Only through evaluation can we provide a basis for the training decision of leaders. According to the practice of domestic and foreign enterprises, there are five popular comprehensive evaluation methods at present, namely: target evaluation method, performance evaluation method, key person evaluation method, test comparison method and income evaluation method. But the most popular is not necessarily the best, and there is no one-size-fits-all evaluation model. Only under the guidance of certain theories and combined with the actual situation of enterprises can we design a set of training effect evaluation methods suitable for Chinese enterprises.