Second, pay attention to the cultivation of ability. According to the strategy and annual business plan, enterprises should scientifically analyze the abilities of middle and senior managers and core technicians, and make clear the key points of ability training, which will not only increase knowledge, but also enhance their abilities.
Thirdly, in order to better reflect the training situation and guide the next training work, the contents of assessment and training must correspond to each other, that is, the assessment should use a standardized competency description framework and apply the employee competency system to design the assessment. Teacher Jiang Xiaohua thinks it is very important to establish a scientific training evaluation system. After the training, the training and actual effect should be scientifically evaluated from multiple dimensions. The evaluation of staff's classroom effect is very important for the improvement and improvement of trainers; The staff's evaluation of the course provides a direct basis for the revision and improvement of the course; Employees' evaluation of training forms helps organizers find better methods; Only by evaluating and examining the actual effect of employees' learning and linking it with the incentive system can enterprises mobilize the enthusiasm of employees for active learning. Timely evaluation, summary and feedback are important parts of training.
Fourth, through targeted evaluation, evaluate the training effect and formulate the training improvement plan. An important purpose of assessment is to provide training basis and support assessment from two aspects: on the one hand, business performance, such as the completion of sales performance reflects the training effect of sales skills of sales staff, and the improvement of customer satisfaction rate reflects the customer communication ability of customer service staff; On the other hand, the assessment results of organizational indicators in the assessment directly reflect the improvement of employees' work efficiency and management ability, such as employee satisfaction and peripheral performance.
Fifth, collect data and analyze the benefits of training. After investing in training, any enterprise wants to know how much value the training has contributed to the enterprise. At the same time, it is also the basis for deciding how much resources must be invested in the future.
Enterprises can analyze the turnover rate of key positions, employee satisfaction, labor productivity, cost control index, customer index and employee ability index. The changes of these indexes can explain the training effect from both qualitative and quantitative aspects.
The training of employees in modern enterprises is a long-term work, which requires constant investment of resources and energy. It paved a solid road for the career development of employees. Through continuous improvement and summary, training will surely become a booster for enterprises to achieve sustainable development and an indispensable element of their core competitiveness.