1, which can improve the professional skills and comprehensive management quality of employees and enhance the competitiveness of enterprises. In recent years, with the rapid development of the market economy and the increasingly fierce market competition in the construction industry, the construction contract management mode of construction enterprises has gradually changed from the original big subcontracting to the labor subcontracting and square meter contracting. The transformation of contract mode means that the construction industry is no longer just a labor-intensive industry, but also needs a large number of skilled and proficient management talents to promote its development. Training can not only improve the professional skills and comprehensive management quality of enterprise managers, but also help employees to cultivate and establish good study habits and serious and responsible work attitudes, and make their own contributions to improving the production efficiency and service level of enterprises, thus establishing a good social image of enterprises and enhancing their competitiveness.
2, combined with incentive mechanism measures, cultivate and retain talents, and promote the long-term development of enterprises.
To put it bluntly, enterprise competition is the competition of talents, and talents are the first resource of enterprises. Only with first-class talents can we create first-class performance and enterprises be invincible in the market competition. With the opening of the market and the smooth exchange of information, the flow of talents within enterprises is more frequent. Construction enterprises are also facing the dilemma of brain drain in key positions, which not only affects the normal production and operation of enterprises, but also restricts their long-term development. Although enterprises can also recruit a certain number of suitable talents from the external market, the outstanding talents cultivated by enterprises themselves can overcome the shortcomings of the former, such as insufficient recognition of corporate culture and poor stability in serving enterprises. Therefore, the reserve forces cultivated by enterprises themselves can better identify with corporate culture and adapt to the development needs of enterprises. A stable and high-quality management team is the fundamental guarantee to promote the long-term stable development of enterprises.
3, can promote internal communication.
The construction environment of the construction industry is special, most employees work in scattered places, and some project management departments are outside the province or even abroad, which leads to the lack of effective communication between various functional departments and project management departments within the enterprise. Not only that, in the usual work, there is little communication between many departments and employees in enterprises without business intersection. Through training, communication among departments, employees, managers and employees can be strengthened, which is conducive to the formation of internal cohesion and thus better promotes teamwork.
Second, the lack of pre-training work 1 and the sloppy analysis of training needs.
Many enterprises have carried out some training work, but the expected results have not been achieved. An important reason is that the training is not targeted, precisely because the training needs have not kept up. Although the enterprise has analyzed the training needs, it mainly focuses on the analysis of various departments. Department heads usually decide which employees to train according to their own management experience or personal subjective judgment. Although this is better than not doing demand analysis, in fact, some employees who do not perform well at work are due to their lack of professional skills, while others are not serious about their work attitude. Therefore, different training should be carried out according to different situations in order to achieve better results.
2. The content and method are too simple.
Construction enterprises pursue superb professional skills and superb management level, so the training content often only focuses on the training of professional skills and management ability. Training courses are relatively boring, and the forms are mostly limited to traditional teaching methods. This kind of cramming teaching can't stimulate employees' interest in absorbing new knowledge. Even if employees participate in training, they can't have a deep understanding of knowledge at once, and they can't effectively combine with practical work, so naturally they can't achieve the expected results.
3. The training work has not been adhered to or specifically implemented.
Although many enterprises are aware of the importance of training and attach importance to the improvement of training, they have not been put in place in the specific implementation process. The reasons are as follows: First, the training work is not planned and meticulous, which is not conducive to implementation. Second, the relevant responsible persons did not pay enough attention to the training work and did not include it in daily management. Thirdly, the supervision, inspection and evaluation of the relevant responsible departments on the implementation process of various training work are not strong enough, which leads to the training work being too much thunder and too little rain, and ultimately nothing is achieved.
4. The training is a mere formality, and there is no evaluation.
At present, there are not many real training evaluation systems in the training management of enterprises. Many enterprises think that the training is over as soon as it is over. As for whether the training method is effective, how effective the training is, and whether the training should be improved, no one cares at all. Doing a good job in training evaluation is very important to improve the training efficiency of enterprises. Because the effect of training is sometimes difficult to measure, which training is effective and which training is invalid, only by understanding these problems can we provide useful reference for improving training plans, perfecting training methods and controlling training process in the future, otherwise the training of enterprises will not keep up with the development of enterprises and can not cooperate with enterprises to successfully complete production and business objectives.
Third, how to improve the training management of construction enterprises
1. Strengthen training demand analysis.
The primary task of improving the training management level of construction enterprises is to strengthen the training demand analysis. Training demand analysis can not simply refer to the opinions of department heads, but should collect information from multiple levels and angles and make scientific analysis, so as to formulate an effective training plan. The training demand can be analyzed from three levels: first, the analysis at the enterprise level, on the basis of understanding the short-term production and operation objectives and long-term development strategies of enterprises, the overall objectives and plans of enterprise training are formulated; Secondly, the analysis at the department level, through which the department heads analyze the existing employees and their abilities according to the responsibilities and qualifications of each position, so as to formulate the main training plans and objectives of each functional department; The third is the analysis at the personnel level. By conducting a training demand survey among all employees, we can understand the information that employees want to get relevant training to improve their professional skills and management level, which can not only mobilize the enthusiasm of employees to participate in training, but also improve the effect of training management.
2. Make a scientific training plan according to the actual situation.
The training plan is an employee training plan based on the short, medium and long-term development goals of the enterprise. In order to make a scientific and effective training plan, enterprises must carefully analyze the training needs and make systematic and scientific plans and arrangements for the contents, methods, teachers, courses, funds and time of employee training. According to different training objects, different training objectives are put forward, different training contents are designed, and appropriate training methods are selected.
3. Design training content
The management of construction enterprises involves a lot of contents and the training work is relatively complicated, but generally speaking, the training can include three aspects.
(1) Training of enterprise-related knowledge.
Including business scope, main achievements, history, present situation, future planning, management concepts and other corporate culture training, as well as corporate management system training.
(2) Professional skills training
Including project management, construction technology, budget, quality, safety, materials, data, labor and other training contents closely related to production, as well as contracts, finance, human resources and so on.
(3) Other training
Including comprehensive training in business management, business etiquette and communication skills.
4, determine the training methods
(1) Centralized teaching
Enterprises can choose senior experts with rich management experience and professional skills to form an internal trainer team, or they can hire social professionals to organize regular training courses of various professional skills. Although this kind of training form is boring, and the participating employees can't understand the training content at once and can't play an immediate role, centralized teaching is more systematic and comprehensive, allowing employees to participate extensively, which is an effective way to improve basic professional skills and professional knowledge.
(2) Guidance
This training method is the most direct and effective, and can be carried out at all levels of the enterprise. For new employees, if there is an experienced master, in their daily work,
Be able to give guidance to a series of processes such as teaching, demonstration, inspection and feedback;
(3) Observation examples
Can organize employees to enterprises with high management level and good performance; Through rotation training, employees' work experience can be enriched and their comprehensive ability can be cultivated.
(5) Seminar
Hold seminars in a certain range for a certain topic or research;
5. Conduct training evaluation; The most easily overlooked link in enterprise training management is evaluation, in fact; Whether there is any change in attitude, professional level and work performance;
6. Establishing and perfecting the incentive mechanism can guide a series of processes such as teaching, demonstration, inspection and feedback, which can not only prevent new employees from groping blindly, adapt to the company environment faster, but also improve their professional knowledge and work skills faster. For existing professional managers, you can also designate teacher occupation for them. Through the teaching of experience, they can make greater progress in the comprehensive management level, and at the same time, it is conducive to the transmission of traditional fine style of enterprise.
(3) Observation examples
You can organize employees to observe and study in the project department with high management level and good performance, or you can learn and communicate with other enterprises with advanced management in the same industry. Through field visits and understanding, employees can have a more intuitive understanding, learn from each other's strengths, and improve work efficiency and management level.
(4) Rotation
Through rotation training, we can enrich employees' work experience, cultivate their comprehensive management quality, enhance their understanding of the management of various departments of the enterprise, and improve the cooperative relationship between various departments.
(5) Seminar
Holding a seminar on a topic or a certain range of research can stimulate employees' interest in participation and enhance emotional communication between employees and managers.
5. Conduct training evaluation.
The most easily overlooked link in enterprise training management is evaluation. In fact, a good training evaluation plays a great role in improving training methods and improving training efficiency. After each training, students' and related personnel's views on the training program can be comprehensively collected through questionnaires or interviews, and the degree of realization of training objectives and whether employees' work attitude, professional level and work performance have changed after receiving training can be investigated. By comparing the distance between the current situation and the target, employees can be effectively urged to reach the predetermined target, thus improving the training quality and providing a basis for the next stage of training plan formulation.
6, establish and improve the incentive mechanism, mobilize the enthusiasm of employees to participate in training.
On the one hand, the establishment and improvement of employee training incentive mechanism can mobilize the enthusiasm of all employees to participate in training, and also prevent some employees from leaving their jobs after receiving training. Enterprises can design according to their own actual situation and give various incentives to employees who have participated in training and achieved good training results. In terms of material incentives, salaries can be linked to employees' knowledge and skills, and special management and professional skills assessment can be conducted regularly. Employees who significantly improve their performance through training and achieve or even exceed the training objectives will be given a salary increase; A special reward fund can also be established as a reward for outstanding employees' participation in training and their achievements in training technology and skills application; You can also give priority to those employees who have actively participated in the training and achieved results when promoting their positions and internal titles. In terms of spiritual encouragement, we can adopt various ways, such as selecting and commending learning stars, technical experts and innovative experts. Feedback the results and training evaluation results after each training to the employees themselves and their departments in time, and give them honor. All these methods can make employees feel satisfied and enriched psychologically and spiritually, thus stimulating their enthusiasm for further training and learning.
Staff training is a long-term and lasting strategic work of the enterprise, and it is a systematic project, which involves every employee of the enterprise and requires the cooperation and joint efforts of all aspects of the enterprise.