The problems that often appear in the implementation of training include: digression, people not listening carefully, going in and out, silence, embarrassing situation, and even the expulsion of lecturers and the failure of training halfway. These problems in the training process are caused by many reasons, the most important of which are:
The training content does not match with the trainees: the above problems are easy to occur when the content does not match with the trainees, and the training content is too deep for the trainees to understand; The training content is too shallow, and the students will not agree; The content is not suitable for the company, and students feel useless and waste time. These situations are usually caused by the lecturer's careless research or inadequate preparation. At this time, students will be at a loss, dismissive, whispering and even leaving.
The training form does not match the trainees: although the training content of some lecturers is practical and valuable, the teaching form is rigid and the trainees are sleepy as a result. This is mainly because the lecturer did not grasp the characteristics of adult learning and confused the good content. In addition, some enterprise personnel are not active, do not like to show their faces, and do not cooperate with the activities of lecturers, which will also lead to silence in training.
There is something wrong with the attitude and style of the teachers or students: some lecturers have a bad attitude, arrogant attitude, deliberately showing off and even inappropriate remarks and behaviors, which easily make students feel bored and uncomfortable, leading to confrontation between lecturers and students; Or for various reasons, students are more emotional, make fun of the lecturer, deliberately make things difficult for the lecturer, and make the lecturer lose face, which will lead to a more embarrassing situation in the training process.
Therefore, as training organizers, we should attach great importance to the details of the training site, pay attention to all aspects, find problems in time from the students' reactions, actively listen to the students' opinions, analyze the reasons behind various phenomena, coordinate with lecturers to improve, and take effective remedial measures to nip the problems in the bud.
Training organizers should also pay attention to the fact that training cannot deviate from the theme. When students discuss digression, the training organizer should appear in time and pull the topic back to the scheduled track. In addition, the training organizer should actively cooperate with the lecturers, especially during the ice-breaking period, and take the lead in participating in activities to help the lecturers make the atmosphere better and make the training active by repeating the main points of the lecturers and asking appropriate questions.
During the training break, the training organizer should also disclose the students' reactions to the lecturer so that he can adjust the teaching methods or contents appropriately. Of course, communication with students is also essential. Through private communication and heart-to-heart communication, some students can give up their prejudices and actively cooperate, so that the training can be actively carried out.
Secondly, after the training, many enterprises often evaluate the training, but they don't really track its effect. After a long time, participants will soon forget the knowledge of training, and the role of training will gradually disappear.
The main reason why the training ended like this was that the key details of the training application were ignored. After the training, the training organizer gave up. Is the training content used in practice? Has the training played a corresponding role? Nobody cares. Nobody asked. Therefore, there is a lack of corresponding training and application safeguard measures and corresponding supervision and inspection. Although a lot of manpower and material resources are spent, the effect of training will be greatly reduced.
Therefore, we should pay attention to the details of training application, apply the training knowledge to our work, and make the training produce real value. Otherwise, the training site will be heated, and after the training, the training will be invisible and silent, and the training will become a show of little value, which will not play a role in enhancing the competitive advantage of enterprises.
How to develop training applications? First of all, students need to pay attention to this matter. Secondly, students should develop the habit of applying new knowledge and take a multi-pronged approach through several supporting measures.
It is necessary to make students pay attention to it and effectively combine it with practical training assessment. It is necessary to conduct inspections through examinations, on-site evaluations, operational inspections, etc., and link the evaluation scores with the assessment of students, rather than going through the motions, so as to encourage personnel to learn knowledge and skills well in training. At the same time, let the trainees come up with specific measures to implement the training content, such as writing down their own experiences and feelings after the training, so that the superior supervisor and the training organizer can check and supervise according to the trainees' implementation measures after the training.
At the end of the training, the training organizer needs to improve and perfect the existing working methods and processes according to the training content, and gradually form a new knowledge base, so that students can work in a new way and the training knowledge can be applied to their daily work imperceptibly.
After the training, the training organizer needs to set up different follow-up inspection measures according to different courses, and assist the department heads to check whether the training content has been really implemented. In addition, for key and very important courses, students' mastery and application can also be linked with evaluation to strengthen personnel's behavior, so that the effect will be better.