Methods/steps
1. The purpose of training is to improve the quality and ability of employees, so that employees can better complete their work and achieve the company's business objectives, thus achieving a win-win situation for the company, shareholders, employees, customers and even the society. Therefore, the construction of the training system must be closely combined with the requirements of the company's reality and development strategy, and cultivate talents for the company that meet the company's development strategy.
2. To maintain the balance between levels and functions, from the perspective of enterprise personnel training, key employees and core manpower should receive more training, but we can't ignore the training of other employees. In the construction of the curriculum system, it is necessary to ensure that every employee can receive corresponding training in different positions. This requires that when designing the curriculum system, it needs to be considered from both horizontal and vertical directions. Vertically, we should consider different levels from new employees to senior managers, and set up corresponding training courses according to the different ability requirements of each level; Horizontal refers to functional departments, which professional skills these functional departments need to complete their work, so as to find training needs and design corresponding courses.
3. Solicit the opinions of relevant departments and ask for the establishment of a training system, which is not only a matter for training departments or administrators, but also requires the strong support of leaders and the active cooperation of other departments. No work in the training system can be completed by the training department alone. We must reach a consensus from top to bottom.
4. Develop training system and implement it effectively. Some companies have established some training systems, but the results are not good and they have not been put in place, which is not unrelated to the company's culture. Some problems can be avoided by formulating a practical training system and effectively observing and implementing it. Taking the construction of internal lecturers as an example, internal lecturers also need to formulate corresponding systems to ensure their peace of mind in teaching.
5. Fully consider the needs of employees' self-development. The employee's career development planning includes two aspects: on the one hand, the employee's own career planning; On the other hand, the company provides a stage for employees to display their talents, that is, to manage their career development. When some enterprises are faced with important internal job vacancies, they should first consider internal selection to provide opportunities and development space for employees who are capable or willing to challenge the new position, and then provide corresponding functional training according to the job requirements of the position, which is also one of the ways to retain excellent employees.