Training is the process of teaching new employees or existing employees the basic skills they need to complete their work. In the past, most companies used to treat training as a rather narrow daily routine. Now, more and more companies use training to achieve two new purposes: one is to teach employees other broader skills, including problem-solving skills, communication skills and team building skills. The other is that more companies use training to strengthen the professionalism of employees, thus enhancing the core competitiveness of enterprises. Only by constantly providing opportunities for self-improvement, can employees establish their dedication to the enterprise. Therefore, training opportunities help to shape the dedication of employees. This is also the main reason why some internationally renowned companies such as Toyota and Sutton provide two-week training for all employees every year.

I. Training Steps

Ideally, any training course includes the following four steps:

1. Evaluation: What this person or job needs to be trained;

2. Establish training objectives: the objectives should be clear and measurable;

3. Training: including on-the-job training (OJT) and instructional learning;

4. Evaluation: testing and training response, academic performance, behavior or achievement.

The purpose of the evaluation step is to determine the training needs. After determining one or more needs that can be eliminated after training, the training objectives should be established. When establishing training objectives, it is necessary to determine the significant and measurable job performance that the trained employees expect to achieve one by one. In training, we should choose training techniques and then actually carry out training. Finally, the evaluation steps should be implemented. At this stage, it is necessary to compare the performance of the trainees before and after the training and compare the benefits of the training courses.

Second, the obstacles and ways to play the training effect

In practice, why do many training and development plans fail to achieve the expected results, that is, fail to enhance the core competitiveness of enterprises? There is only one reason, the training development plan implemented by enterprises is not effective. The following lists every step in the training process to achieve the expected effect, as well as the obstacles that prevent it from achieving the effect.

Step 1: 1, determine the training content; 2. The training content should include imparting substantive knowledge, ability or necessary skills that will help improve work performance.

Obstacle: 1, insufficient demand analysis; 2. No effective training objectives have been established; 3. There is no good communication with the line manager; 4, relying too much on rigid predetermined procedures.

Step 2: 1, to determine how to optimize the effect of students; 2. Provide information on how to ensure the optimization of learning.

Obstacles: 1, insufficient instructor training; 2. Did not follow the basic principles of learning.

Step 3: 1, choose the appropriate training mode; 2. Training methods must be suitable for achieving training objectives.

Obstacles: using inappropriate training methods.

Step 4: 1 to ensure that the training is applied to the work; 2. The training content must be fully applicable to the work content.

Obstacles: 1, lack of new skills to improve work performance; 2. Lack of training content related to practical work; 3. There is no substantive content that can be applied in future work; 4. Lack of efforts to integrate the learned behavioral skills into the existing skills, unable to take the initiative.

Step 5: 1. Determine whether the training course is effective; 2. Training courses must be evaluated to determine the balance between training objectives and their expenditures.

Obstacle: 1, the training effect was not evaluated; 2. No relevant methods are used to evaluate the impact of training on employee behavior.

The following will explain the five steps of training respectively.

(A), determine the training content

In order to ensure that training courses are linked to job performance and improve trainees' theoretical knowledge, skills and abilities in job performance, it is necessary to evaluate training needs in detail and systematically and establish training objectives to meet training needs. How to assess training needs? The most effective way is to analyze the performance of employees, find out the reasons that affect their performance, and then determine what kind of training to improve their quality and ability.

Management can also determine the training needs of employees through the enterprise development vision. These visions tell enterprises where there is a huge training demand and which information is the priority. The establishment of training demand priority can be based on the following criteria: 1, most employees can not meet the needs of enterprises in terms of skills and skills; 2. Lack of important technologies to meet enterprise goals; These technologies can be solved by training.

The human resources department can collect this information in the following ways: first, distribute various demand questionnaires to employees to investigate their training needs in competence; Second, the human resources department should collect some additional information as a supplement to the capacity demand survey. Because some employees don't realize the training needs or fail to perceive their own needs, this information can be obtained by collecting enterprise accident files, such as employee complaints, EEO accusations, employee complaints, etc. You can also guide the employee satisfaction survey through interviews with middle managers, or carefully observe the performance of employees' duties.

Setting training objectives, without clear training standards, it is difficult for training implementers to achieve results. The goal provides a direction for those who receive training and implement training, and also provides a benchmark for evaluating the success of training courses.

(2) Determine how to optimize the effect of trainees.

After determining the training needs and objectives, enterprises must provide a good learning environment and strive to do the following to optimize the training effect:

(1) Arouse and keep the attention of the students.

Training implementers must be able to prove that the training content is relevant to their work, so that trainees can realize the importance and relevance of training and the benefits of participating in training. Training implementers can keep the trainees' attention by changing the training place and various forms of training content, and must avoid using postponed lectures or other negative learning methods. The training course should be divided into several parts to increase the participation opportunities of students. For example, trainers can ask questions openly, provide cases for analysis and different role-playing, sound and visual effects and a series of humor to attract trainees.

(2) Provide opportunities for trainees to practice the training content.

Research shows that 25% of people learn a skill by listening, 45% by listening and watching, and 70% by listening, watching and doing. If trainees want to learn better, they must be given a chance to practice. Practice is actually a very effective learning method, because it is a kind of reinforcement of various reactions, which will become an instinct through constant practice.

When designing training courses, training implementers must carefully prepare two questions related to exercises. The first is the way to complete the exercise, whether it is unified or step by step. Step-by-step exercise refers to breaking the exercise into multiple parts, which are commonly used and help to improve the attention of practitioners. Concentrated practice is to assemble all the exercises into one part. The second is to decompose the more complicated training tasks into parts and treat them flexibly. The integration method is like teaching a person how to access a computer database and how to use a Word software program. It needs to use synthesis method and decomposition method respectively.

(3) Feedback students' performance in time.

Timely and objective feedback will greatly motivate students and become a powerful driving force for them to improve themselves. These feedbacks should include providing information, even if it is wrong.

(C), choose the appropriate training methods

When training employees, various training methods should be adopted, such as on-the-job guidance training, cases, lectures, on-the-job training (OJL), etc. The following focuses on the more commonly used on-the-job training (OJL): almost all new employees will receive on-the-job training, but on-the-job training is often used unreasonably. For example, listening to the explanations and questions from experienced colleagues is a common way to improve, but just listening without simulating execution (without practice and feedback) can't achieve the ideal effect.

A successful OJT plan should be designed as follows: 1, which lists all information technologies that students will be trained; 2. Establish training objectives; 3. Ensure that trainees have the opportunity to observe the operation of skilled employees in every link of their work; When presenting an example, the lecturer should explain "how" and "why" to the students.

Give students the opportunity to simulate every important link in the task, provide enough opportunities to do exercises, and then give necessary feedback. An extremely effective method of OJT is employment guidance training or JIT. JIT is a method to train a large number of novices quickly. All the necessary steps in a job are listed in an appropriate logical order, and the corresponding "points" are listed next to each step. These steps explain what to do, and these points explain how to complete these steps and why. When using JIT, the training implementer should first explain and demonstrate the work content, then let the trainees practice, demonstrate the operation step by step, and correct the mistakes when necessary until the trainees can perform the work.

JIT is very effective in training trainees to complete relatively single tasks, and its effectiveness is attributed to providing trainees with extensive practical opportunities and getting useful feedback.

Case teaching method Case teaching method requires students to analyze cases and describe real work situations. People like to keep and use the method of "guiding discovery" to achieve the purpose of understanding, and train the implementers to play a guiding or skilled role. This goal is not to teach trainees "correct" answers, but to teach them how to identify potential problems and introduce practical solutions. The disadvantage of this method is the lack of direct guidance to the trainees, and at the same time, the trainees have no chance to practice their skills.

(4) Ensure that training is applied to work.

Students must combine what they have learned in the training course with practical work, and persist in applying it in their work over time to avoid forgetting to apply the training content due to production pressure and lack of supervision. In addition, the factors that affect the application of training are: not learning the most important part; Do not know how to apply the training information to the real environment; Lack of self-confidence, thinking that there is no ability to accurately apply new skills; Forgot the content of learning; To resist the temptation, it is impossible to apply the already skilled skills, because the trainees don't want to spend time and energy to integrate the newly learned practices into all the existing realities.

How do enterprises apply the training content to the actual working environment? Extra study, ensure that the course is in line with the actual work, draw up an action plan, make a checklist, a decision table, a chart execution assistant, make full use of follow-up resources such as hotline numbers and guidance materials, establish a good working environment, and let students actively use new skills to improve work efficiency.

(5) Determine the training effect.

According to a survey, only 65,438+02% of the 285 enterprises that received the training effect survey made an appropriate evaluation and summary of their training courses. If the enterprise does not properly evaluate the training course, it will not know whether the course has reached the training goal, which will lead the enterprise to continue to use some inefficient courses or may terminate the efficient courses. On the other hand, if human resources experts can provide strong evidence from training evaluation to prove that the course has achieved the established training objectives, then the training process of enterprises will continue in the direction of improving work efficiency. Students' response evaluation, enterprise performance evaluation and performance records can be used to evaluate whether the training course has achieved the training objectives. In addition, in order to accurately evaluate the training effect, the company must choose a more experimental scheme, and the best scheme should include the following points:

Pre-investigation: investigate the theoretical basis, knowledge level, skills or performance of the trainees before training;

Post-investigation: to investigate the knowledge level, skills or performance of trainees after training;

Group control: the difference of trainees in the training group.

The use of pre-survey and post-survey is very important, which is the basis for the evaluator to measure whether the training has produced results. These scales can be used to evaluate whether the job performance after training is better than that before training.