At present, there are many misunderstandings in the thought, organization, form and effect of enterprise training, mainly including the following points:
1, enterprise training is useless.
Some enterprise managers mistakenly think that "enterprise training is a dispensable thing", and some managers even have the wrong idea that "enterprises have not engaged in enterprise training in recent years, and enterprises are operating as usual". They think that enterprise training can't improve the talents of enterprise employees, but consumes a lot of human and financial resources and employees' working hours, or that the knowledge and skills of enterprise employees are enough for enterprises to use, and enterprise training only increases employees' talents, which is not of great benefit to enterprises.
2. Enterprise training costs are high.
Many enterprises regard enterprise training as a kind of cost, but fail to see that it is an investment in knowledge and a high return investment. It is considered that a lot of manpower, material resources and financial resources are needed, which should be reduced as much as possible in the process of enterprise management. When the benefits are good, it is considered that enterprise training is not needed; When the benefits are poor, there is no money to train enterprises. Because this understanding can't see the real value and strategic significance of enterprise training, this kind of enterprises pay less attention to employee enterprise training and invest less.
3. Experienced employees don't need enterprise training.
Experienced employees are generally the backbone of enterprises. Some enterprises think that experienced employees can finish their work, and they are busy, so they have no time for enterprise training, and they don't need enterprise training. I didn't realize that the current social development is advancing by leaps and bounds, and the knowledge is constantly being updated. Anyone (including experienced people) must keep learning in order to improve their ability to adapt to the environment.
4, enterprise training work "a gust of wind"
At present, many enterprises have not made a reasonable enterprise training plan according to their actual situation. Only when there are big problems in company management and poor business performance, do they temporarily arrange enterprise training to meet short-term needs and immediate interests. The "piecemeal" and "gust of wind" of enterprise training work should only be regarded as surprise missions or even vigorous activities.
5. The quick-acting concept of enterprise training.
Some enterprises regard enterprise training as a panacea, eager for quick success and instant benefit, hoping for immediate results. They can't wait for two or three days to fundamentally change the quality of employees, and some even try to solve all the problems of enterprises through enterprise training. I didn't realize that people's growth, change and improvement are a gradual process, which can't be achieved overnight.
6. Narrow concept of enterprise training.
Some enterprises do not do any demand analysis when conducting enterprise training, and only aim at grass-roots employees or employees with low academic qualifications and low level. They think that top managers don't need enterprise training and don't realize the important role of their own quality in enterprise development, so they should update their knowledge and change their concepts.
7, the blindness of enterprise training.
Many enterprises lack of scientific and detailed analysis of the training needs of employees, which makes the training work of enterprises very blind and arbitrary. There is no combination of social development and enterprise reality, no demand analysis, and the training objects and contents of enterprises are not targeted. On the one hand, we don't know who the enterprise is training, so to ensure the fairness of all employees' training, the result is often a waste of financial resources and no effect; On the other hand, I don't know what the enterprise is cultivating, blindly follow the trend and follow the crowd. On the surface, the training work of enterprises is vigorous, but in fact there is no loss and the effect is not obvious.
8. The enterprise training mode is single.
In the way of enterprise training, most enterprises adopt the simplest classroom teaching and pure theoretical indoctrination. The reason is that enterprise training organizers lack professional knowledge about enterprise training and know little about the content of enterprise training, and think that enterprise training is school education. Many enterprise trainers are also accustomed to pure theoretical teaching, and are not proficient in modern teaching means and methods, which leads to the disconnection between enterprise training and practice, which leads to boredom and poor results, which makes employees lose interest in enterprise training and makes enterprise training inefficient.
Third, the countermeasures and methods of enterprise training
1, the concept innovation of enterprise training work
In order to fully realize the importance of enterprise training to the long-term development of enterprises and completely change the concept that enterprise training is a waste of manpower, material resources and financial resources, it is necessary to establish enterprise training as an investment behavior of enterprises, so that enterprises can obtain long-term comprehensive benefits and ensure the capital investment of enterprise training. At the same time, education guides employees to establish the concept of lifelong learning and full-time learning, and stimulates their enthusiasm and consciousness in learning.
2, the establishment of enterprise training system
Enterprise training should be regarded as a long-term work of enterprises, and it should be recognized that different enterprise organizations have different requirements for employees' knowledge, skills and quality at different stages of enterprise development. Therefore, enterprises should establish a complete enterprise training system and carry out enterprise training in a systematic and orderly manner. According to the rapidly changing market, we should actively provide the knowledge and skills needed by the enterprise from the inside, carry out targeted talent development, meet the requirements of different stages and levels, and enhance the vitality and competitiveness of the enterprise, instead of engaging in formalism and surprise warfare, "treating the symptoms rather than the root cause."
3. Innovation of enterprise training methods.
The aging of enterprise training methods is one of the important factors that lead to the lack of interest of employees in enterprise training and the difficulty in achieving results in enterprise training. At present, most enterprises adopt the "lecture-style" and "classroom-style" enterprise training mode of "you talk and I listen". This traditional enterprise training method is simple and boring, which often fails to stimulate employees' enthusiasm and enthusiasm for learning, and is of little help to improve trainees' skill level of analyzing and solving problems, and the effect of enterprise training is not obvious. In the way of enterprise training, according to the different objects and levels of enterprise training, we can adopt various ways such as discussion, object and competition to increase interactivity and practicality, fully mobilize the enthusiasm of employees and achieve ideal results.
4, enterprise training evaluation innovation
One of the main purposes of training employees in enterprises is to cultivate and form the same values and enhance cohesion; The second is to improve the technical and ability level of employees and lay a good foundation for the realization of corporate strategic goals. It is a long-term and subtle process for employees to receive enterprise training and improve output, which increases the difficulty of employee performance appraisal. The enterprise training for employees in most enterprises is often just a simple assessment, which often has no substantive effect. In the innovation of enterprise training assessment, we must pay attention to the principle of combining short-term assessment with long-term assessment and combining individual performance assessment with enterprise performance assessment. This requires that the competent department of enterprise training must file the employee's enterprise training records and performance appraisal records separately, and review them regularly to see if their performance has improved after receiving enterprise training. So as to improve the attention of all employees to enterprise training and assessment.
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