How to Become an Enterprise Internal Trainer How to Become an Enterprise Internal Trainer Now more and more enterprises realize the importance of training. Many enterprises put internal training in an important position, not the subordinate position of human resources in the past. Some companies even set up an internal lecturer system, taking training lecturers as a major event. Many enterprises take the training of internal trainers as the basis of establishing training colleges (centers or universities) in organizational form. However, a series of problems such as how to produce trainers, the basic principles of the number of trainers, and how to manage the class salary are also placed in front of the training manager or person in charge. Case 1: Aokang Group "recruited" to form an internal lecturer group, which consists of 16 experts and scholars, 20 internal employees with strong professional level and 30 reserved lecturers. Case 2: At the beginning of internal lecturers, Ou Shili Group established the company's lecturer team by means of "internal lecturer group"+senior management consultant+professional technical consultant. The "internal lecturer group" is undertaken by the employees of the company, including 7 official lecturers and 6 reserved lecturers. We will analyze the above two examples. I. Positioning and Composition of Internal Lecturer Group Generally, the internal lecturer group consists of internal trainers, external experts or consultants and reserve trainers. Internal trainers are responsible for teaching basic technical courses and some management courses of enterprises. Because the internal training of lecturers is not strong enough, trainers need professional people to do professional things, and the members of the lecturer group need to be composed of professional scholars and consultants, and some senior experts need to join the lecturer group to make the training more powerful. The purpose of reserved lecturers is to enrich our lecturer group, encourage these reserved lecturers to learn more and give more lectures, improve their teaching level and become formal lecturers. The members of the lecturer group undertake the corresponding teaching work in the company's training and provide sufficient course sources for the training work. Second, there are generally four kinds of lecturers in the internal lecturer group: first, teachers in scientific research institutions generally belong to theoretical trainers and have a rich academic foundation; Second, people who hold senior management or technical positions in large enterprises generally belong to experienced trainers honed in actual combat; Third, other social celebrities are generally familiar with some national policies and development trends; Fourth, taking this as a profession, most of the real professional trainers have received professional training skills. Although college teachers have a certain theoretical level, they are seriously out of touch with China's enterprise management practice, and most of them have never even engaged in the actual management of enterprises. Therefore, college teachers are easily out of touch with the real needs of enterprise training, and the training methods used are often relatively simple. People who hold positions in large enterprises generally do part-time training. Although they are experienced, their theoretical level and training skills are relatively lacking. Even some of these trainers are ridiculous, because they lack a certain theoretical level and only rely on personal experience and understanding. The training of other social celebrities is mainly based on national policies and other aspects, mostly in the form of publicity, which is far from the real training requirements. Among these four categories, the fourth category-professional trainers is the most popular among enterprises, and the fourth category of trainers will also become the main force of training in China. Therefore, among the foreign experts or consultants in the internal lecturer group, we try to choose professional trainers. For the generation of internal trainers and reserve internal trainers, we can produce them according to the situation of enterprises. For example, the steps and methods of establishing a team of internal trainers in Ou Shili Group are as follows: 1. Conditions for internal training lecturers: All employees who are willing to show their talents in this field can sign up for the selection and become internal training lecturers after passing the examination. The internal training lecturer belongs to the company part-time, and the original position and function remain unchanged. Training responsibilities and courses are uniformly arranged by the Human Resources Department. 2. The whole selection activity is divided into three stages: the first stage is self-recommendation, in which internal lecturer candidates are recruited by means of free registration, and the internal TTT training lasts for 2-3 days for free. Then each participant gave a five-minute lecture and question-and-answer session, with no assigned topic, and then decided that 12- 15 people would enter the second stage. Second, through the first phase of personnel to continue to participate in TTT internal organization 1-2 days of promotion training. Enter the written test and 15 minute designated special lecture (the written test is the assessment of trainer's training skills and theoretical knowledge, and the interview is the assessment of trial lecture). Determine 7-8 to become internal training lecturers. The personnel eliminated at this stage will serve as the backup training instructors of the company. Third, in the entry stage, 7-8 people who pass the second stage will become internal training lecturers. Combined with the different course categories, difficulty and pre-evaluation results taught by the staff, they will be graded and issued with employment certificates. At the same time, a half-year experimental course stage will be carried out. Some enterprises directly appoint management managers according to the fact that the members of the internal lecturer group have not gone through selection activities. Or a combination of the two, such as the 20 lecturers hired by Aokang Group, who come from all levels and positions within the group and are composed of presidents, vice presidents, managers, directors, grassroots employees and other people at different levels. Because the lecturers are all from inside, they are good at overlooking Aokang from a new height, which has injected new vitality into the company's training. Reserve training instructors are generally selected to join the team through voluntary registration or recommendation. These reserve lecturers are doing well in their respective fields of work, and they usually need to teach in their own departments, but they teach less than internal lecturers. For example, the monopoly administrator, her job responsibility is to teach the store manager and shopping guide; Finance and logistics leaders often need to teach their own finance and logistics personnel; In this way, the workshop director or factory director teaches workshop workers to improve their skills. These employees generally accumulate experience in imparting skills in their own posts. Through registration and screening, and through some comprehensive training, they can take up the post of internal trainer. Their participation ensures the enrichment of the lecturer team. Three. Determination of the number of internal lecturers. What are the standards of internal trainers? Is it a pity that Li Di is worried about the neon guide? I want to express my condolences for your support. Heart? Hey? What's the matter with you? Threatening yellow? It's hard to find a dragonfly? A pen, a stool and a bottle? About sending tons of chips to the weft carpet system? Are you trying to tease me? A song dynasty food made Li dance? Du Pu mourns the weft otter: χ χ χ χ? The task of TJ training for neon shallow water machinery supervisor. Under normal circumstances, according to the training needs of senior managers of enterprises, it is easy to determine the number of external experts or consultants, and it is appropriate for external experts or consultants to attend classes for enterprises for 6- 10 days every year. There is no special requirement for the number of backup lecturers, but in order to ensure the growth of backup lecturers, the number of backup lecturers is generally controlled. When determining the number of internal lecturers, quantitative and qualitative analysis methods can be adopted. Quantitative analysis method, for example, a company has 150 office staff and 650 front-line staff, in which: the company requires office staff to receive training for no less than 48 hours a year, and front-line staff for no less than 12 hours. However, each internal trainer and backup lecturer are required to teach for at least 48 hours a year. There are generally 25 students in a class. Therefore, the company needs at least 150×48÷25÷48=6 lecturers for internal training, and at least 650× 12÷25÷48=7 lecturers for backup. Four. The motivation of internal lecturer group involves curriculum development motivation, teaching motivation, growth motivation and lecturer assessment. The incentive methods adopted include overseas study, course award, costume award, integral award, honor award and so on. For example, Aokang's "soft and hard" training bonus card policy, each employee has a training quota to complete. Employees who exceed the prescribed training hours will be rewarded accordingly. The training points system stipulates that lecturers teach 2 credits/hour and students teach 1 credit/hour. The vice president shall accumulate no less than 50 credits each year; The general manager, director and department manager shall not be less than 70 credits per year; Director, deputy director, department head, supervisor, factory director, director, etc. Not less than 80 credits per year; General administrative personnel shall not be less than 60 credits per year. If the accumulated points of annual training exceed the specified requirements, each point will be awarded 10 yuan/minute; If the accumulated annual training points are lower than the specified requirements, rewards and punishments will be given according to 20 yuan/minute for every 1 minute. Lecturers can also enjoy a class allowance of 100 yuan/hour in addition to working hours of 8 hours. Since the implementation of the training points system, the enthusiasm of employees and cadres to participate in training is very high, and they have all completed their own training places, and the proportion of overfulfilled is over 60%. For example, most employees of Aokang Import & Export Company and Production Department exceeded their credit in the second quarter. The training score of marketing company has always exceeded the score. In some departments, such as marketing and logistics departments, although employees are willing to participate in learning and training, they are unable to participate because of their busy work, resulting in insufficient training places. In view of this special situation, the company has specially formulated remedial measures: for example, the points in the previous quarter are not enough, and they will be replenished in the next quarter; If the front-line employees are busy with production, they will take advantage of the lunch break at noon to conduct 1 hour training. For another example, in terms of incentive management, the incentive methods adopted by Ou Shili Company are as follows: 1. Participate in the company's overseas courses for free every year, and encourage junior training lecturers to study abroad at least four times a year (within 3,000 yuan each time), intermediate training lecturers to study abroad at least four times a year (within 4,000 yuan each time), and advanced training lecturers to study abroad at least four times a year (within 6,000 yuan each time). 3. Curriculum development incentives: The company encourages lecturers to develop courses according to the actual work, and pays for the developed courses according to the quality, and pays lecturers according to the quality of curriculum development and courseware production. 4. Part-time lecturers specialize in training two sets of clothes every year (spring, summer, autumn and winter 1 set), or clothing subsidy 1000 yuan. V. Management of Internal Lecturer Group The internal lecturer group is generally managed and coordinated by the training department or training center or college. The main contents of the design include the selection, employment, teaching, growth and evaluation of internal lecturers. Among them, the teaching evaluation and growth of the group of internal trainers is the basis to ensure the healthy development of internal trainers. For example, some companies implement a strict elimination mechanism for internal trainers, and those who meet one of the following conditions are eligible to become direct lecturers:1; Except for irresistible reasons, the lecturer was absent from the lecture without reason 1 time; 2. Students who have participated in two courses in a row or accumulated three times have an average comprehensive score of less than 80 points; 3, two consecutive or cumulative three times to adjust the class time, shorten or reduce the class content without reporting. 4. The final comprehensive assessment score at the end of the year. 5. Those who apply for resignation or resignation.
What does an internal trainer do? Internal trainer refers to the teaching teacher who trains employees in the enterprise.
Internal trainer refers to the teaching teacher who trains employees in the enterprise, and is a trainer hired by an enterprise to serve the enterprise; What we usually call a lecturer, that is, a professional lecturer, is paid by giving lectures to others.
Responsibilities of the internal trainer:
1. Training for new employees, including induction training and terminal training guidance after leaving the market.
2. Training of internal employees' work skills, including final assessment and follow-up, providing appropriate training courses to improve employees' skills, etc.
3. Investigate the demand in the early stage of training, clarify the training demand, and prepare all the materials and tools needed for the training project.
4. Develop and design the courses taught, such as training materials, cases, test papers, answers, etc., and update them in time with the development of the company.
5. Organization and management of internal training meetings, including preparation before training, on-site hosting and control during training, consultation and tracking after training.
6, training effect evaluation, for the later training plan, training project formulation and implementation to provide help.
7. Training tracking and consultation. In order to ensure the training effect, various follow-up measures are taken to help students transform the training results.
8. Keep learning actively and strive to improve your cultural quality and comprehensive ability.
9. Cooperate with the company's marketing plan and complete other tasks arranged by the company.
10, responsible for building some key projects according to the company's development plan.