Many times, enterprises will let business elites carry out employee training, but it is often aimed at those who have been promoted from business.
How to learn to impart experience to others has also become a very difficult thing.
Many times they are willing to talk about what they want to teach, but because there is no systematic method on how to train, training often becomes a failure.
How to train? Let's look at the method.
I. Training demand analysis Training demand analysis needs to be carried out from three aspects: enterprise, work and individual.
First of all, it is necessary to analyze the enterprise, determine the training needs within the enterprise, and ensure that the training plan meets the overall objectives and strategic requirements of the enterprise.
Secondly, it is necessary to carry out job analysis and analyze the knowledge and skills that employees must master in order to achieve ideal job performance.
Thirdly, it is necessary to do personal analysis and compare the existing level of employees with the expected future requirements for employees' skills to see if there is a gap between them.
When the ability can not meet the needs of the work, it is necessary to carry out training.
Second, the analysis of the elements of the training program The training program is an organic combination of training objectives, training contents, trainers, training targets, training date and time, training places and equipment, and training methods.
On the basis of training demand analysis, it is necessary to make a concrete analysis of each component of the training plan.
(1) The determination of the training objectives will provide a clear direction for the training plan.
With the training goal, we can determine the specific content such as training object, content, time, teachers and methods, and evaluate the effect against this goal after training.
After the overall training goal is determined, the training goal will be refined and become the specific goal at all levels.
The more specific the goal, the stronger the maneuverability, and the more conducive to the realization of the overall goal.
(II) Selection of training contents Generally speaking, training contents include three levels, namely knowledge training, skill training and quality training.
Knowledge training is the first level of enterprise training.
Employees can acquire corresponding knowledge by listening to lectures or reading books.
Knowledge training is conducive to understanding concepts and enhancing adaptability to the new environment.
Skills training is the second level in enterprise training.
Recruiting new employees, adopting new equipment and introducing new technologies all require skills training, because abstract knowledge training cannot adapt to specific operations immediately.
Quality training is the highest level of enterprise training.
High-quality employees will learn effectively and actively to achieve their goals even if they lack knowledge and skills in a short time.
What level of training content to choose is determined by the specific situation of different students.
Generally speaking, managers prefer knowledge training and quality training, while employees prefer knowledge training and skills training.
(III) Determination of training instructors Training resources can be divided into internal resources and external resources.
Internal resources include enterprise leaders and employees with special knowledge and skills, while external resources refer to professional trainers, public seminars or academic lectures.
External resources and internal resources have their own advantages and disadvantages, which should be determined according to the training demand analysis and training content.
(IV) Determination of training objects According to training needs and training contents, training objects can be determined.
Pre-job training is to introduce new employees to corporate rules and regulations, corporate culture, job responsibilities and other content, so that they can quickly adapt to the environment.
On-the-job training or off-the-job training can be provided for employees who are about to change jobs or can't adapt to their current positions.