(a) Training courses for internal trainers are often highly targeted.
Generally speaking, internal trainers have long working years and rich working experience in enterprises, and have a deeper understanding and grasp of the internal operation and external business environment of enterprises. In the process of knowledge teaching and case analysis, internal trainers often give targeted guidance and solutions according to the actual situation of enterprises, thus helping listeners to quickly apply relevant knowledge and skills to practical work.
(B) Internal trainer training courses are often very flexible.
Because the internal trainers are employees of the enterprise itself, the enterprise has strong flexibility in setting training time, mastering training frequency and adjusting training content and methods, thus ensuring the flexibility of training courses and avoiding the impact on the production and operation of the enterprise.
(C) The development of internal trainer system makes the training system of enterprises more sustainable.
Generally speaking, the training courses of external trainers are theoretical lectures aimed at a certain problem, which cannot be accumulated and sublimated continuously, and it is difficult to have a long-term impact on enterprises. The training courses of internal trainers can be continuously revised and deepened in the teaching process according to the feedback of employees, so as to achieve the best results. For some high-tech enterprises with high technology content, the process of teaching by internal trainers is also the process of accumulation and sublimation of existing knowledge of enterprises. In the long run, it has far-reaching significance for the protection and upgrading of intellectual property rights of enterprises.
On the other hand, it is undeniable that internal trainers may have some shortcomings, which hinder the realization of training effect. Generally speaking, there is a certain gap between internal trainers and external trainers with rich training experience in mastering training skills and embodying training style. More importantly, the internal trainer focuses on the practice and research of this major, and it is impossible to have a deeper study and mastery of related majors and cutting-edge knowledge. However, these problems can be avoided by effectively selecting and training internal trainers. Therefore, in the process of building enterprise training system, human resource managers must not ignore the construction of internal trainers, but need to strengthen the selection, training, assessment and encouragement of internal trainers to effectively implement the system.