1, cultivate enterprise ethics

At present, a lot of training has begun to go to a misunderstanding, and students have not learned substantive knowledge because of excessive pursuit of classroom atmosphere. The purpose of participating in the training is to learn that they can change or improve their bad habits, learn advanced or practical management tools and improve their business skills. In order to improve the professionalism and skill of the marketing team, an advertising company specially spent a large sum of money to let the outsourcing training company hire a "sales coach" who claimed to have a brilliant record to train its marketing staff. The classroom atmosphere is very good. The "sales coach" boasted about his experience, and the students listened with relish, but he said nothing about the quality improvement and sales skills of marketers. The effect of such training can be imagined. What is even more unacceptable is that this so-called "sales coach" has never worked since he graduated from graduate school and has no work experience at all. He is a typical armchair strategist. This training institution is a failure!

As a training enterprise, the most important thing is to let students learn something, instead of thinking about the excitement in class and moving back after listening.

2. Lecturer: The most important thing.

For a training company, it costs a lot to raise lecturers, so many training companies only have marketing teams and no core lecturers. If the training company does not have its own professional consultants, it is absolutely impossible to choose and there is no guarantee. And those training companies with professional consultants constantly hone the courses of lecturers, rather than relying on lecturers to ponder. With the cooperation of the training company, the risk of the course is less and the quality of the course can be guaranteed to some extent. For them, the lecturer is their signboard and they dare not mess around in the market. These training companies are the first choice for enterprises. There are many "trainers" flying around the market, and many of them are "flickering". As the concrete implementer and developer of training, the importance of lecturers can not be ignored. Enterprises should have a comprehensive evaluation of their lecturers when choosing training companies.

Lecturers are divided into two groups: one is academic, and these lecturers are generally researchers in related fields in colleges and universities. They have considerable attainments in theory, rich theoretical knowledge, clear lectures, extensive quotations and wonderful cited cases. However, it is difficult to come up with targeted and operable countermeasures and programs for various problems existing in enterprises because they have not worked in middle and high levels of enterprises and lack practical experience. The theories and methods learned by trained employees are difficult to be applied to the work of this position, and the effect is relatively poor, and the popularity is gradually decreasing. Second, the actual combat school, such lecturers often have many years of actual combat background in related fields, and can sum up specific experience from actual combat. A good training should take into account the strength of colleges and universities and actual combat. A good lecturer is a scarce resource. If a training company has such a strong lecturer to lead, its training strength should not be underestimated.

3. The major of the training company: professional or public.

An excellent consulting company should be very aware of its professionalism, such as McKinsey, which specializes in strategic consulting for large enterprises and has been focusing on strategic consulting for more than 60 years. If a consulting company can do everything, it has to make people doubt its strength. However, when some companies choose training institutions, they will have the idea that it is better to save themselves trouble and give human resources, sales and finance to a company, which is also convenient for contact and communication. I don't agree with this practice. If there is, the premise is that the company has relevant capabilities and strengths in various fields, but such training companies are rare. From a professional point of view, the best way is to choose a professional training consulting company in the corresponding field.

4. Rational use of internal training and open classes.

Many small companies basically have no internal training, and many large companies basically do not participate in open classes. Internal training and open classes have their own advantages and disadvantages. Advantages of internal training: specific training can be carried out according to the situation of one's own enterprise, and it can be integrated into one's own corporate culture and ideas, which is suitable for solving the common problems of an enterprise and regular training every year. The disadvantage is that there is no way to suit everyone, because everyone's needs and shortcomings are different, and everyone's development is different. So open classes can solve this problem. There are also some industries, such as: sales is a mobile job, which is not suitable for internal training. Everyone has different skills defects, which can be supplemented by open classes. Open classes can also make friends from all walks of life, and often participants will have prospective customers.

Experts believe that in terms of time, "internal training" may be more flexible and can be formulated according to the needs of the company, while "external training" is relatively limited; In terms of curriculum, the course of "internal training" is tailored, while the course of "external training" is more universal; In terms of investment, "external training" is generally higher than "internal training", while the internal training tailored by enterprises includes preliminary research, training and post-follow-up.

5. The cost of training

Choosing different companies will have different prices, which are cheap at home and expensive abroad. A good training company, because of the large number of lecturers, contact with many enterprises, relatively rich experience of lecturers, the stability of course quality is guaranteed. The author has contacted at least 200 lecturers. To tell the truth, the lecturer's teaching level is completely practiced, and all trainers are eloquent. Regarding the price of training, a training manager once said, "The quality of lectures given by high-priced companies may not be much higher than that of low-priced companies, but one thing is that it is lucky to speak well in low-priced training, and it is unlucky to speak poorly. But the high-priced training company is not much worse anyway. So now I have a tendency to choose more expensive things and better brands. Money is a small matter, but it is a big thing not to take risks with my colleagues' time and energy. "

6. Post-training investigation is also very important.

It is one thing to have a good classroom atmosphere. Training is to achieve a "win-win" goal, and the whole training process is to serve this goal. No matter how good the process is, it is no use failing to achieve the goal. Only investigation has the right to speak. After the training, investigate the opinions of the trainees and feed them back to the training company. Although most training companies promise to help customers maximize the training effect, if there is no specific service process to realize this promise, it is only an advertisement at best.

The service process provided by excellent training companies completely regards training as a small consulting project. Before training institutions customize courses for enterprises, they need to conduct research on enterprises to understand their actual situation and needs. Then through communication, the two sides reached a * * * understanding. The implementation of the whole training should be a process of continuous communication between the two sides, including the communication of training programs and the communication of knowledge and ideas. Finally, follow up the feedback and provide practical suggestions. Most training companies will have questionnaire feedback after the training. The questionnaire of excellent training companies focuses not only on understanding students' feedback on courses, but also on students' gains and enterprises' gains. By analyzing and sorting out students' feedback, we can make suggestions for enterprises.

Through the above six points, you will definitely have clearer ideas and selection criteria in the process of selecting training companies. In short, enterprise training should be based on actual results. Enterprises can choose the most suitable trainer and the best training method by correctly distinguishing the types and methods of training in the market and combining the industry, stage and development strategy of the enterprise.

If you are a person in charge of an enterprise or a personnel manager, your company needs to train several related departments in the new year. When choosing a training company, you can refer to the following factors to measure and choose a suitable training company:

I. Quality and brand

The quality of training consists of several factors: training teachers, on-site interaction, effect and service, and brand. Although the brand plays an important reference role in a certain process, it is not absolute. At the same time, brand also means price. When choosing a training company, enterprises don't have to stick to the superficial factor of brand, except for some excellent brands. In many foreign training companies, the market division is very fine, and some companies are often small in number but very professional and professional.

There is a big company that wants to do training. The human resources department is worried about the quality of training, but at the same time, it should consider training services and funds. Because of the large number of trainees, we chose two training companies: one is a well-known training company and the other is a small and medium-sized training company. In a dilemma, one of the training companies suggested: "Throw stones to ask for directions, divide the first batch of villains into two groups, and each training company will try training once, and take training feedback as a reference for training and selection"; Feedback from a group of trainees who have been trained in that famous training company: the training feels good, because the training company treats everyone equally and the training process is smooth. The feedback from the trainees trained in that general training company shows that the overall training effect is excellent: the reason is that they attach great importance to this training, the training is well prepared and the trainers are excellent. Moreover, there are follow-up training services. The scores of the two training companies are neck and neck, but in the end, they chose the ordinary training company because they not only want the training effect, but also value the training service and training output under the same training effect. Since they are of the same training quality, they are just one of the many training services of that well-known training company, and it is difficult to provide better prices and further services. However, ordinary training companies can provide more competitive prices and better training services. They are more concerned about customers, and training programs occupy a very important share in their company. As long as the customer requests, he will cooperate as appropriate. The whole company is very involved in the whole training, and their support can be exchanged for more training support.

(2) Training courses

Good training depends on curriculum design, which is often composed of several flexible activity modules. The specific needs can be completed by adjusting the modules, and it also depends on the training process and methods. The quality of the standard course depends on its theoretical level and applicability. Secondly, we should understand the product cycle of the course. With the continuous progress of society, the speed of knowledge updating is very fast, so the courses of training companies must be able to keep up with the speed of knowledge updating and have appropriate applicability, and give the latest and best knowledge to enterprises as directly as possible with the help of courses. On the issue of curriculum renewal, the current reality is that quite a few companies, including training companies with international standards, are lagging behind in curriculum renewal. Their courses have reached the end of the product cycle, and the courses that lack vitality and effect are often the same for all customers. The rate of return for enterprises to choose such courses is very low. Knowing the practical performance of products has a great influence on the ultimate goal of enterprise training, so the operability and applicability of the course are very important. Small and medium-sized training companies are often more flexible in this respect. In order to meet the needs of customers, they can usually provide targeted design and adjustment.

(3) Lecturer's articles

As the concrete implementer of training, the lecturer is often the soul of the training course, because it is possible that he is the developer of the course, and his importance can never be ignored. When choosing a training company, enterprises should have a comprehensive evaluation of the lecturer, understand his background, work experience and training experience and resources, and discuss with him the understanding and teaching skills of this training, which will be very conducive to the smooth implementation of the training.

At present, there are two kinds of lecturers: one is academic, and these lecturers are generally employees of colleges and universities, and their theories are quite powerful. Second, the actual combat school, such lecturers often have many years of actual combat background in related fields, and can sum up specific experience from actual combat. A good trainer must have a solid theoretical foundation and rich practical experience. Enterprises often aim at and solve their own actual and complicated situations in training. Tutors should not only help them understand theoretically: "Why do you do this", but also solve practical problems. Teaching is a communication process, and a good lecturer should effectively convey knowledge and concepts to students through appropriate expression skills. It can be said that lecturers with such strength are scarce resources for major training companies. If a training company has such a strong lecturer to lead, its training strength should not be underestimated.

(4) service process

Every enterprise attaches importance to the effect of training, but not every training company attaches importance to the rate of return on training investment. Although most training companies promise to help customers maximize the training effect, if there is no specific service process to realize this promise, it is only an advertisement at best. A training company without a perfect service process can never be said to be an excellent training company. So what kind of process is perfect? First of all, the training needs of different enterprises are very different, which is directly related to the actual situation of enterprises. Before customizing courses for enterprises, what is the significance of customizing courses if we can't really understand the actual situation and needs of enterprises? To have a realistic grasp of the demand, we can only achieve it through a comprehensive investigation of customer enterprises. Therefore, the service that must be provided in the early stage of training is research, which is an important guarantee for targeted training programs. Secondly, through communication, we can finally achieve * * * knowledge. The implementation of the whole training should be a process of continuous communication between the two sides, including the communication of training items, knowledge and ideas. And the result is to achieve the final understanding through the implementation of training. Finally, follow up the feedback and provide practical suggestions. Most training companies will have questionnaire feedback after the training, but the problem is that the purpose to be achieved through feedback is different. A good training company does not pay attention to the students' feedback on the course, but will pay more attention to the students' gains and the enterprises' gains. Through the analysis and arrangement of students' feedback, it provides implementation suggestions for enterprises. And after the training, there will be further counseling courses to review the practical skills involved in the training in stages to help students improve and assist. This kind of effective follow-up training and suggestions really help enterprises maximize the training effect.

(5) Training expenses

Price is a very important component, which can be ignored compared with the risk of training effect. First of all, it depends on whether the training place is inside or outside the company, whether there is transportation fee or examination method for accommodation and catering; Whether trainers are centralized or decentralized, whether they are pure training or have the nature of meeting and leisure. If you are easily disturbed by too many uncertain factors in the company, we suggest that you consider training in an unfamiliar environment, where you need to pay special attention to the cost and time permission. At the same time, we should also consider what services are included in the training fee. Courses of foreign brands are expensive, and domestic courses also have unstable factors that we don't understand, but the most expensive ones are not necessarily the best, the cheapest ones are not necessarily the worst, and the prices are often different. What matters is price added value, training quality, training output ratio, budget limit, number of participants, training period and scale, and who the training target is. Decide to choose a "suitable" training service provider instead of being influenced by too much price, because sometimes the price is not directly proportional to the value, too low price sometimes affects the quality of training and the enthusiasm and service integrity of trainers, and too high price may not be perfect, so you can consider "moderate" and "appropriate" to suit you.

It can be seen that the service process provided by excellent training companies completely operates training as a small consulting project. The company's attitude of being responsible for customers is the second, and more importantly, it embodies the foresight of the training company, grasps the future development trend of the training industry, and operates in advance. If enterprises can cooperate with such training companies, they will certainly benefit a lot.

Choose the right training institution.

First, ask different training institutions for relevant information, including training courses, training institution profiles, fees and so on.

Next, examine the credibility of training institutions. Understand the evaluation of the companies that have received the services of this training institution, and judge whether this institution can provide the services you need.

When choosing, don't hang yourself from a tree. Choose at least three or four training institutions that you think are more suitable for comparison.

It's important to contact the person who has the decision-making power in the training institution, otherwise, you are wasting your time.

Factors that cannot be ignored

In the selection process, you also need to know the following main factors to create conditions for the success of your company's training.

Training materials

Check the information source, copyright and required language level of the institution; Consider the skills, forms and training results targeted by the training plan. Note that ordinary textbooks are not designed for you.

Training lecturer

Who is the speaker? Understand his education, language level, work experience and training experience, and see if he has a training qualification certificate.

timetable

Make a detailed timetable, including when to prepare and translate training materials; When to participate in the evaluation, the time schedule of the training course, and whether there is enough time for after-class summary.

Hardware facilities

Choose a suitable training place and understand all aspects that affect the training effect, including accommodation and transportation.

expense

What kind of contract should I prepare? How flexible is the price? Will it be paid in RMB or US dollars?

Relevant experience

Understand the course type and level of this training institution and how many people have participated in the training; What are their unique experiences in serving a company like yours, or in the courses you choose? Can their courses ultimately affect the performance of your employees?