1. Do a good job in training demand analysis.

Effective enterprise training requires a good analysis of training needs in advance. Training demand analysis is the first link of training activities, the premise of determining training objectives and designing training programs, and the basis of training evaluation. Enterprises can use a variety of technologies and methods to analyze training needs, which can be carried out from the following three aspects through data research, questionnaire survey, face-to-face interview and employee application:

Why do you need to train? What is the correlation between training and enterprise welfare and employee career development?

What kind of training do we need and what do we need to train? Is it professional knowledge training or skill quality training? What kind of training do new employees need? What kind of training do old employees need? Wait a minute.

What are the special requirements for the organization and implementation of training? Understand the information of employees about training institutions from the aspects of training methods, training time, training place, training materials and training lecturers.

2. Try to set measurable training goals.

The success of training depends on whether measurable training objectives are established. For example, you can set a training goal for a new salesperson: "Show the ability to introduce each product function in your department within two weeks". This index can be used as a standard to measure whether employees have mastered what they should have mastered after training. Similar criteria include:

Increased workload caused by training, such as product processing speed and document processing speed per hour.

Improvement of work quality after training, such as monetary cost of rework, waste loss or quantity error.

Improve the timeliness of work after training, such as meeting the time schedule requirements or submitting financial reports on time.

Cost savings brought by training, such as high budget, sales expenses or recession costs.

3. Set up a set of rigid training assessment index system.

Any system without evaluation is useless. The number of training participants, training test scores, classroom performance and graduation certificate can be used as assessment indicators.

You can also combine the assessment results with salary increase, promotion, certificate appointment and elimination of the last place, so that the assessment has real significance. Only in this way can we improve the enthusiasm of employees, urge employees to take training seriously and make training get twice the result with half the effort.

4. Interaction should be realized in training.

In the process of training, the key check personnel's satisfaction with the training content and methods. Through questionnaire survey or information feedback card (semi-open is better), we can know employees' opinions and suggestions on training in time, understand the correlation between training content and practical problems, and whether the difficulty of training content is appropriate. Knowing this information, you can communicate with training institutions or trainers to avoid the useless or "indigestion" of employees.

5. Pay attention to the value of training.

Enterprises should provide employees with opportunities to reflect the value of training. "Rationalization suggestion" is a widely used method, which can also allow trained employees to train employees who have not participated in training. For example, Lucent sent a manager to attend the training, but when he came back, he was asked to train other people in his department. This raises the requirements for students, but it also gives him an opportunity to reflect the training value. He should think that I should not only learn, but also teach others. He will do it seriously and the effect will be good.