Enterprise trainers must pay close attention to all kinds of problems existing in training, take out the main problems and solve them seriously, so as to ensure the by going up one flight of stairs of training. This paper mainly analyzes the main problems existing in enterprise training and their countermeasures.
First, the main problems in enterprise training work
1) The company pays insufficient attention to training or has a one-sided understanding.
In companies in China, we can often find such phenomena: on the one hand, operators shout how important it is to train employees; On the other hand, training is put in a secondary position. However, there are still many departments in the enterprise that employee training is only the work of the human resources department and has nothing to do with their own departments. Some companies are always worried that employees will leave after receiving training, or department heads are worried that their subordinates will catch up with them and their status will be threatened. In company training, management and old employees always use the excuse of being rich in experience and busy with work as an excuse not to participate in training and so on. Enterprise training is always delayed, often on weekends or after work. Obviously, the importance of training is often hung in the slogan in enterprises, and it has not become a really effective assistant and tool for company operation in concept.
Without exception, western developed countries attach great importance to the training of enterprise personnel. The former Federal Republic of Germany called vocational education a "secret weapon" for its economic development. German Chancellor Kohl said: "As a country that lacks raw materials like Germany, well-trained skilled workers are our most precious wealth and the guarantee of economic stability."
2) Lack of comprehensive training demand analysis and systematic training course content.
I once saw a workshop operator of a company attend a management course training, and the course cost was quite high. This is training for training. Without analyzing the training needs, the result can only be that the staff evaluation teacher speaks very well, which has no guiding significance for the actual work of employees. There are also many times when the training is due to the company's problems, and the management hastily decides to start the company's employee training. The training content always puts forward some seemingly most urgent needs around the corresponding problems. In fact, this is a very passive model, a typical problem-driven model, which needs training. Few managers calmly consider: what does the company need to train, and why every training is only an afterthought? This is the first manifestation of the lack of systematicness in content; Another performance is that the overall planning and organization of training is rather chaotic, which can not effectively systematize the training content and make it clear at a glance. The main reason is the lack of hierarchical decomposition and reasonable organization.
3) Lack of knowledge management awareness and effective mechanism
(1) (knowledge management (1) has been widely understood and introduced, and some enterprises have also set up relevant formal posts, such as knowledge manager (knowledge supervisor). However, many managers have not really established the awareness of knowledge management, and enterprises have not established the corresponding knowledge management mechanism (that is, transforming tacit knowledge into explicit knowledge, that is, transforming fragmentary information or immature and unsystematic experience stored in employees' minds into systematic, mature and operable knowledge and working methods), which has always been in the risk of "knowledge and experience follow people".
4) The responsibilities of relevant personnel in enterprise training are unclear, which leads to poor cooperation and low efficiency.
When many people talk about company training, once there are problems related to knowledge and experience, the first thing that comes to mind is the training director of the human resources department or the training department. Obviously, this concept is quite representative in the company. But from another point of view, neither the employees of the training department nor the training director are willing to ask for the knowledge and experience of other departments with higher requirements. Therefore, the human resources department, the training department and the corresponding production departments and functional departments need to clearly define each other's responsibilities and roles in order to effectively improve the training efficiency.
5) The training methods are not in place and the training courses are inefficient.
A considerable number of company trainers despise the course organization process and course preparation, thinking that training can be done as long as there is course content, and the work can be completed as long as the corresponding course content is provided to the students; Another outstanding performance is that the training method is single and the training effect is not good. Enterprise training adopts the simplest classroom teaching, which is single
Pure theoretical indoctrination. The reason is that the training organizers lack professional knowledge about training and know little about the content of training. Many trainers are also accustomed to pure theoretical teaching and are not skilled in modern teaching means and methods, so the training is out of touch with reality and the training efficiency is low.
6) The training system is not standardized, and the supervision and assessment management is not in place, which affects the training function.
Training system is of great significance to the integrity of training system and the continuity of training effect. There are three main manifestations. First, the training itself has no good plan, is too casual, has no special training management system, lacks corresponding training norms and training guidance materials, and even the trainers are temporarily selected. Once you meet other activities of the enterprise, the first thing to give way is training. Secondly, there is a lack of systematic training system to ensure the sustainability of training. The training course mainly depends on a trainer, which is similar to the fact that the market tends to rely on some big customer sales staff. This often happens in many enterprises. After a trainer leaves, a course of a certain system may not start and continue normally; Third, the training system is not perfect. Without a standardized system, there will be no standardized training. A large number of enterprises have not formed a standardized training system in the training process, such as training methods, training assessment methods, follow-up evaluation and other systems are often ignored by enterprises. Once some enterprises start training, few people ask questions, and some don't even take exams, and there are no rewards and punishments.
Second, the corresponding solutions to the problems in enterprise training
If there are problems, we must find reasonable countermeasures to solve them. Can consider from the following aspects to solve.
1) Implement the concept of "management is training, and training is management" from top to bottom in enterprises ②. I once came into contact with an enterprise, Credit Building Department Store Group, and their training was very good, mainly because all employees realized the real importance of training. Another point of the management concept is to "turn 80% orders into training". Training is a win-win investment, that is, training not only increases the efficiency and value of enterprise output by improving employees' consciousness, enthusiasm and creativity, but also improves employees' quality and ability to benefit employees. So some people say that training is the best gift for employees. As an investment, the return of training can also be measured, and the evaluation of training effect will provide a basis for measuring the value of training. Secondly, training is a management tool. Training not only creates conditions for management, but also is a means of management, that is, training stimulates employees' enthusiasm and enthusiasm by meeting their high-level spiritual and cultural needs. At the same time, enterprises should take training as an opportunity and way to manage and complete tasks.
Implement training methods and means around the tasks and objectives of enterprises, communicate with superiors and subordinates through training, grasp the progress of work, reach mutual understanding and support, and continuously improve work performance.
2) Seriously analyze the training needs of enterprises, and effectively combine the needs of enterprises with the corresponding training income analysis.
Training demand analysis is a necessary means to ensure the corresponding effectiveness of enterprise training. Scientific training demand analysis can make an objective evaluation from the perspectives of the overall interests of enterprise development, departmental interests and the specific situation of employees, and provide corresponding suggestions to enterprises according to the corresponding actual evaluation results. Enterprises must adhere to an objective and fair attitude of seeking truth from facts when applying demand analysis. For the large and small things that happen in enterprises, it is necessary to prescribe the right medicine, which belongs to the problem of enterprise management, and the corresponding managers will undertake to solve it. If there are some universal bad phenomena due to insufficient internal training, enterprises must establish targeted training as soon as possible to solve them.
The analysis of enterprise training income is an important means to solve the enterprise's view on the importance of training. At present, the training departments of many enterprises only complain when other departments can't provide effective cooperation, complaining that other departments don't know enough about the importance of training. But let's imagine, if you are in a hurry and suddenly ask you to take a day or two to attend a course whose meaning is not clear to the trainers themselves, can the trainees be enthusiastic? Therefore, if other participants want to realize its importance, the first task is to reach an understanding with each other, and the premise of reaching this understanding is to provide convincing analysis. Therefore, we think that the training benefit analysis is the beginning of the most important knowledge achievement tool.
3) Effectively integrate all kinds of knowledge, information and experience of enterprises in management.
Training managers must help enterprises organize all kinds of information and experience in a planned way in practical work. For example, the Credit Construction Department Store Group mentioned above requires employees to submit valuable cases of their own or other employees in learning commodity knowledge and receiving customers every month, and publish outstanding cases in the monthly magazine, and give employees certain rewards as a way to collect training materials. Every six months, people with the best performance, such as star-rated shopping guides, will gather together, write special cases according to their own excellent cases, and then discuss cases with trainers, which will help enterprises effectively sort out effective working methods and ideas while achieving good training results, greatly enriching the "knowledge base" of word-of-mouth construction.
4) Training must obey the changes of external environment and enterprise strategy.
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This strategy mainly emphasizes the dynamic nature of training; It mainly emphasizes that enterprise trainers must pay attention to the changes of the company's business environment, the development stage of the whole company and the changes of business strategy. The purpose of human resources work, including training, is to serve the enterprise strategy more effectively. Based on this, as a trainer, we must closely follow the thinking of management, understand the operation of the company, pay attention to the major changes of the company, and provide timely support for effective courses. For example, when the development of an enterprise changes from the initial stage to the rapid growth stage, the company's strategy will change from a typical cost-saving human strategy to a rapid expansion strategy. At this time, the company's top decision-making and strategic management departments are often the first to understand and understand this change, but the company's middle and senior management often adopt the past thinking mode for management and operation. At this time, as a training management department, it is necessary to gain insight into this opportunity, communicate with senior managers in time, and establish corresponding communication courses or standardized courses to help decision makers quickly promote this change and promote the development process of the company. Therefore, as a human resource trainer, it is often said that "you don't understand business and can't do human resources well", which is actually very pertinent.
5) Use project management as an operation method to effectively define the role in training.
Due to the limited knowledge of a certain department in an enterprise, the training work of an enterprise, like many other jobs, has corresponding cross-departmental problems. For cross-departmental problems, we can all adopt the idea of project management as the operation method. Obviously, we can set up corresponding virtual teams at any time according to the needs of training. We need to know who is in charge of the project, who is a team member and who is responsible for what work in the whole project team, so as to effectively solve the phenomenon of kicking the ball between departments. Of course, on the other hand, it is also very necessary to evaluate the necessary human resources policies. For key talents and key personnel, we must regard training as one of our important responsibilities and requirements. For example, in the above-mentioned credit construction department store group, the company system, job responsibilities and performance appraisal items all stipulate the specific training work, methods, effects to be achieved and the influence of the training results on the performance of the above-mentioned personnel by the heads or supervisors of other departments except the human resources department, so that the trainers are more responsible and motivated to do a good job in training. In order to implement the training, it is necessary to assess the management departments or personnel of the training, and assess the students' learning, application and production effect. The assessment results are linked to the students' salaries. The training management departments and personnel should be mentally and materially parallel, so that employees can feel satisfied and enriched psychologically, thus encouraging them to go further.
Enthusiasm to participate in training and learning.
6) Establish a perfect training system, and combine the training system with other human resources work systems to effectively ensure the integrity and continuity of the training work.
From the PDCA principle, training plan, training implementation, training evaluation and improvement are indispensable. Through the establishment of these institutional links, the problems of extensive training organization and insufficient preparation can be effectively avoided, and the normative problems of training can also be effectively solved. For example, for the problem that people leave the corresponding courses, we can refer to the consulting company to establish a dependent curriculum standard system, so that even if people leave, they can leave the corresponding courses in the company.
Of course, another important factor is evaluation. As mentioned above, training must be regarded as one of the assessment responsibilities of key positions, so that doing a good job can be restrained and motivated.
Three. abstract
From the above point of view, the problems we are talking about mainly involve three aspects of training, among which training is not paid enough attention, the content of training courses is not systematic, and training courses must follow the changes of strategy and environment and serve them. These problems mainly belong to the category of what should be trained, which is the premise for us to understand and solve the training problems; Secondly, we should effectively determine the role of relevant personnel in training, and adopt project management methods as guidance. These two aspects aim to pay attention to how to ensure the smooth progress of training, mainly focusing on the problem of "how to train"; The proposal and solution of training system norms mainly solve the problem of continuity of training, with the focus on "how to ensure the effective continuation of this training system". With the rapid development of science and technology, the products and services of enterprises have the characteristics of science and technology and diversification. Although high technology can be used to provide diversified products and services to satisfy customers, employees need better listening awareness and communication skills with customers than before. In the high-tech era, interpersonal skills (such as negotiation and conflict management) and problem-solving skills are much more important than the physical fitness, coordination ability and good operational skills required for many productive and service jobs in the past. The improvement of these skills or abilities is inseparable from effective training.
Note: ① Knowledge management (KM) is a new way for enterprises to enjoy explicit knowledge and tacit knowledge, and KM is to use collective wisdom to improve the adaptability and innovation ability of enterprises. knowledge
Management includes several aspects: establishing knowledge base; Promote knowledge exchange among employees; Establish an internal environment that respects knowledge; Manage knowledge as an asset.