What is the basis of employee training in human resource management?

The purpose of studying human resource management is to effectively utilize relevant human resources inside and outside the organization through recruitment, training and salary under the guidance of economics and humanism, so as to meet the needs of the current and future development of the organization and ensure the maximization of organizational goals and the development of members.

The more detailed the content of employee training, the better!

For enterprises, training is essentially a systematic intellectual investment, and its functions are mainly reflected in: training is conducive to improving the overall quality of employees and promoting the long-term development of enterprises; Training helps enterprises to enhance their adaptability to the external environment; Training can improve the ability of enterprise's own reform and innovation; Training is an important means for enterprises to attract, train and retain talents. For individuals, training is employees. Starting with the concept of employee training, this paper analyzes the needs of employee training, discusses the design of employee training effect evaluation method, optimizes the design process of employee training effect evaluation, obtains the improvement strategy of employee training, summarizes the influencing factors of employee training effect evaluation design, and uses scientific design scheme to effectively provide theoretical basis for employee training.

First, the concept of employee training

Training is the planned implementation of activities by enterprises that help to improve employees' learning and work-related abilities. These competencies include knowledge, skills or behaviors that play a key role in job performance. Enterprise human resources training refers to various forms of education and training activities carried out by enterprises to improve their knowledge, skills and common sense in political theory, rules and regulations, laws and regulations according to the needs of their own production, operation and development. , so as to change the work attitude, work behavior and values of enterprise employees, make their work performance meet the requirements of the organization in their current or future jobs, and give full play to their greatest potential to improve their work performance. With the change and development of production and business activities, the limitations of people's knowledge level and ability are always challenged by practical work. With the acceleration of knowledge updating, in many cases, it is often difficult for people to effectively play their respective professional roles. In order to ensure that Chinese enterprises always maintain the advantages of human resources and improve management efficiency in the fierce market competition, it is very necessary to train employees.

Second, the analysis of employee training needs

In the process of enterprise training, training demand analysis is the basis of designing training scheme and establishing evaluation model. Training research shows that enterprise organizations can generally analyze their needs from three aspects: organization, task and individual.

From an organizational point of view, we can usually understand the skills needed to achieve corporate goals, the supply and demand of corporate human resources, competitors and so on.

From the perspective of work tasks, it is necessary to determine which tasks are important and which belong to the knowledge, skills and behaviors that must be emphasized in the training process.

In job analysis, investigators must understand the knowledge, skills and abilities needed to do a good job. Knowledge can generally be divided into two categories: declarative knowledge and procedural knowledge. Declarative knowledge is information about facts; Procedural knowledge refers to the knowledge about skills and problem-solving process. Skill refers to the ability to do a good job correctly and freely, but it is actually a psychological ability. In the process of enterprise practice, it is mainly related to work performance standards. Ability refers to the cognitive ability necessary to do a good job. The formation of ability is based on knowledge.

In the process of demand analysis, if the analyst has already understood the knowledge, skills and abilities needed to do a good job and what major tasks this job involves, then he can combine them to investigate, seek the internal relationship between them, and design training programs accordingly. In the actual situation, it is particularly meaningful to find the corresponding relationship between the task requirements and the knowledge, skills and abilities needed to perform the task.

If needs assessment is conducted from a personal perspective, analysts should pay attention to the following two questions: Who needs training in the enterprise? What kind of training do they need? Performance evaluation practice and feedback mechanism in enterprises can help analysts understand which employees in enterprises need training and what kind of training they need. In addition, we can understand the training needs from the perspective of studying employees' learning motivation. There are many methods to investigate training needs, such as observation, questionnaire survey, interview, reading technical manuals and records, and visiting specialized project experts. Due to the increasingly fierce competition, many companies learn from their competitors' training models and formulate training types suitable for their own work development.

Third, the process optimization design of enterprise employee training effect evaluation

(A) organize student attendance (grade data archiving)

Count the number of participants and their reasons, analyze the results of the number of participants and inform their supervisors to establish data files for students who have completed the course. (B) Analysis course evaluation table

Analyzing the evaluation opinions of lecturers and students can give feedback to lecturers on the one hand and serve as a reference for improving curriculum design on the other.

(c) Prepare a report on the implementation of the course.

Comprehensive analysis and review of curriculum planning and implementation, and put forward a comprehensive report.

(4) Visiting students after training

Within two weeks after the end of the training, the participants were interviewed by sampling to track their impression of the training and its applicability.

(5) Application tracking

Within one week after the training, organize the essence of the course and inform the immediate supervisor of each student, so that the supervisor can track the application of the students after the training.

(6) hold a curriculum review meeting

A comprehensive review of the opinion statistics of relevant personnel in curriculum planning, implementation and tracking is made to facilitate action and future improvement.

Fourth, the enterprise staff training improvement strategy

The improvement of enterprise employee training is to track, summarize and improve the training work. The process of training improvement is as follows:

(a) Follow up the action plan after training.

Follow up the implementation effect of the action plan promised by the trainees during the training, and give assistance and feedback.

(2) Track and coordinate the improvement actions of the unit.

In the training, it is helpful to put forward improvement suggestions and action plans that need the cooperation of relevant units, and track and master the situation.

(3) Sampling and visiting the direct supervisor

Sampling interviews with supervisors' opinions and positive suggestions will help to improve the quality of training.

(d) Recommendations to senior managers

According to the attitude and opinions of the students, put forward suggestions for improvement to the superior units.

(5) Arrangement of seminar materials

If the seminar materials are effectively sorted out and widely disseminated, or used as self-study teaching materials, it will be convenient to extend the training effect.

Five, enterprise staff training project evaluation design factors

The effect evaluation and feedback of training can not be ignored. On the one hand, the effectiveness evaluation of training is a test of learning effect, on the other hand, it is a summary of training work. What kind of design to choose depends on several factors. In most cases, one of the factors that determine the appropriate design is whether appropriate data can be obtained to evaluate the training results of human resource development. The second factor is the realistic consideration of the working environment. The more complex the evaluation design is, the higher the cost of implementing the evaluation (the greater the effect). In addition, we should also consider the acquisition of control group, the difficulty of random sampling and the influence of other factors besides learning. If the design is not ideal, then the professionals of human resources development should master how to balance when making a choice.

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What does the employee training system include?

1. The framework includes the following contents:

Training management system, training course system and training implementation system.

2. The breakdown of training management reminders is as follows:

Including training system, training policy, manager's training responsibility management, training information collection, feedback and management, training evaluation system, training budget and expense management, training and performance appraisal management and a series of training-related systems.

3. The training course system is subdivided as follows:

Establish and improve a series of training courses with enterprise characteristics, including corporate culture training, induction training, on-the-job training, professional knowledge and technical training, marketing training, management and leadership skills training.

4. The training implementation system is subdivided as follows:

Ensure the implementation of the company's training system, and reflect the training value through the effective organization, implementation, follow-up, evaluation, improvement and improvement of training activities.

(3) The basis for determining employee training content is extended reading:

Establishing and perfecting an effective enterprise training system is the core task of training management. The criterion to judge whether the training system is effective is whether the training system provides the best human resources for improving the competitiveness of enterprises and realizing the strategic objectives of enterprises. An effective training system should have the following characteristics:

(1) enterprise strategic orientation. Enterprise training system is rooted in enterprise development strategy and human resources strategy system. Only according to their own strategic planning, combined with their own human resources development strategy, can enterprises tailor an efficient training system in line with their own sustainable development.

(2) Focus on the core needs of enterprises. An effective training system is not a stopgap "fire-fighting project", but to dig deep into the core needs of enterprises, predict the demand for human capital according to the strategic development goals of enterprises, and cultivate and reserve talents for the needs of enterprises in advance.

(3) Fully consider the needs of employees' self-development. According to Maslow's hierarchy of needs theory, people's needs are various, and the highest needs of people are self-development and self-realization. Receiving education and training according to one's own needs is the affirmation and satisfaction of self-development needs.

The ultimate goal of training is to serve the development strategy of the enterprise, and at the same time, it should be combined with the personal career development of employees to realize the matching of employee quality and enterprise management strategy.

This system brings the personal development of employees into the track of enterprise development, so that employees can serve the enterprise and promote the strategic goals of the enterprise, and at the same time, according to the clear career development goals, through participating in the corresponding level of training, realize personal development and obtain personal achievements.

In addition, the fierce competition in the talent market also makes employees realize that constantly improving their skills and abilities is the foundation of standing on the society. An effective training system should affirm the legitimacy of this demand and give reasonable guidance.

What are the contents of employee training?

At the beginning of new employees' employment, they often don't know much about the nature and responsibilities of their jobs. Therefore, it is necessary to train new employees on job responsibilities and how to carry out their work. The training of new employees should include four aspects: will training, cognitive training, vocational training and skill training. Details are as follows:

First, will training.

The form of will training is mainly military training, which aims to cultivate new people's hard-working spirit, simple and frugal style and team cooperation consciousness. The length of military training needs to be determined according to the actual situation of the enterprise, but at least one week and at most one month is appropriate. There is too little time, and the new employee is over before he enters the state. Too long time will cause employees' boredom, and the cost of enterprises will increase greatly.

Second, cognitive training.

Cognitive training mainly includes the general situation of the enterprise, the introduction of the main managers of the enterprise, the enterprise system, the employee code, and the promotion of corporate culture. The learning method is centralized training, and lectures are given by company managers and human resources departments. Cognitive training is mainly to help new employees understand the enterprise comprehensively and accurately, so as to find their own position in the enterprise as soon as possible. The cognitive training lasts for 2 days. It is recommended to add 1 day to lead new employees to visit the company's factories or representative places and arrange discussions and exchanges. After the cognitive training, cognitive tests must be conducted to strengthen employees' memory and understanding of the basic knowledge of the enterprise.

Third, vocational training.

Vocational training is to make new employees, especially students who have just left school, complete the role transformation and become a professional employee. Its contents mainly include: social etiquette, interpersonal relationship, communication and negotiation, scientific working methods, career planning, stress management and emotional control, teamwork skills, etc. The training mode is centralized training, and lecturers can conduct it internally and externally according to the actual situation of the enterprise. It should be noted that the forms of vocational training must be diversified, and it is not appropriate to use preaching, but to use interactive methods as far as possible, so that new employees can understand what they have learned in the process of interaction, so that they can use it freely in their future work.

Fourth, skills training.

Skills training is mainly based on the professional skills training of new employees who are about to take up their posts. Nowadays, the "tutorial system" of many enterprises is one of the manifestations of skill training. There are two training modes for skills training: one is centralized training, that is, training new employees with the same or similar job skills requirements, which can expand the spread of skills and save training costs, but communication is difficult to go deep, and centralized training is only suitable for a certain number of people; One is decentralized training, that is, skilled old employees guide new people in corresponding positions and determine the guidance responsibility system. An old employee can coach one or more new employees. However, in practical work, these two training modes are often combined to better carry out skills training.

Finally, the training content and training time of new employees must be set according to their characteristics. In many enterprises, it is particularly alarming that the training of new employees in many enterprises often ends as soon as new employees take up their posts. However, in fact, from the new employee's employment to 1-2 years later, this period is the rapid adaptation and growth period of new employees, which requires the support and guidance of enterprises from different angles, so that employees can make faster progress and better development, and also make greater benefit contributions to enterprises.

What are the contents of employee training?

The training of new employees should include four courses: will training, cognitive training, vocational training and skill training.

Will training

The form of will training is mainly military training, which aims to cultivate new people's hard-working spirit, simple and frugal style and team cooperation consciousness.

The length of military training needs to be determined according to the actual situation of the enterprise, but at least one week and at most one month is appropriate. There is too little time, and the new employee is over before he enters the state. Too long time will cause employees' boredom, and the cost of enterprises will increase greatly.

During military training, it is suggested that it should not be used for military training at night, but should be used for various activities to enrich life and dilute the boring feeling of military training. For example, speech contests, debate contests and small get-togethers can be held in combination with the actual situation of enterprises, which can not only strengthen the familiar communication between new employees, but also discover some outstanding talents for enterprises.

Cognitive training

Cognitive training mainly includes the general situation of the enterprise, the introduction of the main managers of the enterprise, the enterprise system, the employee code, and the promotion of corporate culture. The learning method is centralized training, and lectures are given by company managers and human resources departments. Cognitive training is mainly to help new employees understand the enterprise comprehensively and accurately, so as to find their own position in the enterprise as soon as possible.

The cognitive training lasts for 2 days. It is recommended to add 1 day to lead new employees to visit the company's factories or representative places and arrange discussions and exchanges. After the cognitive training, cognitive tests must be conducted to strengthen employees' memory and understanding of the basic knowledge of the enterprise.

Vocational training

Vocational training is to make new employees, especially students who have just left school, complete the role transformation and become a professional employee. Its contents mainly include: social etiquette, interpersonal relationship, communication and negotiation, scientific working methods, career planning, stress management and emotional control, teamwork skills, etc. The training mode is centralized training, and lecturers can conduct it internally and externally according to the actual situation of the enterprise.

It should be noted that the forms of vocational training must be diversified, and it is not appropriate to use preaching, but to use interactive methods as far as possible, so that new employees can understand what they have learned in the process of interaction, so that they can use it freely in their future work. Of course, the assessment can still be carried out at the end of vocational training, and it is recommended to adopt an open assessment method, such as examination paper or scenario simulation.

Skills training

Skills training is mainly based on the professional skills training of new employees who are about to take up their posts. Nowadays, the "tutorial system" of many enterprises is one of the manifestations of skill training.

Personally, there are two training modes for skills training: one is centralized training, that is, training new employees with the same or similar job skills requirements together can expand the spread of skills and save training costs, but communication is difficult to go deep, and centralized training is only suitable for a certain number of people; One is decentralized training, that is, skilled old employees guide new people in corresponding positions and determine the guidance responsibility system. An old employee can coach one or more new employees. But in practical work, we often combine these two training modes to make skills training better.

Staff training management methods generally include several parts.

1. Training purpose

2. Determination of training objects

3. Training plan and management

4. Determination of training methods

5. Training content

6. Training instructors

7. Training materials, training facilities and equipment

8. Training funds and training files

9. Training discipline

10. Implementation of training programs

1 1. Evaluate and summarize the training effect.

12. Prize

What does the training program include?

Taking the employee training scheme as an example, a complete employee training scheme is to further design and arrange the organic combination of training content, training resources, training targets, training time, training methods, training places and training materials and equipment after determining the training objectives.

(1) Determine the training objectives:

Determining 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.

(2) Selection of training content

Generally speaking, the training content includes 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.

(3) the determination of training resources

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.

(4) the determination of the training object:

According to the training needs and training content, determine the training objectives. 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.

(5) Selection of training date:

Usually, there are four situations that require training: new employees join the enterprise, employees are about to be promoted or rotated, and changes in the environment require constant training of old employees to meet the needs of development.

(6) Selection of training methods:

There are many methods of enterprise training, such as lectures, demonstrations, case studies, discussions, audio-visual and role-playing. Various training methods have their own advantages and disadvantages. In order to improve the quality of training and achieve the purpose of training, it is often necessary to combine various methods and use them flexibly.

(7) Selection of training places and equipment:

Training places include classrooms, conference rooms and workplaces. If skills training is the content, the most suitable place is the job site. Due to the particularity of the training content, many work equipment can not be put into the classroom or conference room. Training equipment includes teaching materials, models, slide projectors, etc. Different training contents and methods ultimately determine the training places and equipment.

In a word, employee training is an organic combination of training objectives, training contents, training resources, training targets, training dates, training methods, training places and equipment. Enterprises should make a systematic training plan based on the actual situation and training objectives.

What principles does the company use to select effective trainers when formulating employee training plans?

First, the overall goal of employee training plan

1. Strengthen the training of company managers, improve their comprehensive quality, improve their knowledge structure, and enhance their comprehensive management ability, innovation ability and execution ability.

2. Strengthen the training of the company's professional and technical personnel, improve the level of technical theory and professional skills, and enhance the ability of scientific research and development, technological innovation and technological transformation.

3. Strengthen the technical level training of the company's operators, constantly improve their business level and operational skills, and enhance their ability to strictly perform their duties.

4. Strengthen the training of new employees in the company, so that new employees can have an all-round understanding of the company before joining the company, clarify their job responsibilities, tasks and goals, enter the post role as soon as possible, adapt to the work groups and norms, and form a positive attitude.

Second, the principles and requirements of employee training plan

1, adhere to the principle of teaching according to needs and stressing practical results. According to the needs of the company's reform and development and the diversified training needs of employees, we will carry out training with rich content and flexible forms at different levels to enhance the pertinence and effectiveness of the education and training plan and ensure the training quality.

2, adhere to the principle of independent training, supplemented by outsourcing training. Integrate training resources, establish and improve the training network with the company training center as the main training base and the surrounding colleges as the outsourcing training base, do basic training and routine training with independent training as the main training, and do relevant professional training through the outsourcing base.

3. Adhere to the principles of training personnel, training content and training time.

Three. Contents and methods of employee training plan

(A) the management of cadres

1, management practice training. 2. Strengthen the training of project managers (builders). 3. Broaden your horizons, broaden your thinking, master information and learn from experience.

(2) Professional and technical personnel

1, cultivate innovation ability and improve research and development level. 2, organize professional and technical personnel to learn from advanced enterprises in the same industry, learn advanced experience, broaden their horizons.

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