First, update the training concept.
1. The education and training of employees cannot be "once and for all". In the era of knowledge economy, facing the ever-changing world of technological progress and innovation, and facing the severe challenges of knowledge economy and information society, it is impossible for enterprises to "educate and train employees once and for all", and the era of lifelong benefit from one training no longer exists; Knowledge is updating, technology is progressing and society is developing. In order to adapt to the changes and requirements of the times, enterprises should innovate and develop the education and training of employees, and provide the best training for employees.
2. The education and training of employees should match the career planning. Enterprise training does not exist in isolation. It is an important part of the whole team building in human resources development. For a long time, our training has been formulated by the competent training department, and the subjects and contents of the training are determined. The average student has no choice. However, this extensive planning method does not consider the needs and personality characteristics of the students, and its disadvantages are obvious, which is also the reason why the students are not enthusiastic about participating in the training. Therefore, it is necessary to promote the implementation of all employees' career development plans, help everyone in the organization to formulate personalized career development training plans, and make the career plans match the education and training of employees.
Second, innovative training mode.
1. Combine the organization's training plan with the individual's declaration of training needs, and innovate the training mechanism. Establish a system of self-declaration and self-development of training programs, gradually form an open training mode of "organizational regulation and individual autonomy", realize the transformation of employee education and training from organizational behavior to individual behavior, from micro-management to macro-regulation, from overall planning to guidance and supervision, and establish a training independent selection mechanism combining organizational training plans with individual declaration of training needs.
2. Form three education and training concepts. First, the concept of big education, the education and training of enterprise employees can not be limited to running classes, giving lectures and simply training, but should be organically combined with the daily education of employees and the assessment, selection, management and supervision of employees. The second is the concept of lifelong education. In modern society, we should fully realize the extreme importance of learning and study hard with an open and positive attitude. The information society has turned everyone into a lifelong learner. The third is the concept of collective education, which combines individual training with organizational learning to promote individuals collectively and influence the whole with individuals. Research shows that only by combining individual training and learning with organizational or group learning can we change our behavior and make progress in an environment of * * * learning, mutual inspiration and mutual promotion.
3. Combine on-the-job training with classroom teaching and innovate training forms. Classroom teaching is combined with social investigation, study tour and special discussion; Traditional teaching methods are combined with audio-visual teaching, distance teaching and network teaching; Combine on-the-job training with classroom teaching, innovate the training form and enhance the training effect. In training, we advocate interactive teaching methods, promote mutual communication and positive thinking between teachers and students, remove obstacles and change thinking patterns. At the same time, in education and training, on-the-job training methods such as "enterprise coach" and "job rotation" are strongly advocated to promote the digestion and absorption of teaching content, improve the situation that classroom training is not closely linked with practice, give theory the opportunity to guide practice, and enhance the training effect.
4. Introduce the evaluation mechanism of education and training and innovate the training system. Around the establishment of a new education and training system. Introduce the assessment mechanism, establish and improve the enterprise training system, promote the institutionalization of enterprise training, and gradually incorporate employee education into the whole enterprise system. Realize the regular, institutionalized, standardized and standardized operation of employee education and training, and form a normal operation mechanism of education, training and assessment. Making every employee participate in the training in a targeted manner is conducive to establishing an integrated mechanism of training, assessment, use and treatment.
Third, improve the quality of additional training.
In order to improve the quality of training, enterprise training should gradually realize four changes:
1, from knowledge instillation to ability improvement. With the accumulation of educated knowledge, it is more necessary to improve one's ability. How to transform knowledge into ability is a key issue in current enterprise training. Education and training departments at all levels should actively explore the introduction of new training methods such as case teaching, scenario simulation, outward bound training, investigation and internship, enrich the training content, and gradually change the training from knowledge instillation to ability improvement.
2, from satisfaction to guidance. In the past, the biggest feature of enterprise training was to emphasize meeting the needs of trainees, including meeting the needs of enterprises, and whether the needs were met was often evaluated as an important indicator to measure the training effect. This is undoubtedly correct. However, the social economy is changing rapidly, and it is far behind to choose training needs only by the original experience of individuals and enterprises. As a professional training institution and trainer, one of its mature standards is to be able to foresee and put forward various training needs of society, enterprises and individuals at different levels and in different directions. Therefore, it is possible to combine timely training with expected training in order to design new training objectives and contents with forward-looking vision and innovative thinking until it guides the positive role of society, enterprises, individuals and training.
3. Change from updated knowledge to enhanced intelligence. In the period of social and economic transformation, there is always a need for training to update knowledge. But the study of these knowledge will depend more and more on the enhancement of intelligence in the future. People learn and update their knowledge through various channels, and intelligent training will rely more on the efforts of training institutions, including carefully set environment, courses, and especially successful simulation or training.
Intelligence training should have the following characteristics: first, it emphasizes the training and improvement of intelligence, especially the overall improvement of thinking ability; It should be combined with international standards and industry norms as far as possible, and at the same time meet the special requirements of enterprises for all kinds of senior and middle managers through training, and make scientific evaluation by combining various evaluation methods such as student quality evaluation, work observation, peer evaluation and organization appraisal; Government, industry and training institutions * * * enable students to meet the unified requirements, thus gaining the necessary social recognition.
4, from the popular type to the personality promotion type. In the past, most of the enterprise training was aimed at managers at a certain level or employees of a certain type of work. Classes are as big as one or two hundred, and small classes often have thirty or forty students. This kind of popular training characterized by popularizing management knowledge is still irreplaceable. However, with the development of the times, personalized differences and needs will become more and more prominent; Training must pay full attention to this personality difference and demand, and try to create conditions for them to "tailor-made" and realize personalized service.