When training courses are held for employees of enterprises, strict examinations and assessments are required for each training.
Give spiritual and material rewards to those who pass the exam, and encourage employees to participate in training from passive to active.
It is important to improve employees' hard skills, but it is more important to improve employees' soft skills, such as discipline, professional ethics and professionalism, because this is not only an effective guarantee for hard skills training, but also can change employees' working attitude and bring greater training benefits.
Therefore, it is necessary to show employees the importance of training to their work and the help to their career development through various ways and means, so as to promote their enthusiasm for learning and ultimately achieve the purpose of improving the training effect.
3. Strengthen management and improve the training effect. In order to achieve better expected results and continuously cultivate talents suitable for enterprise development, we must first strengthen the management of employee training.
In the past, the management of employee training in some enterprises was mainly reflected in the regularity of training, attendance and sign-in of employees and other daily behaviors, while ignoring the need to effectively manage employee training from the height of business strategy.
Specifically, there are the following aspects: (1) Strategic management of employee training In the process of enterprise development, each enterprise has its own business strategy. Accordingly, the human resources department must also formulate the employee training strategy under the framework of enterprise management strategy.
There are generally two kinds of enterprise talent team construction: one is by introduction, and the other is by self-cultivation.
Considering employees' stability, cohesion and recognition of corporate culture, the construction of enterprise talent team should pay more attention to internal training.
Therefore, the focus of enterprise management strategy is the starting point and focus of employee training.
This is not only conducive to the pertinence of training, but also conducive to the smooth implementation of training.
For example, for a company like Haier, which regards product quality as an important part of its business strategy, its staff training should focus on how to improve product quality and how to integrate quality into the staff concept as a corporate culture.
(2) The demand analysis of employee training begins with enterprise analysis.
Enterprise analysis refers to determining the training needs of enterprises and clarifying the needs of enterprises in a certain period of time to ensure that the training plan meets the overall goals and strategic requirements of enterprises.
According to the operation plan and long-term planning of the enterprise, we can predict what changes may take place in the technology and organizational structure of the enterprise in the future, understand the ability of existing employees and guess what knowledge and skills are needed in the future, so as to estimate which employees need training in which fields and the time required for such training to be truly effective, so as to guess the length of training lead time and avoid temporary confusion.
Secondly, carry out job analysis.
Job analysis refers to the skills and abilities that employees must master in order to achieve ideal working conditions, and make corresponding analysis for employees at different stages, that is, according to the different job requirements of new and old employees or old employees.
Finally, do a personal analysis.
Personal analysis is to compare the current level of employees with the expected future requirements for employees' skills, find out whether there is a gap between them, and study the differences between employees' work behavior and expected behavior standards. When employees' working ability is lower than the future work demand, they need to be trained, and their ability can meet the post requirements by improving their ability.
(3) Plan management of employee training The implementation and success of employee training strategy must be guaranteed by a perfect plan.
The planned management of employee training is the concrete implementation and embodiment of the strategic management of employee training.
Generally, the whole training plan for next year should be made by the end of this year.
Each department shall formulate its own staff training plan according to its own development strategy and plan determined under the business strategy of the enterprise, and submit it to the Human Resources Department for review, approval and summary.
On the basis of summarizing and sorting out, the human resources department will arrange the training plan for the next year.
According to this plan, the internal training institutions of enterprises should carefully plan training activities from the aspects of training content, teachers, methods and time around the training objectives.
The training form should be flexible, lively, easily accepted by employees, and formalism should not go through the motions.
(4) Implementation and management of employee training A good plan must be achieved through good implementation.
Training institutions should conscientiously implement the training plan and strictly manage every link of the training process.
After the training, employees must be effectively evaluated.
Informed criticism employees who fail to attend the training on time and fail to pass the examination, and ask them to make-up exams until they are qualified.
The human resources department should pay attention to the supervision and inspection of the training work, and strengthen the feedback and timely tracking of the training effect.
Training evaluation forms can be distributed to employees who participate in training, so that employees can evaluate the content and trainers of each lecture.
At the same time, the departments that failed to implement the training as planned and did not send employees to participate in the training will be notified, and their supervisors will be punished for deducting points when conducting performance appraisal.
4. The training content should be forward-looking and targeted. The training of enterprise employees is not only for the current needs, but also for the long-term development in the future.
Whether the training content is appropriate or not is the key factor affecting the training effect. Therefore, when analyzing the training demand, we must find out the gap between the existing skill level of employees and the skill level required by the post and the future development demand. Only by determining the training content in a targeted manner can we really get timely help.
Enterprise staff training should be "targeted", grasp the theme direction of training and the goals to be achieved, and not put all the projects together "aimlessly".
In a certain period of time, the theme should be clear and the center should be prominent.
Most units have job descriptions, which list the knowledge, skills and attitudes required for the post, as well as the needs of the enterprise itself. Therefore, the training content can be analyzed and determined according to the requirements of the job description.
In a word, training is necessary and necessary for enterprises to truly develop sustainably.
To carry out employee training continuously and effectively, the most important thing is to implement the concept of "people-oriented".
First of all, decision-makers need to have a correct understanding of training, establish and improve the training system, ensure the necessary input, and strengthen the planning, management and evaluation of training.
Secondly, mobilize the enthusiasm of employees to participate, establish a talent training mechanism that can fully stimulate the vitality of employees, so that the employee training of enterprises can be truly value-for-money, and achieve the training effect: employees work diligently, are loyal to the enterprise, and are full of confidence in themselves.
Finally, the promotion of employees' ability, the promotion of employees' value and the appreciation of human resources will be realized, so that enterprises can maintain high-speed and stable development.
Authors: Twelfth Engineering Bureau of Water Resources and Hydropower of China.