In today's era of science and technology economy, knowledge and technology are playing an increasingly important role in the market competition of enterprises, and talents have become the most fundamental and important competitive advantage and valuable resource for the sustainable development of enterprises. With the influx of multinational companies and the development of knowledge economy, the market situation faced by enterprises is becoming increasingly severe. In order to adapt to this change and make themselves invincible in the fierce market competition, many enterprises pay more and more attention to the training and development of employees' quality.
1. Training is an effective way to enhance the competitiveness of enterprises. With the rapid update of knowledge and technology, enterprises need to innovate and introduce new equipment, new technology, new technology and new knowledge, which requires continuous training for employees. A survey published in the American Management News Bulletin also shows that the low-level skills caused by insufficient staff training are weakening the competitiveness of enterprises. Some big companies, such as Microsoft, IBM and Motorola, have established their own staff training colleges or universities. It is precisely because these companies attach importance to employee training and believe that knowledge is the basis for maintaining long-term success that they are in an advantageous position in global competition. Generally speaking, training can enhance employees' ability to understand and implement enterprise decisions, enable employees to master enterprise management concepts and advanced management methods and technologies, and continuously improve the market competitiveness of enterprises.
2. Training is a good way to improve the quality of employees and establish a talent pool. Improving the comprehensive quality, professional level and working ability of employees is another goal of training employees. In the production and operation activities of enterprises, employees will encounter all kinds of difficulties and problems. How to effectively solve these difficulties and problems, the best way is to constantly improve the quality of employees, so that employees have a certain professional level and working ability. Strengthening the training of employees can enable employees to master new skills, supplement new knowledge, adapt to the new environment, have a sense of responsibility and mission for enterprises, greatly develop their own potential, continuously improve work efficiency and quality, finally accurately understand the leaders' work intentions, complete complex tasks and enhance the competitiveness of enterprises. At the same time, with the continuous improvement of employees' professional skills and comprehensive quality on the basis of training, it can also provide talent guarantee and talent reserve for the long-term development of enterprises from the aspects of quantity, quality and structure, and form the advantage of human resources.
3. Training is an important incentive for employees. Training is an important human resource investment and an effective incentive method. For example, send outstanding employees to training courses of tourism nature, organize outstanding employees to visit famous foreign enterprises, encourage employees to study after school and reimburse tuition fees, and regularly send outstanding employees to study abroad. All these have a great incentive for employees. According to the survey of researchers, further education is a condition that many employees value when choosing a company. If a company can provide employees with good opportunities for further study, many people are willing to go to this company with training opportunities, although the salary is lower than that of another company.
4. Training is the basis of inculcating enterprise culture and establishing learning organization. The connotation of corporate culture includes three aspects: value, norms and behavior patterns. Among the three components of corporate culture, values are rooted in the bottom of culture, which is difficult to describe and change clearly, while codes of conduct and practices are more easily recognized, implemented and operated by employees. Therefore, enterprises should constantly instill enterprise values into employees, cultivate the code of conduct and study habits of working together, and consciously play cards according to routines, thus forming a good and harmonious working atmosphere, improving job satisfaction and sense of accomplishment, and laying a foundation for enterprises to establish a learning organization and ensure the effective development of business. The results of a sample survey of employees of Pepsi-Cola Shenzhen Company show that after three months of training, 95% of employees have gained more confidence in meeting customers' needs and have a deep understanding and understanding of corporate culture. 90% employees are satisfied with their work; 97% employees are willing to stay in the company. It can be seen that training not only improves the skills of employees, but also improves their understanding of corporate culture and their own values.
1. Training is only for employees. Some enterprises also attach importance to employee training, but only train grass-roots employees, ignoring the training of management and decision-making leaders. The author believes that this is mainly related to the understanding of enterprise management. The top managers of some enterprises often think that they are experienced and busy and do not need training. In fact, most of them grew up with former employees. They probably lack the corresponding management knowledge and necessary management skills, so they need training most.
2. Despise training evaluation and supervision. Training evaluation is an important link to monitor and test the training effect. Only by comprehensively evaluating the training can we improve the training quality, improve the training effect, reduce the training cost and increase the participation interest of employees. In practical work, some enterprises attach importance to training, but ignore the late evaluation and supervision of training, making employees feel useless. In some enterprises, training evaluation is only the assessment of training content, and it does not go deep into the work behavior, attitude change, performance improvement, ability improvement of employees, and what benefits it can bring to enterprises. The evaluation work is still at a low level. Some enterprises lack the records of training evaluation system, professional management of training and complete training information system.
3 The training method is too simple. In terms of training methods, many enterprises adopt the traditional mode. Some enterprises are afraid of trouble and often invite trainers to attend classes in enterprises, that is, to bring? Trainers speak, students listen? The way. This way can be held less, but after a long time, employees will get bored and lose interest. Because trainers are mostly the same in training content and training methods, even if they do a survey before training, there are few practical things. There are also some companies that put videos, thinking that this can not only reduce the cost of enterprises, but also flexibly master the training content and make employees think? Training is playing videos? . These methods can easily make employees feel boring and boring about training, which greatly reduces the effect and benefit of training.
4. blindly follow the trend. Due to the lack of careful investigation and analysis of training, some enterprises lack pertinence and practicality when training employees, divorced from the actual work and blindly follow the trend. Some business leaders set up training content according to their own preferences, judgments and experiences, and see how other companies do it. Lecture on image etiquette knowledge? Make one yourself; See other enterprise training? Execution? Or? Learning organization? , quickly invite relevant experts for counseling, and so on. It causes employees to study repeatedly or passively, which not only consumes employees' time, but also wastes the resources of the enterprise, which is not very helpful to the development of the enterprise.
5. Pay attention to knowledge and skills training and ignore life training. Domestic enterprises generally attach importance to the cultivation of employees' skills, such as organization and coordination ability, management theory, cooperation spirit and operation technology, while ignoring the cultivation of employees' thinking, personality, morality and ability to deal with people. Some people think that this is the employee's own business, but it is not. The personal accomplishment and conversation of employees are actually the business card and image of an enterprise, and the most essential thing in corporate culture, which fundamentally determines the attitude, work quality and level of employees. Enterprises in Europe, America and Japan attach great importance to employee training, which is called? Attitude training? Through this kind of training, we can improve the morale of employees, cultivate their loyalty to the organization and cultivate their consciousness and attitude. The author thinks that an enterprise is a big family, and employees are members of this big family. The family should not only educate every member to become a talent, but also shoulder the responsibility of cultivating him into a person with ideals, morality and faith. Third, establish a scientific employee training system and build a learning enterprise.
6. Use modern science and technology to innovate training methods. With the rapid development of science and technology, the innovation of training methods and technology has become the focus of employee training. Enterprises can improve the quality and efficiency of training by using flexible and convenient modern means in employee training. What kind of training should be changed, such as taking classes, showing videos, or simply? Copy and paste? And other methods. Training is divided into internal training and external training. Can internal training refer to IBM? Online learning? Method: one is? CDRom？ Training, that is, sending many commonly used courses to employees on CD; And second? Webbase？ Training means putting a lot of knowledge on the company intranet, compiling courses and learning plans into learning progress charts to help employees improve gradually; Three is? Network college? Training, employees can improve themselves by downloading before learning, interactive learning, collaborative learning and so on. In addition to the traditional foreign training? Acting? Besides teaching, what should enterprises pay more attention to? Experiential? Training, such as group discussion, field operation and role-playing. In the number of trainees, we should focus on the characteristics of adult learning, tend to small class system, and pay attention to? Elaborate? .
Staff training is an important way for enterprises to develop human resources, and it is also the source for enterprises to obtain sustainable competitiveness. The establishment of an effective and scientific employee training system requires the human resources management department of an enterprise to find out the problems existing in enterprise training and solve them from the actual situation of the enterprise. In my opinion, as long as enterprises do a good job in the above six aspects, employee training will certainly achieve fruitful results.
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