This problem is worth summarizing. After graduation, I have been doing internal training in enterprises for almost three years, and I am fortunate to be exposed to world-leading training. In my experience, there are five biggest and most difficult problems in employee training: 1. First of all, of course, it is a question of training concept, which is related to corporate culture and development level. In short, it is the position and role of training in an enterprise.

For example, companies in the world's top 500 can do it, and training is the most important thing. When there is a conflict between working hours and training time, training takes priority. This is a problem of enterprise environment, and it is generally impossible to have countermeasures.

In general, if training is not independent, it belongs to the human resources department, so the status of training is the status of the human resources department.

2. Systematic and fixed training courses.

At the beginning of its establishment, the training system must be forward-looking. Regular training, management skills training and professional training should be systematically planned according to the service years of employees, and suitable teaching materials should be formulated in combination with the company's own characteristics, and fixed in the training process. Employees should follow training courses in the process of promotion and development.

However, this kind of training should pay attention to the updating and optimization of courses, and don't use the same textbook for several years, because the advanced ones will become backward.

3. Staff training effect evaluation.

At present, in human resource management, "evaluation" is a difficult point, whether in the application of training or performance evaluation.

At present, this better solution is to connect with performance management.

Take it.

4. The docking of training management and performance management.

Ideally, training is based on performance, because the effect of training can only be reflected in the work all the time, so the training needs come from performance appraisal and performance interview; Training evaluation also comes from performance appraisal.

However, this workload is very large. First of all, it is very difficult to design, which means that both training and performance should follow the same standard. What is this standard? In my opinion, it is better to have a competency model. It is more difficult to clean up the competency model of each position than to write job responsibilities. Hehe ~ ~ I'm used to thinking about problems very complicated.

5. Reserve and development of internal trainers.

A perfect training system must have a considerable number and quality of internal trainers, which is mainly guaranteed in the system. First of all, a good internal trainer is a good manager, and all managers should be internal trainers; Secondly, each internal trainer is good at different fields, and needs hierarchical and hierarchical reserves.

-okay, okay, this is a contribution to vomiting blood ~ ~ Although the landlord only took 20 points and shook it out ~ ~ But I answered it seriously enough, absolutely original and exclusive ~ ~ ~ Give points as appropriate.

Ha ha, just kidding, I hope it will help you.