1. Build a strict organizational training system.
In order to maximize the training benefits of enterprises, a perfect training system is essential, especially in today's system is becoming a systematic project, and training should not be chaotic. To improve the effectiveness of training, there must be a strong and sound system to support it. The training system should include comprehensive training demand analysis, targeted training plan, standardized and orderly training implementation and scientific and objective effect evaluation.
(1) Conduct a comprehensive and in-depth training demand analysis. First, fully tap the core needs of enterprises, predict the demand for human resources according to the strategic development goals of enterprises, and determine the training objectives, training items, training targets, training contents and training methods according to the core needs of enterprises, so as to maximize the training effect and do well the targeted personnel training for the needs of enterprises in advance. Second, fully meet employees' own needs, guide and meet employees' self-development and self-realization needs in combination with employees' personal career development plans, and strive to achieve a high degree of fit between employees' quality and corporate strategic goals.
(2) Develop a targeted training plan. Training plans mainly include preset training plans. A reasonable training plan must first have clear training objectives and training contents, and should be based on full investigation, so as to form a relatively comprehensive understanding of the performance of enterprises and the attitude, knowledge and skills of workers, and through standardization and institutionalization, every step of training should be included in the plan to ensure that the training process can be carried out step by step. At the same time, the training plan should be targeted, such as: how to adopt different training methods for different courses, and adopt different training methods and training plans for specific conditions and individuals; How to make the most reasonable choice of training content, object, time, place and training institution according to the actual needs of enterprises for talents and employees for knowledge and skills. In short, the training should be planned and targeted, highlighting multi-level and all-round.
(3) Carry out normative implementation and objective evaluation. Effect feedback and evaluation can re-examine whether the original occupational demand analysis is accurate and whether the training content, teaching materials, teachers, teaching methods and forms are appropriate. In the evaluation, combining qualitative methods with quantitative methods to achieve complementary advantages and setting training evaluation indicators from many aspects are conducive to analyzing the quality and benefits of training, the gains and losses of teaching and learning, and putting forward suggestions for future improvement, which is an important process to realize the transformation, application and continuous improvement of training results.
2. Effective training incentives.
In the process of training, enterprises should solve the problems of insufficient attention and low enthusiasm of employees, so that employees can have enough understanding of the importance of enterprise training and try to avoid the passive situation of training. Therefore, it is necessary to effectively motivate the training to ensure the smooth implementation of the training and achieve the training objectives to the greatest extent. For example, by improving employees' performance, employees can get material satisfaction or work promotion, and after employees' ability is improved through training, they will be recognized and evaluated with new values; Another example is to establish employee training resumes as an important basis for employee ability and qualification certification, and to provide reference for human resources departments to carry out employee promotion, salary increase and assessment. Through the combination of material rewards and spiritual rewards, it provides a strong impetus for employees to actively participate in training and continuously improve their quality.
3. Promote "diagnostic" and "coaching" training modes.
Training is sometimes the most direct, fastest and most economical management solution to various problems that constantly appear in enterprises. Therefore, for enterprises, targeted training with practical problems will get twice the result with half the effort. "Diagnostic" training refers to the supplier's relatively systematic and comprehensive understanding of the enterprise through questionnaire survey, interview and observation before training, and the investigation and analysis of the actual needs of the trainees, so as to find out the problems existing in the enterprise and the reasons for the performance gap of the trainees, and take the found problems as the basis for curriculum setting, so as to set up a more operational and effective training mode for the enterprise. "Diagnostic" training emphasizes openness and interactive learning. In the teaching process, the trainer is problem-oriented, using case sharing, interactive communication, experiential teaching and other ways to teach students tools and methods to solve problems or shorten the performance gap, emphasizing the improvement of the team's IQ and team thinking mode, and improving the team's ability to find and solve problems. Compared with the traditional training mode, "diagnostic" training is more targeted and practical.
"Coaching" training focuses on students' participation and interaction. Trainers will design training steps suitable for students' thinking process according to the actual situation, guide students to evaluate the current situation step by step, find problems, analyze problems, and then find improvement methods and implementation methods. That is, taking practice as the center, guiding students to study and explore problems and putting forward the implementation plan of "how to do it". Turn thoughts into actions to the maximum extent. Combining "diagnostic" training with "coaching" training can not only change the thinking mode of employees, improve their ability to solve practical problems, but also promote the continuous upgrading of organizational intelligence, which is conducive to promoting the organization's interest and sustainability in learning, maximizing the potential of students, bringing great vitality to the organization, and making the training truly popular and effective.
4. Create a culture of learning and enjoyment within the organization.
The primary purpose of enterprise training is to maintain and develop the working ability of employees to meet the needs of enterprise management. With the advent of the era of knowledge economy, knowledge is updated faster and faster. In the future, the competition in the workplace will not only be the competition of knowledge and professional skills, but also tend to be the competition of learning ability. If you can't update your knowledge and improve your learning ability through training, then the adaptability of an individual or organization will get worse and worse, especially in the face of employee job-hopping, and the organization can't improve the team's learning ability and the ability to enjoy knowledge through training, then the departure of some outstanding personnel will not only lose talents, but also include rich knowledge and experience, which will cause great losses to the organization. Therefore, through training management, it should also become an important means for enterprises to carry out training management by establishing a * * * sharing and inheritance mechanism of knowledge within the organization, forming an institutional culture, shaping a good learning atmosphere, and encouraging all staff to learn and share their own knowledge and experience. Therefore, enterprises should take training as the carrier, build a platform for employees to actively communicate, enjoy and learn happily, create a good learning atmosphere, and guide employees to turn learning into a habit and enjoyment into a pleasure.
In a word, training management, as an important management module in human resource management, can better serve to improve the comprehensive quality of employees, enhance the competitiveness of enterprises and realize the growth of employees and enterprises only by constantly exploring new management models and innovative management methods and carrying out targeted training management for employees at different levels from different aspects and fields.