The company's strategy determines the development direction of enterprise training, and training is always attached to the strategic objectives of the enterprise and cannot exist alone beyond the strategic objectives. In addition, the application scope of a single training system should be a certain type of job group in the enterprise, such as marketing personnel training system, technical service personnel training system, financial personnel training system and so on. Therefore, the first step in developing the training system is to understand the mission and strategic objectives of the enterprise, analyze and clarify the functional orientation and responsibility requirements of the same kind, that is, to find out what work needs to be done, what achievements need to be achieved and what kind of talents need to be trained in order to achieve the strategic objectives of the enterprise. In this step, the training department needs to interview the senior managers and strategic management departments of the enterprise together with the business departments of the job category, and analyze the long-term, medium-term and short-term development plans of the enterprise, so as to clarify the top-down core competence requirements of the job category under the strategic objectives of the enterprise. In this process, the training department and the business department should jointly solve two problems: what the strategic goal of the enterprise requires our post class to do, and what kind of talents our post class needs in order to achieve the strategic goal.
Two, based on the post qualification and ability model.
The position system and position ability model of enterprises are the basic platform of human resource management. The post system defines the job category, post category and post of the enterprise by dividing the job attributes, quality types, workflow relationships and ways of obtaining remuneration of all kinds of personnel in the enterprise, and provides the basis for the hierarchical classification of personnel. The premise of training system construction is to make clear what kind of jobs employees belong to (management, research and development, technology) and what kind of jobs (market development, professional technical services, services, etc.). ) and what kind of position.
The post competency model provides the comprehensive requirements for a certain job category under the strategic objectives of the enterprise, including different knowledge, skill level, professional accomplishment and experience, so the training courses can basically be derived from the post competency model. However, the common problem in this process is that a person will have multiple levels from new employees to senior employees, and how to reflect the differences between levels in the training system. The important difference between the post competency model and the general model is that the post competency model must stipulate the behavior standards of employees at all levels, that is, not only what to do and how to do it, but also what level each level should achieve. In addition, when designing the training system according to the post competency model, we should also analyze the educational background structure, professional matching structure and work experience structure of such personnel, so as to make the training system more feasible.
Third, combine training with employee career development and promotion.
The basic principle of training system construction is the combination of training and career development. At any level, employees should be trained at any level, or at any level, at least there should be a tendency and possibility to develop at that level, and there should be no dislocation and disconnection between the two sides. In the job qualification, various grades in the job category will be defined. Assuming that there are several levels in the business category: new employee, business supervisor, assistant business manager, business manager and senior business manager, then the training system should also follow the corresponding hierarchical classification principle, divide the levels and correspond to each other, and the training at each level should be different in content, degree and form.
In terms of training content, the lower the rank of employees, the greater the training content and information; The more advanced the content, the more it should focus on a few core contents.
In terms of training level, the lower the rank of employees, the more attention should be paid to the cultivation of basic knowledge and the requirements for their assessment; The more advanced, the more emphasis is placed on mastering the laws behind knowledge, and the assessment requirements should be comprehensive.
In the form of training, the lower the staff level, the more attention is paid to classroom-style training and counseling, emphasizing systematicness and timeliness, while paying attention to internal training; The more advanced, the more attention is paid to divergent and open case-based training, and at the same time, as much as possible to study abroad.
Four, establish a perfect training management and guarantee mechanism.
A better way to manage courses is to establish a course card for each course. The course card specifies all the attributes of the course, including: course code, course series, course name, course nature, course schedule, class hours, training form, assessment form, responsible department, etc. If there are too many course cards, you can compile a course manual. From the perspective of employees, you can clearly understand what training resources the enterprise has provided for yourself and what needs to be completed at this stage; From the perspective of the training department, we can fully grasp the course information in the training system and understand the knowledge composition in the training system.
In the management of training objects, the more effective way is to combine training with post qualification promotion, and the training department can make provisions in the post qualification rating management system, for example, it can declare the post qualification to the next higher level before completing the required hours before obtaining the qualification; Only when the training attendance rate exceeds a certain percentage can we obtain a higher level of qualification in the post qualification declaration; Those who fail to complete the training courses of corresponding ranks within the prescribed time limit will be downgraded to one level. At the same time, in order to ensure the professional training of teachers, if the training output hours are less than the prescribed hours, people above a certain rank can also be required to be demoted.
In addition to the above, it is necessary to maintain the established training system continuously and dynamically. The essence of training system is the talent training mechanism of enterprises in different development stages. When the overall goal, development level and external environment of an enterprise change, it will bring about changes in the requirements for employees' abilities. There is no fixed strategic goal and no fixed training system. Therefore, the training system should be revised in real time and dynamically, and the revision period should be set according to the maturity of enterprises and jobs. Enterprises with relatively stable development, solid business processes and relatively mature post level can set the training system revision period to 5? 10 On the contrary, in the case of rapid development, constantly changing organizational structure and business processes, and constantly emerging new posts, new roles and new functions, the revision cycle of the training system can be shortened to ensure that the training system can meet the needs of enterprise personnel training and development immediately.