At present, the main ways in the market are thematic training outsourcing and annual training outsourcing.
The main advantages of training outsourcing: The introduction of training outsourcing services by enterprises is to tailor the training courses suitable for enterprises according to their actual needs, and to design overall solutions for enterprises according to each stage of enterprise development. We can provide professional training outsourcing services, which is equivalent to the training center of enterprise peripherals. Train senior experts in the industry to go deep into enterprises. Discuss with enterprises how to carry out employee training needs, annual training plan, training course design, training schedule, training implementation and training assessment, establish training system, training management committee and internal learning group, and hold seminars and exchanges for enterprises on a regular basis. The service effect will definitely save a lot of costs (about 40% of labor costs) than a single training department; The training goal is more targeted (the goal is 30% deeper); Training satisfaction (above 90% on average); Training effect and assessment (the transformation of training effect is increased by 60%), the staff turnover rate is reduced by 10%, and the number of training permanent institutions is increased, which has a far-reaching impact. The training forms are rich and the training effect is appropriate. The enterprise does not need to set up a separate training department to recruit relevant personnel, but only needs someone to check our work regularly, which greatly saves the training management cost and quickly realizes the specialization of enterprise training.
However, training outsourcing should also pay attention to risk control: gain control over training activities. Training outsourcing generally requires suppliers' training content, methods and methods to meet the needs of enterprises. Therefore, enterprises can objectively and clearly put forward their own ideas for training suppliers, and incorporate the required training performance goals into the previously signed contracts, and at the same time strengthen communication and interaction with employees and suppliers during the implementation process.
Avoid conflicts between goals and cultures. Making profits by providing training services is the business goal of training suppliers, while the training goal of enterprises is to improve employees' skills and develop their business ability. In practice, there may be conflicts between the two, which will make the cooperation between the two sides difficult to proceed smoothly and adversely affect the morale of internal employees. Therefore, training outsourcing does not mean giving up this responsibility of enterprises, but should constantly monitor and evaluate the progress and performance of training suppliers in order to achieve the expected purpose.
Reduce the potential dependence on suppliers. If we simply hope to improve the skills and quality of employees in a short time through outsourcing, but the enterprise itself has not absorbed and applied it, it may lead to the dependence of enterprises on training suppliers. This often requires enterprises to cooperate with training outsourcing suppliers to achieve training objectives and actively accumulate experience, so as to continuously improve the efficiency of training. To sum up, while doing a good job in training demand analysis, we should correctly choose training methods suitable for enterprises, adopt strategies such as perfecting outsourcing plans, selecting suitable training suppliers and communicating with suppliers in time to avoid training outsourcing risks and improve training effects.