1, what you should know.

Employees should understand the development strategy, corporate vision, rules and regulations, corporate culture, market prospects and competition; Job responsibilities of employees and basic knowledge and skills of their own jobs; How to save cost, control expenditure and improve efficiency; How to deal with all problems in work, especially safety problems and quality accidents.

2. Skills and techniques

Skills refer to the necessary ability to meet the needs of work, and skills can only be acquired through continuous practice. Practice makes perfect, just like typing. The more you practice, the more skills you have.

The skills that senior cadres of enterprises must possess are the formulation and implementation of strategic objectives and the cultivation of leadership; The management skills of middle-level cadres in enterprises include target management, time management, effective communication, plan execution, teamwork, quality management and marketing management. , that is, the training of execution. Grass-roots staff shall implement the operation according to the plan, process and standards, and complete the training of necessary tasks.

3. Attitude training

Attitude is everything! Without a good attitude, even if you have the best ability, it is useless. The attitude of employees determines their professionalism, teamwork, interpersonal relationship and personal career development, and determines whether they can establish a correct outlook on life and values and shape their professionalism. Most enterprises don't have enough training in this field.

Attention problem

First, grasp the real demand and describe the source of demand. Grasping the real demand is to know the most needed training demand for each department's current work, not the most popular courses and what the most famous lecturers are.

Only the training demand based on employee performance is the most real demand, and it is also the most needed by enterprises. From this point of view, when designing the training demand questionnaire, the human resources department should design a structured training demand questionnaire according to the performance of employees. We will elaborate on this problem later.

Second, the objectives of annual training should be clear. The so-called training goal is actually very simple and clear, which is to help employees improve their performance. On the basis of this big goal, we can determine the targeted training objectives according to the job responsibilities of employees and the performance appraisal of the last performance cycle.

For example, in the last performance cycle, there were weak links in the employee's work plan, the work lacked planning, or the plan was unreasonable. We can design a course on how to do a good job in planning management. The training objectives are: master the theory of plan management, learn to make plans, and learn to check plans.

Third, write a high-quality annual training plan. In order to make the annual training plan more effective, the human resources department should compile a high-quality annual training plan.