Training management system, training course system and training implementation system.

2. The breakdown of training management reminders is as follows:

Including training system, training policy, manager's training responsibility management, training information collection, feedback and management, training evaluation system, training budget and expense management, training and performance appraisal management and a series of training-related systems.

3. The training course system is subdivided as follows:

Establish and improve a series of training courses with enterprise characteristics, including corporate culture training, induction training, on-the-job training, professional knowledge and technical training, marketing training, management and leadership skills training.

4. The training implementation system is subdivided as follows:

Ensure the implementation of the company's training system, and reflect the training value through the effective organization, implementation, follow-up, evaluation, improvement and improvement of training activities.

Extended data:

Establishing and perfecting an effective enterprise training system is the core task of training management. The criterion to judge whether the training system is effective is whether the training system provides the best human resources for improving the competitiveness of enterprises and realizing the strategic objectives of enterprises. An effective training system should have the following characteristics:

(1) enterprise strategic orientation. Enterprise training system is rooted in enterprise development strategy and human resources strategy system. Only according to their own strategic planning, combined with their own human resources development strategy, can enterprises tailor an efficient training system in line with their own sustainable development.

(2) Focus on the core needs of enterprises. An effective training system is not a stopgap "fire-fighting project", but to dig deep into the core needs of enterprises, predict the demand for human capital according to the strategic development goals of enterprises, and cultivate and reserve talents for the needs of enterprises in advance.

(3) Fully consider the needs of employees' self-development. According to Maslow's hierarchy of needs theory, people's needs are various, and their highest needs are self-development and self-realization. Receiving education and training according to one's own needs is the affirmation and satisfaction of self-development needs.

The ultimate goal of training is to serve the development strategy of the enterprise, and at the same time, it should be combined with the personal career development of employees to realize the matching of employee quality and enterprise management strategy.

This system brings the personal development of employees into the track of enterprise development, so that employees can serve the enterprise and promote the strategic goals of the enterprise, and at the same time, according to the clear career development goals, through participating in the corresponding level of training, realize personal development and obtain personal achievements.

In addition, the fierce competition in the talent market also makes employees realize that constantly improving their skills and abilities is the foundation of standing on the society. An effective training system should affirm the legitimacy of this demand and give reasonable guidance.

Baidu Encyclopedia-Enterprise Training System