On the one hand, the training system is not systematic enough, and the overall system is not strong; Lack of integrated resources and standardized resources, lack of necessary resource integration process, and weak supporting relationship between resources and organizational development competitiveness; If there are only some scattered internal training courses, there is no systematic overall training framework; The integration of teachers is also lacking, and it is difficult to carry out training without a certain teacher system;
On the other hand, the overall training lacks pertinence; There is no clear understanding of the ability requirements of each position and the ability status of employees, no targeted training plan on how to improve the ability of employees, and no corresponding solutions to corresponding problems; The training effect lacks control and data proof, and the training effect is not obvious; I don't know how to realize the effectiveness of training and put it in place.
In view of these problems, talent construction and training is a headache for enterprise managers. Enterprises want to have better training and development for employees, but they don't know where to start. Therefore, how to effectively match the training system of enterprises with the development of employees' ability and realize the win-win development of enterprises and employees is the focus of many enterprise managers.
First of all, the problem of unsystematic training system is mainly the nonstandard integration of resources, which is mainly manifested as follows: the teacher resources, curriculum resources and financial resources are imperfect and nonstandard;
Secondly, the training course is out of touch with the enterprise strategy, which can not fully reflect the enterprise strategic thinking; Enterprises lack all kinds of professional training talents and cannot support the core competitiveness of enterprises; Enterprises lack the ability evaluation of on-the-job personnel, and they are not clear about what employees lack, mainly because they lack the standard model of talent evaluation;
Third, there is a lack of effective follow-up inspection before and after training; Insufficient training times, unable to impress employees; At the same time, it is also related to the imperfect establishment of the supporting mechanism of the human resources system. We should choose different training resources according to different training objects and design a hierarchical and classified training teacher system; For example, the training or work norms of grass-roots employees can be trained by internal personnel; The training of core personnel needs to choose other ways: such as the opportunity of rotation exercise;
In addition, according to the actual situation of the enterprise, according to the different training scope and training objects, different responsible persons are designed, the training responsibilities are defined, and a hierarchical and classified training management model is formed; At the same time, reasonable authorization, effective division of training work, responsibility to people.
Finally, establish the rules of training implementation system, build a learning management system, and have a learning reward and punishment system to motivate and restrain employees; At the same time, the training system should be effectively connected with the relevant contents of human resources, such as combining training with motivation, and establishing training supervision, motivation and assessment mechanisms.