In recent years, many words such as team building, training system, execution and enterprise coaching have appeared in enterprise management, so there are more and more training courses related to this. In many enterprise trainings, most of them will talk about the term "training system". So far, there is no unified view on what a training system is.

First, the two levels of the training system

The first level is based on the strategic planning and manpower planning of the enterprise, which is a dynamic system established to complete the talent training and human resources development needed by the enterprise, including the training contents and methods, training objects and training management of some training institutions.

The second level refers to a series of management processes devoted to completing various training tasks required by enterprises, including a series of contents of training, implementation, management and evaluation, and is an integrated system to ensure the effective development of enterprise training.

The first level is a broader concept, including the second level. The second level clearly explains the basis of training implementation, how to carry out training and the progress of training, which can ensure the training effect of training managers and avoid the blindness and temporality of training, and is an important guarantee for enterprises to carry out systematic and continuous training for employees.

Second, the type of training system.

The training system is not a single form, and enterprises can choose different types of training according to actual needs.

For example, the content can be designed according to the training system. The training system can be divided into competency-based training, performance-based training, post-based training, training courses, training processes and so on.

Competency-oriented training is a standard to measure the effectiveness of training by eliminating or narrowing the gap between post ability and practical ability. Its advantage is that it can improve the overall ability of the enterprise, but its disadvantage is that it may be divorced from reality in design and operation.

Conduct performance-oriented training through employee training and performance appraisal, emphasizing rewards and punishments. The advantage is strong execution, but the disadvantage is that it is easy to become a mere formality.

Job-oriented main line training is to carry out targeted training according to the needs of the post and the requirements of the post task. The advantage is that it meets the current job requirements and work standards, but the disadvantage is that the distribution of the overall ability improvement of the enterprise will not be very uniform, which will not adapt to the job changes and job rotation in the development of the enterprise and will not be able to comprehensively train talents.

According to the training process, training is carried out according to a fixed model process. The advantages are standardized process and easy implementation of training. The disadvantage is that once the process is formulated, it is difficult to change.

Third, combined with the training system

The problems of enterprises are always complex and diverse, and the actual operation of training will also involve all aspects. Therefore, a single type of training is likely to solve all the problems of enterprises, or cover all aspects of training work. In order to make the training system more in line with the actual situation of enterprises, it is necessary to choose two or more types of training systems to combine.