As an enterprise, only according to its own strategic planning, combined with its own development needs, tailor-made training system that meets its own sustainable development needs can it be called a healthy enterprise training system.
Only when it is effectively connected with the enterprise concept and strategy can it truly reflect the role of training in the strategic value of the enterprise. First of all, corporate vision's philosophy determines the strategic goal of enterprise management, and the different strategies adopted by enterprises have an important impact on the concept of human resource management; Secondly, the concept of human resources determines the training strategy and promotion mode of enterprises; Finally, the training implementation is evaluated to establish a training system cycle.
(2) Do a good job in training demand analysis.
As the first step to carry out enterprise training, it is first necessary to clarify whether the enterprise needs training, that is, to determine the specific content of training, that is, to clarify what kind of training to carry out. Only by scientifically and pertinently determining the training content can we ensure the training effect and meet the needs of enterprises for talent training through training.
Fully analyzing the training needs, the training needs of enterprises come from two aspects, one is the needs of enterprises, and the other is the needs of employees. Organizational needs are manifested in the change of organizational strategy, the adjustment of business, and the requirements of coping with the changing business environment. Employees' needs are reflected in whether employees are competent for their work tasks, whether employees achieve their performance goals and their personal development.
(3) Establish and improve the training management system of enterprises. Including training methods, training content, internal training lecturer system, employee training system and training effect evaluation system.
(4) Clear training principles
When conducting enterprise training, we must first meet the actual needs of enterprises; Don't aim too high Enterprise training should apply what they have learned, conform to the strategic interests of the company, meet the development requirements of employees, and give employees room to develop their abilities. Otherwise, not only the training effect can't reach the goal, but also the well-trained employees will leave the enterprise because there is no room for exerting their abilities.
The training of employees in enterprises follows the principles of systematization, institutionalization, initiative, diversification and high efficiency.
(5) Make the training plan of the enterprise according to the training demand.
Enterprises can determine the training plan after defining the training needs. The formulation of training plan can make the training goal become a reality. The training plan mainly includes training objectives and course names, training targets, implementation date, implementation hours, venues, training methods, training budget, etc. Make a timetable for planning training courses, and carefully decide the implementation date of training so that all students can participate.
(6) After the completion of the system construction, the next job is training research, that is, according to the company's development plan and human resources planning, ask questions about the training system construction, make an all-round understanding of the company's situation, make a research report, complete the determination of core competence knowledge and skills, put forward training objectives, and formulate corresponding training plans. Design courses according to the training plan.
(7) To realize diversified training methods. Improve the flexibility and effectiveness of training, and let employees arrange training time more freely. Training methods include formal external training and training materials provided through internal information systems.
(8) In the enterprise training system, it is also necessary to pay attention to the effect evaluation after training. After the training, on-site response and learning effect evaluation will be conducted in time. In a specific period after the training, the relevant executives of the enterprise will evaluate the effectiveness of the training as an important reference for making the next training plan and continuously improving the training.