2. The level of internal trainers is low and their enthusiasm is not high.
The lack of systematic training and creation system and corresponding incentive system within the company only depends on the conscious efforts of employees, which will inevitably lead to the reduction of enthusiasm and coping ability.
3. Lack of applicable effectiveness evaluation tools.
The evaluation of training effect has always been a difficult problem in the industry, and it can not be reflected overnight, but it can also be improved through design. For example, the choice of training topics before class must be based on current needs, not on face or academic research. The homework after training is how to solve this theme.
The most fundamental reason for this situation is the weak strength of trainers in enterprises, which leads to chaotic courses, loose discipline, single teaching methods and insufficient motivation and value.
And how to crack it?
1 While the iron is hot, you need to be hard, and the training manager must be promoted first. We should not only learn the theory of training management, but also do more practice, such as giving lectures, making courseware, operating and business consulting modules.
2. Establish perfect systems and processes, such as reward system, demand research system, course starting process and course development process. Let everyone do what they want.
3, there must be both an entrance and an exit, it must be scarce, it must be a benchmark, take the lead through benchmarking, and do a good job in atmosphere and publicity.
The problem is different, and the solution is even different. When training managers establish their own training thinking, it is the beginning of enterprise training.