In the practice of enterprise training management, many training managers are unclear about the two words "training" and "training", and even think that training is equivalent to training.

In fact, there is a big difference between training and training: "training" is a matter of the moment, which is to achieve knowledge in a short time and get basic results after effective practice. Training time can be long or short, but in general there is an end date; And "training" refers to the future, that is, to achieve * * * knowledge in the medium and long term, and to obtain the expected state after being comprehensively shaped by * * *. The training time is long and continuous.

So you may not understand the difference clearly, so we can explain it from the results. If the enterprise's "training" and "training" are recognized, then we can determine the following:

1. Training is the result of taking "things" as the center, focusing on results, taking a standardized and standardized route, and emphasizing specific links and efficiency;

2. Training takes "design" as the core, pays attention to purpose, takes a differentiated route, and emphasizes the intersection of comprehensiveness and development.

Talent training is a long-term process, and enterprise training is an important means of talent training, both of which are of great significance to the development of enterprises. Training managers need to recognize the fundamental difference between them and carry out training with the fundamental purpose of cultivating talents.

Second,? Training content and links are often misplaced.

Enterprises have high hopes for training to improve employees' comprehensive ability. There are various training forms, but the training effect is disappointing. The training activities are organized vigorously, but the effect seems to be scratching the boots and unable to solve practical problems. Carefully combing the training management process, we will find that the reason why enterprise training is painless is mostly caused by the dislocation of training content and links.

1. Dislocation of training tasks and enterprise strategy Enterprise training should start from the perspective of enterprise strategic development and base on the future development of enterprises, and carry out strategic and forward-looking training courses. The training task can't just stay on the surface, and if there is a problem, it will be remedied, resulting in a situation of "treating the headache and treating the foot". It is necessary to deeply integrate training planning with enterprise strategy, and determine the accurate positioning and target planning of training projects.

2. Dislocation between curriculum design and employees' promotion needs. The mismatch between training courses and the actual promotion needs of enterprises and employees is an important factor leading to the poor training effect of enterprises.

On the one hand, enterprise HR is a mere formality in the planning and design of training courses, lacking the judgment of trainees' ability and quality, failing to further analyze the training needs, and blindly planning the training course content according to subjective consciousness, which can not meet the actual requirements of trainees and prescribe the right medicine.

On the other hand, enterprise HR did not conduct reasonable knowledge test for employees before training. Different employees of an enterprise have different cultural qualities and knowledge levels. HR should implement group teaching according to different levels of employee groups and carry out targeted training courses. Teaching in the whole class often makes most employees accompany them.

In addition, with the development of market economy, enterprises have higher and higher demand for the improvement of talents' ability, and the outdated curriculum content knowledge has been out of touch with the development of enterprises, which requires enterprises to innovate the curriculum content according to the development of enterprises and the changes of occupations, increase more innovative content, and empower talents to improve their ability.

3. The purpose of process management and training is misplaced. The fundamental purpose of enterprise training is to improve the ability and quality of employees and empower enterprises to develop efficiently.

So, where is the focus of employee value promotion? What is the core link for employees to improve enterprise performance? Basically, few people will consider these two issues. Training is a very systematic project, including a series of processes such as training demand analysis, training budget formulation, training course setting, training instructor selection, training goal formulation, training assessment implementation, etc. Enterprise HR should strengthen the management of all aspects of training, so that training can be connected with posts and businesses, thus achieving greater value.

Third,? Teaching and learning are out of touch, and learning and learning are derailed.

Traditional training courses are often very active, but the effect after class is not obvious. The success of training is too difficult to be reflected in employee actions and performance improvement. What's the problem? The main problem lies in the disconnection between "teaching" and "learning". The traditional spoon-feeding and situational teaching mode allows students to passively accept knowledge without practicing, deepen and consolidate the knowledge content, feel a lot of gains in class, and forget completely after class can be seen everywhere. In the process of enterprise training, "learning" and "learning" are derailed, so it is impossible to absorb knowledge more efficiently, and training activities are just window dressing.

Faced with the problems of "training without training", "training without assessment" and "training with assessment without assessment" that often occur in enterprise training activities, training managers should play multiple roles in enterprise management and make the training effect of enterprises be implemented through diversified training forms and methods.