First, establish a perfect enterprise training process.
For large enterprises, attaching importance to management and establishing a perfect training system are strategic measures to improve the quality of employees and organizational performance. Therefore, it is necessary to improve the training process for large enterprises to improve the training effect and overcome the obstacles of low enthusiasm of employees.
However, small and medium-sized enterprises pay attention to management, and due to resource constraints, they cannot establish soft and hard resources and systems like large enterprises, and often there are no people responsible for training. Therefore, we can establish a training process for small and medium-sized enterprises, that is, take training responsibility, training plan, training implementation, training evaluation and application transformation as key elements to establish a training process for enterprises, so as to improve the training effect.
A perfect training process usually includes the following aspects:
1, the first is to analyze the training needs. This is based on the investigation and analysis of the development direction of enterprises and the skills and qualities of employees.
Refine the development goal of the enterprise to each position, establish the post information responsibility of employees, clarify the skills needed for this position, and determine the training needs. For the determination of requirements, not only the management needs to decide, but also the bottom-up front-line employees need to participate in the formulation. Only employees who are really exposed to job responsibilities know what skills are needed in the post, so as to ensure that the training is not divorced from reality.
2. Secondly, make a training plan. Including training content, methods, trainers and so on. Third, the implementation of the training plan should be gradual, rather than going through the motions.
3. Finally, evaluate and examine the training effect. Follow up the training effect and make continuous improvement. Input the information into the company's training system to provide lessons for the next training.
Second, build a knowledge management system.
Enterprises can combine their own actual situation, build the knowledge management system they need in the training work, establish the company's knowledge base, that is, the enterprise's knowledge management center, open it to employees, let employees enjoy and learn knowledge, and closely combine employees with the knowledge they need. Through the knowledge management system, book knowledge can be transformed into practical skills of employees, thus improving the efficiency and benefit of enterprises and enhancing their competitive advantage.
At the same time, the management method of learning points can be established to record and score employees' learning, which is convenient for selecting excellent learning departments or employees and forming incentives while displaying employees' learning achievements; In addition, it is also convenient for enterprises to grasp the improvement of employees' ability, so as to feedback, improve or optimize training.
Third, effective use of external training resources.
External training resources generally include professional training institutions, consulting companies, universities and so on. External training resources are more professional. When the effect of enterprise training is not ideal, especially when it involves the training of senior managers, it is more economical to choose external professional institutions for training.
When selecting external training resources, suppliers should be evaluated in many aspects, such as course selectivity, adaptability, trainer experience, customer loyalty and so on. From this, we can evaluate the most suitable external consulting institutions for enterprises. At the same time, input information, check the service effect, and lay a good foundation for future training.
Enterprise training is one of the strategic investments with the least risk and the greatest benefit in enterprise income construction, which not only reflects the enterprise's attention to employees, but also is a potential resource for enterprise's future development. Enterprises should pay attention to and find the problems existing in training and solve them in time, so as to improve the training effect and form a virtuous circle of enterprise progress, employee progress and enterprise progress again. Here, I hope the above measures can solve your troubles.
In addition, in the process of establishing employee training system, there are the following points that need attention, which can be improved appropriately to enhance the training effect:
1. Make a training plan on the basis of training demand analysis.
The investigation of training needs can be prepared in advance, and targeted training can be conducted according to the needs of employees, so as not to waste training activities, people and money. Analyze the performance gap and find out the reasons for the gap; At the same time, analyze whether these performance gaps can be solved through training; Then make a training plan for specific problems.
2. Strengthen the construction of enterprise trainers.
Trainers in enterprises are the main force of training work in enterprises and the executors and implementers of enterprise training plans. Trainers must be familiar with the enterprise and be able to combine knowledge with practical problems of the enterprise. At this stage, it is imperative for enterprises to strengthen the cultivation and use of these people. In this process, we should pay special attention to the training channels, growth motivation and incentive mechanism of trainers.
At present, many professional human resources consulting companies and training institutions can provide cadre skills training for managers and internal trainers, and can be outsourced to these companies to improve the quality and skills of internal trainers.
3. Stratified training method
Establish the model of "post required ability-training", define the post responsibilities, conduct assessment according to the post responsibilities in daily work, understand what kind of abilities are needed for what level of posts, and correspond the post responsibilities with the professional skills and training courses required by employees, form a control system, and conduct detailed training at different levels, so as to formulate more targeted training plans and improve the post skills required by employees.
4. Establish a training reward and punishment mechanism to ensure the training effect.
The reward and punishment mechanism here is from two aspects. On the one hand, for managers who implement training, the training process without reward and punishment mechanism is easy to become a mere formality, and the trainers have no worries, forget their duties and complete tasks at will, which leads to a mere formality. Establishing a reward and punishment mechanism and combining it with the evaluation of training effect can not only avoid the training becoming a mere formality, but also keep it constant. On the other hand, for the trainees, the training effect should be combined with the incentive measures of the trainees to stimulate the training.