1. The core of staff training should be clear.
The core of managers' training for employees is to train successors. This kind of training began from the first day of taking office, not for one person, but for all basically qualified subordinates, and trained a large number of their own successors. If subordinates feel that training can make them grow rapidly and practice immediately, their enthusiasm will naturally be great. Managers should remember not to do everything by themselves, and subordinates have nothing to do. It is necessary to allow subordinates to make some controllable mistakes and let them grow up in doing things. For the training, selection and assessment of team leaders, the core is two points: first, his personal and team performance; The second is how many talents he has trained.
2. Staff training should have clear objectives.
Staff training should communicate with senior management to determine the main problems and needs, and define the project objectives. On the basis of previous research, the company communicated with the top management deeply about the main problems and solutions faced by the company, determined the current main problems and needs of the company, made clear the success of the project, showed the effectiveness and significance of the series of activities of the activity camp to the top management, and implemented the boundary conditions, budget, time and personnel of the project. After reaching an agreement with the top management, select key personnel from the existing personnel of the company, conduct in-depth communication to form * * * knowledge, understand the strategic thinking of the company's development, set the principle of activity learning, select the basic conditions of students, and divide the responsibilities of the group.
3. Staff training should form an activity learning team.
Participants in learning must first have a strong willingness to learn before they can devote themselves to learning. On the one hand, their willingness to learn depends on their own consciousness, on the other hand, they need to cultivate a learning environment, so that employees can consciously integrate into this environment and improve their willingness and interest in learning. The creation of the environment needs various methods. By organizing effective learning activities, participants can feel the benefits of learning and change their views on learning. Institutionally, employees who have made progress through learning are encouraged, such as implementing a credit system, which combines the credits obtained with work incentives. In short, the effect of attracting students is not only mandatory.
4. Staff training should maintain morale.
When the study plan begins, how to keep the learning motivation and morale of the team becomes a consistent problem. To solve this problem, we should focus on the activity and grasp four links: warm-up design before the activity, learning and execution during the activity, action plan after the activity, and evaluation feedback after the action plan is completed. In addition, it is also important to win high-level participation and support. High-level participation represents a gesture, so inviting high-level participation when necessary can promote it. Activities and learning projects are a complex process, and it is easy to form a vigorous start and a hasty end. To truly achieve the purpose of learning, it is necessary to invest time in the submission of solutions and formulate corresponding standards in terms of venues, forms of participants, and sense of ceremony.
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