1. Pay attention to training institutions: training institutions determine the whole of a training. No matter how good the training is, it will be destroyed if the organization is not in place. If the organization is in place, the general training will be in order. 1) Plan: Training is a job with high requirements on time control, content connection and link design. There must be sufficient planning before the implementation of a training, and the training plan must be refined in time to ensure that the training is not missed. Each link and node can ensure the richness of training content after the drill. Only those who are responsible for everything can guarantee that someone is responsible for everything. A good training plan can well control the whole training progress and achieve the expected results. 2) Environment: Good training venue layout can promote the training effect, and everyone likes to study in a harmonious, safe and quiet environment. For example, there are learning slogans on the walls of training classrooms. The temperature and lighting in the training classroom make people feel very comfortable, and the training methods and music between classes can make people feel very happy. Some companies don't even have a decent whiteboard, which requires HR people to strive for and create conditions, or directly put them in professional venues outside for training. 3) Concern: The notice before training should inform all relevant precautions in place, such as whether you need to bring your own notebook and pen for training, whether you need to preview relevant contents, whether you need to prepare toiletries, and whether you need formal or casual clothes. Pay attention to the students' learning state during training, such as whether the sermon room can prepare some tea breaks. Many people don't have the habit of eating breakfast. Can students have a good rest and comfortable accommodation environment at noon and evening during the training period? Can you eat well? Whether there is enough water and coffee, etc. (Except military and devil training, of course). After the training, the students are concerned about how to get home and whether they get home safely. When you care so much about a student, he won't appreciate you. It is estimated that his or her husband and wife have never cared so much about him or her.

2. Design training content: Good training must be designed. It is the content that makes internal training difficult to do well. For enterprises that attach importance to training, training is done every week, month and year. The trainer of the human resources department is not a god. Where is there so much content to train this group of identical people? But the boss also requires that the training work must be continued and promoted. Does it hurt? Painful pain. 1) Identify training needs. Generally, training needs mainly come from three sources: the content directly requested by the boss or superiors; Links and personnel with problems in the work; Training requirements put forward by employees or units according to their own analysis. Demand is the starting point of training, so it must be clear and definite, so that the training content designed is targeted. What the participants say will be what they like to hear. 2) Attach importance to experiential participation. A good training is not only because of the training content, but also because of adult learning. Everyone is only interested in the content they are involved in, so when designing the content, we should seize every opportunity to let students participate. Recently, I participated in an experiential teaching course project of Benchmarking College, which is very suitable for implementation within the enterprise. There is no one in the trained enterprise who does not accept this form, and there is nothing wrong with it. Because of entertaining and full participation, everyone feels that he is the protagonist, and the harvest of training comes from his own feelings. The sharing of teachers may be more of a guide. 3) Continuous research and innovation, training is not just needed, entertainment, interaction and communication are just needed, and blindly following the old routine to do training will only become more and more hopeless. Therefore, the content should be more interesting and the interaction with the trainees should be strengthened. Even if there are more questions and discussions, the training will be different. Innovation is to break the routine and bring different influences to the trainees every time. If students can give a sigh every time they train: Oh, it's not the same as last time! This is really something new. For example, in a project dedicated to helping enterprises train tutors, called experiential tutor workshop, even in the simplest grouping, we have innovated no less than five methods. The course content will self-overturn, reconstruct and iterate every time. In the innovation of content, we must learn by rote and create training products with the spirit of artisans, so that the training content will be attractive. Another point to emphasize is that trainers should constantly improve their height. Without a bottle of water, it is almost impossible to give others half a bottle of water. The ability of teachers determines the effect of training. We say that training is changing from teacher-centered to student-centered, but the fact is that most training still requires teachers' ability. Teachers should constantly improve themselves. The usual methods are: to understand the operating conditions and existing problems of enterprises and pay more attention to the company's dynamics; Read more books, write while reading, and input and output constantly; Consult external resources, find people who are better than you to consult and study, enter a high-quality learning circle, and constantly improve yourself.

3. Transforming the training effect: First of all, we must subvert a concept, and the training evaluation form is not used to evaluate the effect. The real training effect is that thinking, methods and tools are transformed into the value of work. Some people like to associate it with direct performance, which is more difficult, but it is ok to just hang it, but it will be a bit far-fetched. 1) content transformation: there are not many internal principles, but more practical guidance. Therefore, in the course design, PPT production should consider whether students can transform and migrate to specific work scenes. 2) Form transformation: training without practice is not good training, training without discussion is not good training, and training without participants' speeches is not good training. Only trained soldiers can realize the transformation of effect in form, and students must be fully mobilized to participate in practice, discussion and speech. Practice and speak more, and you can use it directly when you get back to work. 3) Follow-up and transformation: We will make a trainee promotion commitment form at each training meeting, list the work problems ourselves, write down three specific measures to be implemented when returning to work, make clear the time node, and go to the teacher for approval. Organize seminars and workshops during the implementation process to check the completion of commitments. Before the next training, we will evaluate the performance improvement, sort the transformation of training content according to the effect, render the atmosphere of catching up and strengthening the initiative of students to implement measures.

Author: trainer Tian Ye

Link: /p/a536f3bf832b

Source: Jane books

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