Enterprises must be clear about their training objectives before training, which is the basis of guiding training and the standard of measuring training effect. The direct purpose of enterprise training is to improve employees' knowledge, skills and attitudes. The indirect purpose of enterprise training is to make enterprises and employees form consistent goals in order to maintain the sustainable development of enterprises. Generally speaking, enterprise training has the following main purposes:

1. Optimize the matching between people and posts. It is an important way for enterprises to give full play to the enthusiasm of employees by selecting people and adapting them according to their posts. With the development of enterprises, most employees can't meet the job requirements to varying degrees. Enterprises need to make employees better qualified for their jobs through training in order to play a greater role in their posts.

2. Improve the ability and technical level of employees. The development of enterprises puts forward new requirements for the ability and technical level of employees. Only through training can the improvement of employees' ability and technical level be synchronized with the development of enterprises.

3. Improve the comprehensive quality of employees. The quality of employees includes ideological quality, knowledge quality, ability quality and psychological quality. The comprehensive quality of employees is directly related to the development of the company. Improving the comprehensive quality of employees through enterprise training is an important purpose of enterprise training.

4. Effective communication, unity and cooperation. Through training, all departments and employees can effectively exchange ideas, concepts, information and emotions to promote mutual understanding, form harmonious interpersonal relationships and efficient work teams within the enterprise, and unite and cooperate to achieve the goals of the enterprise.

Path 2: Determine the training principles.

Training principle is a programmatic document guiding enterprise training. Only when the principles of enterprise training are determined can enterprise training be better organized and implemented. The main principles of enterprise training are:

1. forward-looking principle. Enterprises should arrange staff training according to their own strategies and the development trend of the same industry, and proceed from the actual situation of enterprises to conduct training in different places for people, posts and departments.

2. Long-term principle. The training of employees in enterprises should be long-term, and only long-term training can improve the comprehensive quality of employees.

3. Systematic principle. Enterprises should conduct systematic, planned and step-by-step training for employees.

4. Practical principles. The training of employees in enterprises should emphasize pertinence and practicality, what is needed for enterprise development, and what theory and technology employees lack, and enterprises should arrange training in time.

5. The principle of efficiency. Enterprises should pay attention to the training cost and make a good training budget. Training employees can not only improve the economic benefits of the company, but also form a good learning atmosphere, laying a good foundation for the company to form a learning organization.

Path 3: Strengthen the training organization.

A good training organization is the key to improve the training effect of enterprises, and it is also the guarantee for enterprises to implement training work. Enterprises to strengthen the training organization is mainly manifested in:

1. Set up a training leading group to be responsible for the training organization and leadership of the whole enterprise. The training leading group can be composed of the general manager, the human resources manager (assistant to the general manager) and two employee representatives, and the general manager is responsible for it. The training leading group is responsible for formulating the company's long-term, medium-term and short-term training plans.

2. Ensure training funds. The company allocates 65438+ 0.5%-2% of students' income in the previous year or x% of enterprises' profits in the previous year (the proportion can be determined according to different enterprises) as employee training funds every year. Training funds should be earmarked.

3. Set the training time. Enterprises should ensure that each employee participates in training within one year. The length of time depends on the actual situation of the enterprise.

4. Strengthen the supervision and management of training. Supervise and manage the allocation and use of training funds and the preparation and implementation of training plans.

Path 4: Develop a training plan

Enterprise training plan is a concrete way, step and method to realize the purpose of enterprise training. The training plan is formulated by the training leading group according to the training purpose of the enterprise and on the basis of investigation and analysis of training needs. Mainly includes:

1. Training demand analysis. Training demand analysis mainly includes organization analysis, task analysis and personnel analysis. Organizational analysis should analyze the company's development strategy, technological innovation, institutional reorganization, scale reduction, decentralization, teamwork and so on. Task analysis includes checking the job description and requirements, understanding the specific content of the job, and analyzing the skills and abilities needed to complete the job. Determine the training content of participants through task analysis. Personnel analysis is to analyze who needs training and who doesn't, which can be done through performance evaluation.

2. Make employee training plan. The employee's training plan should include training purpose, training objective, training content, training time, training place, training method and training fee.

Path 5: Design training content.

Employees of different levels and departments in enterprises need to receive different training contents. Even in the same level, the same department and the same employee, the time is different and the nature of work is different, so it is very important to design the training content according to the actual situation of the enterprise and the specific needs of employees. Managers at different levels need to receive different contents of training. Generally speaking, senior managers need to receive training as follows: (1) new enterprise ideas; (2) business philosophy; (3) the ability to adapt and transform the environment; (4) Leadership and control ability. The contents that middle managers need to be trained are: (1) interpersonal relationship; (2) Basic knowledge of management; (3) leadership and control ability; (4) Operation management. Grass-roots managers need the following training: (1) interpersonal relationship; (2) training subordinates; (3) guiding the work. Different departments in the enterprise require different training contents. The main departments of enterprise business activities are production, marketing, finance, human resource management, etc. The training content of the production department includes production planning, production organization, production management, manufacturing management, operational research, equipment management, machinery management, tool management, chart management, transportation management, procurement management, measurement management, quality management, inventory management, material management, etc. The training contents of the marketing department mainly include market research, marketing analysis, marketing, sales discount, product price, marketing organization, promotion, advertising, publicity, product knowledge and sales skills. The training contents of the financial department mainly include financial budget, fund raising and management, dividend distribution, economics, cost principle, cost analysis, measurement management, management mathematics and so on. The training contents of the Human Resources Management Department mainly include: appointment, deployment, promotion, performance appraisal, salary and welfare design, safety and health, interpersonal relationship, labor-management communication, etc. It is best to conduct enterprise training in different levels and departments, which is helpful to the design of training content. Whether the training content is targeted or not directly affects the effect of enterprise training.

Path 6: Organize training implementation.

In principle, the enterprise human resources management department is responsible for the specific implementation of employee training, and its main work includes:

1. Design of training content. According to the analysis of enterprise training needs, design the content of each training. The training content should be targeted and practical.

2. Selection and employment of trainers. Trainers can come from within the company, consulting companies, colleges and universities, and companies in the same industry. The choice of trainers can be based on the content of training and the strengths of trainers. The choice of trainers directly affects the training effect. Hiring a trainer should sign a work contract.

3. Description of the training course. Course description is general information about training programs, mainly including course name, target students, purpose statement, course objectives, place, time, pre-prepared training equipment, training teachers list, etc. Before the training, it should be printed into a form and distributed to each student.

4. Arrangement of training time. Each training project should make a curriculum, which includes the main contents of the training project, the corresponding time schedule and the plan of time interval.

5. Arrangement of training places. The training venue is comfortable, quiet, independent and undisturbed, and there is enough space to use examples (such as videos, product samples, charts and slide projectors) in training. Seats should be arranged according to the training requirements. Seats are arranged in fan shape, classroom shape, conference shape and horseshoe shape.

6. Prepare training materials and equipment. Training materials should be prepared for each training project, mainly including training materials, training course description, training schedule, training records, etc. Prepare training equipment (such as blackboard stationery, video recorder, slide projector, computer, multimedia teaching equipment).

7. Preservation of training materials. Establish a personal training file for each participant, and record the basic situation of each training and the assessment results of the training. Training materials, training course descriptions, training schedules and training records of each project shall be kept.

Path 7: Choose the training form.

Generally speaking, there are three forms of enterprise training: on-the-job training, off-job training and self-development. Each form has its own advantages and disadvantages. Enterprises should adopt different training forms according to different purposes, different objects, different contents and different requirements.

1. on-the-job training. On-the-job training means that employees receive training from enterprises without leaving their existing posts. Its main advantages are easier to implement than off-the-job training, training while working, low cost, practical rather than abstract training, and teaching students in accordance with their aptitude. Its main disadvantages are that it is difficult to balance work and training, the training content can not be unified, which is not conducive to imparting professional high-level knowledge and the number of employees trained is small.

2. Full-time training. Off-the-job training refers to employees leaving their current jobs for training. Its main advantage is that it can train a large number of employees at the same time. Under the guidance of experts, employees can concentrate on training and learn professional knowledge and skills. Participants can learn from each other, improve the training effect, and easily cultivate the team consciousness of participants. Its main disadvantages are high training cost, inability to use the training results in time, and training will affect the work progress.

3. Self-training. Self-training means that employees are highly motivated, strict with themselves and constantly learn from themselves according to their own characteristics. This is an active behavior.

Path 8: Optimize the training method.

There are many training methods, and enterprises should choose different training methods according to different training objects, different training methods and different training contents. Whether the training mode is selected correctly or not directly affects the effect of enterprise training. Generally speaking. According to different training objects, training methods and training contents, we can adopt the following training methods:

1. According to different culture objects. The general staff training methods include: speech, conference discussion, apprenticeship, role-playing, case analysis, work practice, special discussion and so on. The training methods of managers include: post rotation method, sensitivity training method, meeting discussion method and on-the-job training method, that is, T.W.I. (Indus internal training. Try), M.T.P (management training program) management training program method, A.T.P (administrative training program) administrative training program method, post competition method, case analysis method, role-playing method, simulation experiment method, group discussion method, authoritative analysis training method, brainstorming method, business game method, etc.

2. According to different training methods. On-the-job training methods include: superior guidance method, job analysis method, problem analysis method, job rotation method, work practice method and so on. The ways of off-the-job training are: lectures, conference discussions, case analysis, role-playing, sensitivity training, commercial games, T.w.I, M.T.P, A.T.P, etc.

3. According to the different training contents. Skills training adopts work practice method, changing employees' attitude training adopts employee participation method, and knowledge training adopts lecture method.

Path 9: Evaluate the training effect.

In order to improve the training effect, it is necessary to evaluate each training item of the trainees, through which information can be fed back, problems can be diagnosed and work can be improved. Evaluation can be used as a means to control training and run through the whole process of training, so that the training can achieve the expected purpose.

Training evaluation mainly includes the following parts:

During the training process-what is included in the evaluation training plan? Are participants interested in this?

After training-assess what participants have learned.

After training-evaluate whether the trainees have improved their management level?

After the trainees return to their posts, do you evaluate whether the training content is useful at work?

The training effect can be evaluated by questionnaire survey, interview and comparative analysis.

Path 10: Use the training results.

Whether the training results are used or not is directly related to the effect of enterprise training. Generally speaking, the results of employee training can be used in the following aspects:

1. Provide reference for follow-up training. Enterprises can adjust or change the training contents, methods, time and trainers according to the training results, so as to improve the training effect.

2. As an indicator of performance appraisal. Training is an important way to improve the comprehensive quality of employees. Taking the training results as the index of employee performance appraisal is helpful to improve the enthusiasm of employees to participate in training, thus improving the training efficiency.

3. As part of the basis for promotion and appointment. To some extent, the training effect of students reflects their attitude towards training, learning ability and future development potential. Taking the training results as part of the basis for promotion and appointment within the enterprise is helpful to cultivate a strong learning atmosphere within the enterprise, thus improving the training efficiency of the enterprise.

In a word, each step above affects the effect of enterprise training. In order to improve the training effect, enterprises must comprehensively and systematically consider the above problems and seriously implement these measures.