The basic content of training objectives The setting of training objectives depends on the analysis of training needs. In the training demand analysis, we talked about organizational analysis, job analysis and personal analysis. Through analysis, we have made it clear that employees need to engage in a certain position in the future. If they want to engage in this position, there is a certain gap between the functions of existing employees and their expected positions. Eliminating this gap is our training goal. Setting training objectives will provide a clear direction and framework for the training plan. With the goal, we can determine the training object, content, time, teachers, methods and other specific content, and after the training, we can evaluate the effect against this goal.
The overall goal of training is macroscopic and abstract, which needs to be refined at different levels to make it concrete and operable. To achieve the training goal, employees are required to master some knowledge and skills through training, that is, what do you want employees to know after training? What do you want employees to do after training? What changes do you want employees to make after passing the training? These expectations are based on training needs analysis. Through demand analysis, we can understand the current situation of employees, know what knowledge and skills employees have, what job functions they have, and what knowledge and skills employees need for enterprise development. If the expected job is larger than the existing function, training is needed. Understand the gap between the existing functions of employees and the expected job requirements, that is, determine the training objectives, refine and clarify the training objectives, which will be transformed into specific objectives at all levels. The more specific the goal, the stronger the maneuverability, and the more conducive to the realization of the overall goal.
The training goal is to implement the navigation light of the training plan. With a clear overall training goal and specific goals at all levels, for training instructors, the implementation of the teaching plan is determined and teaching is actively carried out to achieve the goal; For students, only by clarifying the purpose of learning can they walk fewer steps and make unremitting efforts towards the established goals, and can they achieve twice the result with half the effort. On the contrary, if the purpose is not clear, it is easy to cause teachers and students to deviate from the training expectations, resulting in the waste of manpower, material resources, time and energy, raising the training cost, which may lead to the failure of training. Training objectives are organically combined with other factors in the training plan. Only when the goal is clear can we scientifically design other parts of the training plan and design a scientific training plan.
Three-level training objectives: the first objective: training based on post ability improvement.
Man is the most active factor of production, and also the factor of production with the most development and promotion potential. The training of people should be continuous and persistent. The post competency model actually tells us what kind of people and abilities enterprises need, and points out the direction for enterprise training and human quality improvement.
Competency model is based on job demand, and job demand is based on the strategic achievements of enterprises. People's egoism leads employees not to care about the company's strategy, so employees' enthusiasm for training is not high. Therefore, enterprise training needs the matching of employees' career planning. Career planning is the source of motivation for employees to participate in training. Without career planning, the more training, the faster employees walk.
The second goal: training based on performance improvement
The improvement of enterprise performance depends on the solution of affairs (products and or services). The improvement of KPI based on enterprise strategy will naturally contribute to the improvement of enterprise performance.
Enterprise training can be divided into on-the-job training and off-the-job training. The business war master network training platform under the No.1 Yice training institution in China brings together 50,000 authoritative lecturers, and more than 200 institutions provide tailor-made training courses for enterprises and individuals. Off-the-job training has many limitations, and it is on-the-job training that enterprises can really solve problems and generate benefits. On-the-job training requires supervisors at all levels to shoulder the function of training employees, apply the principles, methods, skills and tools of training to their work, guide employees at work, learn through guidance, and truly combine work with study at work.
The first goal is people-centered, and the second goal is material-centered; The first goal emphasizes the individual, and the second goal emphasizes the team (high personal quality does not necessarily mean good performance, and good personal performance does not necessarily mean good corporate performance). The starting point and emphasis of the two are different.
The third goal: training based on vision and strategic achievements.
The second goal of enterprise training is naturally to help enterprises achieve their strategic goals. If it is not enough, the additional functions of enterprise training are: pointing out corporate vision for employees, and unifying the action direction of employees (that is, corporate culture education)-describing, publicizing and implementing corporate vision and strategy. This goal does not mean to publicize corporate vision, values and strategies in written, oral and dogmatic ways, but to integrate them into daily training, management and activities.
After years of systematic research and consulting practice in human resource management, Hua Heng Zhixin, a human resource expert, believes that the enterprise training system [1] mainly includes the following eight aspects: training demand analysis, training plan formulation, training process monitoring, training effect evaluation, employee induction training (induction assimilation), employee on-the-job training, selection and management of trainers in training resource management, and design and use management of training materials.
The training management system proposed by Huaheng Zhixin gradually solves the training management problems in enterprises from a systematic perspective, such as the training management system based on training courseware design, the training management system based on training effect evaluation, and the training management system based on personnel ability improvement. Huaheng Zhixin believes that the application of this system will solve the training puzzles and problems in enterprises respectively. Practice has proved that employees' work efficiency, technical skills, professional and interpersonal skills will be gradually improved, and finally the utilization rate of human resources will be improved, thus producing obvious economic benefits and corporate culture effects. According to the statistics of relevant foreign-funded enterprises, the training income is about 10- 17 times of the training investment because the trainees have mastered the methods to solve problems.