(]) Self-inspiration. It means that every employee improves his ability according to his own will and judgment. Everyone has requirements to make himself competent for the job. If you can know what kind of ability you should master through your own experience, most people will work hard for it with their own will. In order to make the self-motivation method effective, organization managers should also do propaganda work to stimulate employees' desire for self-motivation. For example, give a proper evaluation to the work.
(2) on-the-job training. Refers to the direct education and training of subordinate employees in their posts by superior organizations. The original intention of this method is to let subordinate employees master the necessary abilities in their work, and it has the characteristics of taking posts as the stage. Its advantage is that the working hours can be repeated; Can provide targeted guidance in the case of mastering the situation of subordinate employees; The effect can be directly confirmed after guidance; Employees are more understanding. The disadvantage is that if the superior guidance technology is insufficient, the effect is not good.
(3) Full-time training. Refers to education and training after leaving the post. The off-the-job training of modern organizations is becoming more and more important. Its advantage is that teachers can concentrate on their studies; Guided by an external teacher, it is efficient and can communicate with people outside the organization. The disadvantage is that employees need to stop their daily business.
2. New employee education
Organize new employees, whether they are college students, graduates from technical secondary schools or technical schools, or other types of personnel, to face the new environment and have a new mood. But after all, every organization has its own characteristics. How to make them coordinate quickly, let employees adapt to the new environment and master the skills required by the organization. , all require organizations to conduct new employee education.
(1) Pre-job education. Its main purpose is to clear the anxiety of new employees before they take up their posts, so that they have the desire to live in the organization. Its goal is to accelerate the early transformation of becoming an organization employee and establish a training foundation with a long-term perspective. Pre-job education, because new employees have not experienced the life in the organization, so in addition to written materials, audio-visual materials and field practice, the benefit education will achieve better results.
(2) Work education. In-service education can be divided into elementary education and basic education. Lead-in education is mainly to stimulate new employees' interest in organization and work (organization summary, organization, policies, products, cadre introduction, factory visit, etc.). ), and let employees know the living conditions and future expectations (working conditions, trade unions, labor cooperation, employment planning, social insurance, labor insurance, pensions, pensions, etc.). ). Basic education is mainly to let employees visit the internships of various types of work in relevant departments, compare and observe the internal types of work, and formally allocate them according to the adaptability of new employees and the wishes of new employees. After configuration, it is particularly important for old employees and superior managers to give intimate care.
3. Professional and technical personnel training
Experience at home and abroad proves that the key to modernization is the modernization of science and technology. Without sufficient scientific and technological strength and a large number of educated and skilled professionals, it is impossible to achieve economic growth. Scientific and technological progress has advanced by leaps and bounds, knowledge has exploded, and new technologies, inventions and developments have emerged one after another. It is impossible for scientific and technological personnel to catch up with and surpass the trend of scientific and technological progress without regular training and study. Therefore, the training of professional and technical personnel belongs to continuing education, which is generally an education to update knowledge and fill vacancies. The training of professional and technical personnel should be planned, and there should be opportunities for further study every few years. It is an effective way to improve the professional level of technicians by entering colleges and universities for further study, participating in various short-term business classes, organizing special lectures or reports, and participating in academic exchanges with foreign countries or field trips.
4. Management personnel training
The improvement of the management level of managers brings about the improvement of labor productivity much faster than that of ordinary workers and investment in fixed assets. Based on business strategies, principles and plans, managers are in the position of commanders in their workplaces. Managers achieve their goals on the basis of the organization's business strategy and plan. Therefore, the training of managers is more important for organizations. The training of managers has three main goals: the first goal is to master new management knowledge; The second goal is to cultivate the general skills needed for leadership positions, such as management skills such as decision-making, problem solving and task assignment; The third goal is to train the ability to deal with interpersonal relationships and make the relationship between managers and employees harmonious. Training methods include management training, seminar training and attending short-term classes.
5. Senior management training
The subject of organizational management is ultimately the top manager of the organization. Without the guidance of mature and capable senior managers, many employees in the organization will be leaderless and become fragmented. The organization's goals will not be achieved. The purpose of training senior managers is to cultivate business ability. Specifically, there are the following four points: first, insight into the future; Second, business strategic thinking and decision-making ability based on this premise; Third, combat command ability; Fourth, cultivate the formation and improvement of successors' ability. The training content of senior managers is mainly the training of policies, regulations and management knowledge.