● Job rotation method: this is a method of on-the-job training, that is, trainees can change jobs within a predetermined time in order to gain work experience in different positions. Generally it is mainly used for new employees. Nowadays, many enterprises adopt job rotation to train young managers who are new to the enterprise or future managers with management potential.
● Work guidance method or counseling/internship method. This method is to train the trainees on the job by experienced technical experts or direct supervisors. If it is a single one-to-one on-site individual training, it is commonly used in our enterprise as mentoring training. The task of the coach in charge of guidance is to teach the teachers how to do it, put forward suggestions on how to do it well and encourage the students. This method may not have a detailed and complete teaching plan, but we should pay attention to the main points of training: first, the requirements of key work links; Second, the principles and skills of doing a good job; Third, problems and mistakes that must be avoided and prevented. This method is widely used and can be used by grass-roots production workers.
It is required to prepare all appliances and put them in order before training; Let each student see the demonstration clearly; The coach demonstrates the operation and explains the action or operation essentials. After the demonstration, let each student imitate the exercise repeatedly; Give immediate feedback to each student's attempt.
● Discussion method: According to the complicated procedures of cost and operation, it can be divided into general discussion and group discussion. Most seminars focus on special lectures, allowing students to communicate with the keynote speaker halfway or after the meeting, which generally costs a lot. It costs less to discuss the rules in groups. The purpose of seminar training is to improve ability, cultivate consciousness, exchange information and generate new knowledge. More suitable for training managers or solving some management problems. Require each discussion to establish clear goals and let each participant know these goals; Let the trainees have an inherent interest in the issues discussed and inspire them to think positively;
● Audio-visual technology method: it is to train employees by using modern audio-visual technology (such as projectors, videos, televisions, movies, computers and other tools).
● Case study method: it is a training method that provides trainees with a written description of how employees or organizations deal with difficult problems, so that trainees can analyze and evaluate the cases and put forward suggestions and solutions to the problems. Case study method was introduced by Harvard School of Management in the United States and widely used in the training of enterprise managers (especially middle managers). The purpose is to train them to have good decision-making ability and help them learn how to deal with various events in an emergency.
● Role-playing method: In the simulated working environment, let participants play a role, understand the content of the role through role drills, simulate work affairs, and improve their ability to deal with various problems. This method is more suitable for training interpersonal skills such as attitude, appearance and manners. Such as inquiry, telephone answering, sales technology, business negotiation and other basic skills. Suitable for new employees, employees with job rotation and promotion, the main purpose is to adapt to the new position and new environment as soon as possible.
● Enterprise internal computer network training mode: This is a new type of computer network information training mode, which mainly refers to that enterprises put training materials such as words, pictures and audio-visual files on the Internet through the intranet to form an online information base, and use online classrooms for employees to learn courses. This method is rich in information and has obvious advantages in transmitting new knowledge and new ideas, which is more suitable for adult learning. Therefore, it is especially favored by powerful enterprises, and it is also an inevitable trend of training development.