First, the problems of enterprise staff training
(A) business leaders lack understanding of training
Although many domestic enterprises are aware of the importance of training, the basic understanding of training is still lacking, and training is superficial and has little effect. In this way, the company's training and strategic development will be derailed.
The development strategy of enterprises should promote the development of human resources at the same level and the overall development of enterprises, and have the competitiveness to compete with first-class enterprises at home and abroad. Only a high-quality work team can lead the enterprise to the front end of development.
Lack of systematic training.
Many enterprises find it difficult to find a correct starting point in the specific training organization and implementation, and lack scientific and systematic training methods. Enterprise staff training is still at a low level. Mainly manifested in:
1. The training demand analysis is not comprehensive and targeted. Before carrying out training activities, many enterprises in our country did not conduct scientific investigation and analysis on training needs, and acted completely according to the instructions of superiors or only according to their own or employees' inference, or even if they analyzed the training needs, they only paid attention to job demand analysis, ignoring the personal training needs analysis of employees and the strategic needs of enterprise development and operation, which led to the difficulty in carrying out the following training work and unable to meet the training needs of enterprises.
2. Lack of reasonable training plan. At present, the training work of many enterprises obviously lacks scientific and reasonable arrangements. Enterprises often lack short, medium and long-term training plans. 200 1, 1, published an investigation report in the journal of organization and personnel on June 4. The results show that 59.7% of the respondents think that the employee training plan of this unit is "imperfect" or "very imperfect", and 1 1.8% answered "Ben". Only 1.3% answered that the staff training plan of this unit was "relatively perfect", and another 27.3% thought it was "relatively perfect". It can be seen that many domestic enterprises do not have a clear and perfect training plan, and often long-term training and short-term training are together, lacking systematic arrangements.
3. The implementation of training organization lacks scientificity and standardization. Many enterprise training institutions in China follow the traditional methods, and generally only imitate the general education model. Teachers give lectures full-time, educational administration personnel are responsible for organizing teaching activities, class teachers are responsible for students' daily management, and logistics personnel are responsible for living security. Each link is relatively independent and separated from each other, and no organic management system has been formed. The uncertain factors in training implementation are underestimated, the time is delayed, the training work is anticlimactic, the timeliness is poor, the randomness is great, and the training management is lack of standardization.
4. Lack of perfect training evaluation mechanism. At present, the managers of many enterprises in our country only pay attention to the number of training courses attended by employees, but not to the actual effect, which is mainly manifested in the following aspects: the test of training effect is only carried out in the training process, not in the actual work, resulting in the disconnection between training and actual production services; The evaluation record system lacks professional management, and most enterprises do not have complete training records; The feedback of the assessment results is not timely, and there is a lack of effective communication between the appraiser and the appraisee after the assessment. Many employees do not agree with the assessment results.
Through the above analysis of enterprise employee training, we can clearly see the problems existing in enterprise training. Therefore, it is necessary to build a scientific training model in view of the problems existing in employee training, so as to help enterprises solve the training problems, improve the overall quality of enterprises and build their sustainable competitive advantage.
Second, the construction of enterprise employee training mode
In order to standardize and rationalize the training work, people often embody the idea of scheme design through models. Because researchers and designers have different understandings of training itself, there are various training models, but most of them stay at the specific operational level of training. With the advent of the era of strategic human resource management, the position and role of employee training and development in enterprises are becoming more and more important. The traditional training mode has been difficult to meet the needs of enterprise development and needs to be further expanded and improved.
In view of the lack of understanding of training and systematic training in Chinese enterprises, in order to strengthen the understanding of training by enterprise leaders and make the training effect consistent with the strategic objectives of enterprises, this paper improves the design of employee training scheme in Chinese enterprises on the basis of traditional training system model, and establishes a strategic training system model by using system theory method. The strategic training system model is a further improvement and optimization of the traditional training system model. The design method, design idea, characteristics and cycle steps of the model are introduced in detail below.
(A) the design ideas of the model
Although the traditional training system models are various, the whole system is the same in principle and composition. This paper also divides the whole system into several stages and processes, but from some angles of its own research, it designs the whole enterprise training from two levels: macro (enterprise strategy) and micro (specific operation of enterprise training). Firstly, the relationship between enterprise strategy and employee training operating system is analyzed, and then the specific content of training operating system is introduced. Its specific content mainly includes several modules: through scientific training demand analysis, determine the training demand. Scientifically set training goals, and put forward the specific goals and action framework expected to be achieved. Carefully draw up the training plan, and make clear what contents, methods, strategies, media, teachers, forms and processes make it possible to realize the training objectives. Carefully organize and implement training activities, and organize and implement them in an orderly manner according to the direction and path specified in the design and development stage. Carefully evaluate the training effect, check whether there is any deviation between the actual results and the expected results, and constantly use feedback to correct and improve the ideal match between them.
(B) the characteristics of the model
The characteristic of this training system model is to concretize it on the basis of the traditional Bode training system model, at the same time, to raise the training to the strategic level, to link and combine the training with the company strategy, and to realize the combination of macro (enterprise strategy) and micro (specific operation of enterprise training). The ultimate goal of any organization to carry out training is to promote the realization of organizational goals. Training with three characteristics: the strategic position in the organization, the establishment of strategic training objectives and the corresponding training strategies are called "strategic training". Therefore, this project is called strategic training project. This model promotes training to the level of enterprise strategy, making training a strategy to improve organizational ability and support organizational development, rather than just an activity to cultivate employees' ability and solve specific problems. The model of strategic training system in this paper is shown in figure 1.
(3) Cycle steps of the model
1, determine the overall strategy of the enterprise. Senior managers of enterprises determine organizational strategy by analyzing external environment (opportunities and threats) and internal environment (strengths and weaknesses). There are many kinds of discussions about enterprise strategy, but no matter which strategy is adopted, its ultimate goal is nothing more than satisfying the relationship among investors, customers and employees. They are the driving force to promote the survival and development of enterprises. With the gradual deepening of modern enterprise management theory, it is found that although meeting the needs of investors and customers is the goal of enterprises' efforts, there is a special internal logical relationship among investors, customers and employees, that is, enterprises need to have a series of good business performance to meet the needs of investors to continuously obtain more return on investment; Good business performance comes from the long-term loyal customers of the enterprise; Long-term loyal customers rely on excellent employees to maintain. Therefore, from the above internal logical relationship, it can be seen that shaping an excellent staff team and improving the level of human capital is the ultimate way for enterprises to win the competition. Therefore, in order to finally realize the enterprise strategy, we must attach importance to the training and development of enterprise employees.
2. According to the overall strategy of the enterprise, determine the business strategy, functional strategy and training strategy. The overall strategy of an enterprise determines its business strategy, which is the guide of its actions and determines its functional strategy. All management activities should be carried out around its business strategy. Then the task of human resources is to provide and train suitable candidates for enterprises to implement business strategies according to the corresponding functional strategies. Including personnel suitable for production, finance, sales, marketing, human resources and other specific functional departments. In order to realize the rational allocation and use of enterprise personnel, the training department of the enterprise must first investigate the existing personnel composition, quality status and ability structure of the enterprise, fully understand and understand the established business strategy of the enterprise, and then formulate the corresponding training strategy according to the corresponding functional strategy as the guiding principle of enterprise training. By formulating a training strategy that conforms to the development strategy of the enterprise, the personnel training will be changed from a passive coping mode to an active strategic training mode, so as to reserve the talents needed by the enterprise in advance and cultivate the skills and knowledge that the organization members must have in the future.
3. Build a training operation system that conforms to the overall business strategy of the enterprise. Staff training is a systematic work. In order to make employee training achieve the desired effect and serve the development strategy of enterprises, a perfect employee training operation system must be established according to the training strategy. This system includes five modules: the determination of training needs, the setting of training objectives, the formulation of training plans, the implementation of training activities and the summary and evaluation of training, which is a concrete way to realize enterprise training. Because they are built on the same platform, the operation modules are not independent of each other, but closely linked as a whole.
4. Feedback-whether the training helps to achieve the strategic objectives of the enterprise. After the training activities, we need to look back: What value has the training brought to the enterprise? Is the training effect consistent with the strategic objectives of the enterprise? Effective training can solve the comprehensive problems of enterprise procurement, production and sales, make the products and services of enterprises gain competitive advantages in the market, and finally realize the strategic goals of enterprises. If the training results meet the overall strategic objectives of these enterprises, it means that the training meets the real needs of enterprises.