For enterprises, training is a long-term investment with high rate of return, and it is also a disguised welfare. However, in the actual operation process, it is not an easy task to do a good job in training and achieve the expected results. How to effectively implement enterprise training?

Intersection of training needs

The focus of training must be the intersection of the needs of enterprises and employees, and the combination of the specific actions of enterprises to implement strategic objectives and the needs of employees' career planning. While clarifying the purpose of training, enterprises should subdivide the training needs of employees, because each department, each type of post and each type of post level face different problems and different interests. Small and medium-sized enterprises, in particular, should not be eager for quick success and instant benefit, but should carry out training in a regular, planned and orderly manner according to their own industry characteristics, software and hardware level and the actual situation of employees. In this process, employees will gradually realize themselves, make clear the deviation of their development direction and enterprise goals, and learn and grow from their hearts. This is a long-term self-cultivation process.

the Trinity

The trinity of internal training, external training and continuing education forms a comprehensive re-education system of updating knowledge, popularizing experience and integrating theory with practice, thus cultivating learning organizations and learning teams; At present, the internal and external environment of small and medium-sized enterprises is becoming more and more impetuous, and the wave of globalization and the impact of informatization put forward higher requirements for enterprises. Enterprises should not only have a sense of crisis, but also employees should look at themselves from a developmental perspective, because your development is inseparable from the development of enterprises. A truly outstanding enterprise in the future is an organization that can make people from all walks of life devote themselves wholeheartedly and have the ability to keep learning. Through all kinds of knowledge management, we can effectively develop people's potential and change people's mental model.

Internal training focuses on enterprise value flow.

Internal training should pay attention to the content of internal value flow, the company's strategic policy, the cognition of customer system, the construction of value system, main technologies and products, operation process, quality management system, etc., so that employees can really understand customers, companies and themselves. The core key is to connect with the business. Through internal training, ask yourself what your role is in the development of the whole enterprise system. What value do the products and services we create bring to our customers? Can we go beyond the present state?

Foreign training focuses on skills upgrading.

External training should pay attention to the improvement of work skills, pay attention to the forefront of technological innovation, the theoretical system of management and the study of cases (success and failure), and combine the needs of the phased development of enterprises and the needs of target customers and markets. Foreign training focuses on learning moves, practicing routines and gaining new knowledge and ideas. A more professional knowledge framework will help employees understand the logic of learning conceptually and find the direction of learning.

Reeducation system construction is the source.

Re-education system construction is the source of enterprise and social development. The society is developing, the theory is updating, and practice is constantly creating a new value system. The development and growth of an enterprise needs the continuous growth of managers, and the management knowledge level of managers needs by going up one flight of stairs to open his arms and embrace the ever-changing society, which is also the embodiment of entrepreneurs' broad mind. Employees should adapt to the ever-changing social development, constantly update their knowledge and improve themselves, and will not be unable to adapt because they are separated from the enterprise platform.

Training cognition

Training must follow the process and results, not "a gust of wind", let alone become invisible welfare. For enterprises and employees, it must become an investment behavior and pursue returns. Training must abandon the flashy Kan Kan and become a tool and process for enterprises and employees to update their knowledge, which is practical, in line with the status quo and tailored to the situation.

Small and medium-sized enterprise training is a combination of point and surface. Face is propaganda, values cultivation, strategic policy indoctrination, warm-up before change; Pay attention to the improvement of ability and skill, and provide skill guarantee for change or strategy implementation.

Enterprises that attach importance to training and learning are more likely to succeed. Training is not only an important part of personnel management, but also the main means of enterprise talent asset management. Management training is a medium-and long-term investment behavior, which serves the medium-and long-term development strategy of enterprises.

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