Enterprise training system

A training system consists of three parts: system, course and lecturer. System is the foundation, including training management methods, training plans, relevant forms, workflow, training evaluation methods and internal lecturer system. Curriculum is the soul, including curriculum design, courseware making and curriculum evaluation. Lecturer is the carrier, that is to say, the lecturer is only one of the executors of training and only plays the role of deducing the course. The role of the training system is to standardize the training activities of the company as the institutional basis to ensure the smooth progress of the training work. It should include: training management method, training plan, relevant forms, workflow, training evaluation method and internal lecturer system. Training management methods should fully reflect the training process and the evaluation of training results will be combined with the performance appraisal of employees. The internal lecturer system should embody the spirit of selecting and motivating internal lecturers, and play the role of managing internal lecturers and standardizing their teaching behavior. The first task of establishing a training system is to establish a training system, design a training workflow, make relevant forms and make a training plan. After completing the system construction, the next job is training research, that is, according to the company's development plan and human resources planning, asking questions about the training system construction, making an all-round understanding of the company's situation, making a research report, completing the determination of the core competence knowledge and skills of the post, putting forward training objectives and making corresponding training plans. Design courses according to the training plan. Curriculum is the soul, and the core content of training is curriculum. The purpose of training is to improve the knowledge and skills of employees, so how to establish a reasonable curriculum system? The first thing to do is to effectively analyze the existing positions according to the job description and work instructions, and extract the core skills and key skills of the positions; Secondly, evaluate the knowledge and skills of existing employees and find out the improvement points; Then design the training course according to the improvement points. This is a curriculum design method with the goal of being competent for the post and improving the current job. Curriculum design, courseware content, curriculum review and evaluation will change according to different training objectives. The lecturer is the interpreter of the course, and his main responsibility is to convey the core essence of the course to the students. A good lecturer must have a deep understanding of the contents involved in the course and cooperate with appropriate teaching skills. For example, a lecturer in technical training courses must be a technical expert and have a full understanding of the project. The training department can only help him improve his teaching skills. With the guarantee of the system, the compilation, guidance and performance of the course have been completed, and the next task is training evaluation. Training evaluation is the most concerned issue for enterprises at present. Training without evaluation can easily become "compensation training" and cannot achieve the pre-set training objectives. The evaluation I designed includes two parts: course evaluation and training effect. Curriculum evaluation can be divided into curriculum content evaluation and teaching effect evaluation. The evaluation of course content is mainly to evaluate whether the course content is consistent with the training objectives and whether it embodies the training objectives; The evaluation method of quantifying key indicators is adopted. The evaluation of teaching effect is mainly to evaluate whether the lecturer's teaching skills and deductive methods can be accepted by students; By means of questionnaire survey. The training effect evaluation focuses on the improvement of employees' knowledge and skills, which is completed in the form of written assessment and the difference between the two assessment data before and after training. Finally, the form of training and the construction of internal lecturers.

Training form

Training is usually done by combining internal training with external training. Its form is not only the usual classroom teaching, but also the popular sand table simulation, scene demonstration and outdoor development. Of course, we can't ignore the traditional mentoring system, and work guidance and guidance in daily work is also an ideal training form. Selectively introducing external training and choosing appropriate training methods can play a very important role in promoting knowledge renewal and ideological impact within enterprises. Internal training should occupy a large proportion in the whole training process, which not only helps to save the cost of enterprises, but also prevents the leakage of core secrets of enterprises and forms the atmosphere of learning organizations. More importantly, the spread of core technology within the enterprise has prevented the loss caused by the departure of core employees. The importance of establishing an internal lecturer system can be seen from this. The difficulty in establishing an internal team of lecturers lies in the inability to fully mobilize the enthusiasm of lecturers. This problem can be solved by analyzing and grasping the form of people's core needs through the hierarchy of needs theory and establishing a set of reasonable lecturer management methods and incentive mechanisms.