Improving the training effect can be simply summarized as sixteen words: finding the right questions, finding out the current situation, choosing the right methods and choosing the right lecturers.
Find the right question: Drucker once said that providing the right answer to a wrong question will have far more serious consequences than providing the wrong answer to a right question. Therefore, before training, enterprises should find out the crux of the problem, whether to solve the problem through employee training or through other aspects. After all, training is not everything, and there are many problems that training can't solve, such as employees' loyalty, professionalism and satisfaction. Training can change employees' skills, but it is difficult to change employees' attitudes and concepts, and it is even more impossible to "brainwash" employees through training, because the mental model of adults is mature and rational, and few people can change a person's inherent thinking mode and cognition under the premise that other conditions and environments remain unchanged.
Find out the status quo: the quality and skills of employees vary widely, and the training courses are divided into types and depths. However, at present, there is little practice of grading training courses. Of course, there are also considerations that enterprises reduce the per capita training cost and let all employees participate in training. This leads to a problem: the same course is suitable for senior managers, but both middle and grass-roots people come to attend classes. On the surface, everyone can get knowledge and methods, but in fact, it is likely that the top level understands, the middle level does not understand, the grassroots level does not understand at all, and most of them are dissatisfied. Instead of asking lecturers to consider students' differences, it is better to find out students and grade them, and choose courses suitable for their knowledge structure and job level. Although the operating cost will be higher, the effect will be better. In the medium and long term, the cost of this graded cultivation method is the lowest.
For example, doctoral tutors teach microeconomics to economics doctoral students, and undergraduates also listen. How many people can understand it except a few undergraduates who have been studying microeconomics for a long time? Therefore, finding out the current situation and teaching students in accordance with their aptitude is the correct training method.
Choose the right method: Strictly speaking, knowledge and skills are two completely different concepts. Skills come from the accumulation of knowledge and experience, and knowledge is one of the key factors affecting skills; What enterprises want is the skills of employees, not knowledge.
The biggest difference between attending training and attending lectures is that attending training is to acquire skills, while attending lectures is to acquire knowledge. From knowledge to skills, it needs a transformation process. This transformation process can sometimes be completed by employees and sometimes by lecturers. For the teaching of knowledge, the lecturer only needs to speak in one direction, so that students can understand; As for the transfer of skills, it is not enough to talk about it, but also to demonstrate, imitate and participate in practice.
There are three basic methods of training: multimedia teaching, classroom teaching and sand table exercise, which are applicable to different courses and objects. Multimedia teaching is most suitable for production and operation courses that need hands-on, classroom teaching is suitable for all knowledge, skills and management courses, and sand table exercise is suitable for complex situation simulation/strategy deduction courses.
No one method can cover all training. When choosing training methods, enterprises need to choose appropriate training methods in combination with course types and students.
Choosing the right lecturer: After finding the right questions, finding out the current situation and choosing the right method, the last factor that affects the training effect is the lecturer. Both internal and external lecturers have different levels and styles, so it is difficult to evaluate whether they are good or bad. In addition, lecturers with different backgrounds will have great differences in genre and style. The common genres are mainly academics, managers, consultants and star brands.
The greatest feature of academic lecturers is their profound knowledge and strong professional skills, but their practicality is low. Therefore, the lecturers of this school are more suitable to talk about some courses that focus on theory and basic research;
Most of the lecturers sent by managers have a good working background, and most of them have the working experience of middle and senior managers in multinational companies. What they teach comes from the best practices of their enterprises and has been verified in actual combat. However, the successful experience and methods of these excellent enterprises can not be fully applied to the enterprises where students are located, and students can only listen and learn from them selectively.
Lecturers in consulting schools usually have good educational background and rich consulting experience. Most of the contents they teach are developed from years of consulting projects and have been verified by many enterprises in actual combat. Moreover, it has both the systematicness of academic lecturers and the practicality of manager lecturers, and is the first choice for training lecturers. However, due to the nature of consultants' work, which focuses on making plans rather than teaching plans, and most consultants have no professional speech training and lack of speech skills, the most common shortcoming of lecturers in consultant schools is that the conversion rate of professional foundation and empirical methods is not high, they know a lot and can solve many problems, but they are not very good at expressing.
Star lecturers are a bit like super girls in those days, just like mushrooms after rain, suddenly appearing on the front pages of major training websites and the sales points of audio-visual newspapers and periodicals at airports all over the country, frequently giving lectures in public classes and social activities. Careful people will find that these star lecturers all have one feature: their unique positioning is the main selling point, such as China XXX expert, China XXX first person, XXXX company gold medal sales champion ... However, these star lecturers disappear as fast as they become popular. Enterprises must carefully choose such lecturers and invite these stars to send lecturers with tens of thousands or even hundreds of thousands of appearance fees every day. It is better to use the same investment to develop some important courses.