If you are a professional enterprise training supervisor at present or you want to be a professional enterprise training supervisor in the future, and take this as your future career, here are ten questions that you need to solve and can clearly answer:

1. How should the training supervisor position himself in the enterprise? Solve the technical problem of how to do it instead of doing it.

2. What is the core work/task of the training supervisor?

3. What role should the training supervisor play in the business operation of the enterprise? What role does it play?

4. What is the boundary of the training supervisor's work scope?

5. Establish training objectives and plans according to the overall strategy and needs of the enterprise?

6. Where is the foothold of training demand? How to grasp and measure the real demand?

7. training should be: providing problem solutions? Improve work skills? Improve the quality of personnel? Increase your knowledge?

8. What key skills should a training supervisor master?

9. What is the task of the professional training supervisor? How is the workflow established and what documents are needed?

10. What are the forms and contents of communication at different levels in the enterprise?

We found that the training work of some enterprises at present is largely superficial, and the training effect is not very satisfactory. Cause analysis: We are not involved in the quality of courses provided by training institutions for the time being. Everyone adopts similar working procedures, although there are some differences in details, but this is not the root of the problem. In fact, the reason for this difference is not the skill of the work. To a great extent, it is because the training supervisors have different understandings of some issues, different experiences and levels, and their starting points are biased. Although the attitude of senior leaders of enterprises to training work will have a great impact on training work, it still cannot conceal the consequences caused by inaccurate positioning and quality differences in training work.

Work often falls into specific affairs, becomes a mere formality, and ignores the essential things. If the training work can't bring benefits to the enterprise for a long time, or it is irrelevant to the actual business and can't be recognized by the business functional departments, the training will come to a dead end. In this sense, what kind of training an enterprise needs, where training should be based, and how to closely link training with business are all very important issues. Training supervisors sometimes complain that enterprises do not pay attention to training, which is understandable, and it is certainly better to expect leaders to fully realize it one day. However, the effective solution to the problem is to train the supervisor himself, which has been recognized and affirmed by various departments. The way out is to link the enterprise's goals and business needs with training well.

Without training, will learning happen? Of course, because learning is a natural process, people are accepting new information and knowledge anytime and anywhere. Can you achieve your learning goals through training? Not necessarily, because learning has its own rules. Only purposeful learning, orderly learning and effective learning can achieve many goals that will take longer without training management. Learning path map is a systematic tool that we use to describe and show learning objectives, sequences and methods, and it is also the blueprint and cornerstone for us to plan and build a training system.

The concept of learning path map

Learning path map refers to a series of learning activities designed with the development of vocational skills as the main axis, which is the direct embodiment of employees' learning path in enterprises. These learning activities include not only traditional classroom training, but also many other learning methods, such as on-the-job practice, receiving counseling and coaching, sharing and being an internal lecturer.

By learning the atlas, a new employee can find his own learning and development path from entering the enterprise to becoming a company expert. In an enterprise, different learning paths can be set according to different professional divisions, such as the learning path of sales staff and the learning path of production staff. According to different tasks, employees can follow the learning path map of learning only one major or learning multiple majors at the same time; Employees in management positions can follow multiple professional learning paths while following the management ability learning path map.

Three functions of learning path map

? Height determines vision, angle changes thinking, and scale grasps life? This advertising word can classically interpret the main functions of the learning path map.

Height: See the rainbow on the horizon.

With height, we can see clearly and find a solution in the present situation of confusion and ignorance; With height, we can see far, and we are still full of confidence and hope in temporary difficulties.

When new employees join the enterprise, they often don't know the direction and way. In the learning path map, employees can see the end of their success and the road to success. On the way, the learning contents that should be known, understood and mastered are clearly and orderly marked. At the same time, according to the characteristics of learning content, the best learning methods, resource allocation and measurement standards, as well as milestones in different learning stages are also marked.

Through the learning path map, employees can clearly see that learning is not simply attending training courses in class, but their own learning path consists of three stages: training, practice and summary, and its core content greatly exceeds classroom training. Among them, training accounts for about 10% of the mileage, including: attending training in and out of class; on - the - job training Read professional books and publications; Attend professional meetings; Use e-learning system. Practice accounts for about 70%, including: accepting a task, such as leading a project team; On-the-job internship or self-internship; Use the work manual; Receive counseling, consultation and environmental impact. Summarize the proportion of about 20%, including: sharing in forums or conferences; As a lecturer or coach.

In the learning path diagram, the above three stages are not only macro-orderly, but also cross each other in details, forming a perfect learning growth plan. Employees only need to participate in the study and assessment step by step according to the requirements of the road map, and will definitely reach the end of success.

Angel: Let's join hands.

Different angles, the concept is definitely different. Whether observing an object or evaluating a thing, as long as you stand from different angles, you will definitely get the same result.

In many enterprises, training departments often need to deal with challenges from different departments and individuals: management questions the effectiveness of training, department managers try to solve all problems with training, experts refuse to be lecturers on the pretext of busy work, and employees complain that training is insufficient or excessive. The reason why these contradictions and dilemmas are discussed is because everyone lacks a unified view and understanding of the role and law of enterprise training.

The learning roadmap provides a unified perspective for all managers and participants of the above training from the following aspects: analyzing the training needs. The learning path map defines the content and sequence of learning, and the training department can easily identify the training needs by comparing these contents with the current situation of employees, and employees will not put themselves on training? What do you want? Training with career development? Demand? Confused.

Determine the training strategy. The learning path diagram clearly illustrates the process and method of acquiring professional ability. Training managers and participants will realize that classroom training is only a part of acquiring ability. Classroom training is necessary, but not enough. For complex skills, such as the promotion of leadership, classroom training is only a small step, and a lot of post practice and counseling are the processes that must be followed.

Develop curriculum resources. Whether it is a training course in the classroom or a job task in the post, it is a training course in the view of the learning path diagram, which needs systematic design, development, induction and arrangement. One of the important tasks of training managers is to concentrate on designing and developing courses, which requires the cooperation of experts inside and outside the enterprise, and more importantly, the enterprise's continuous investment in resources such as funds. By learning the road map, enterprise management can identify the intensity and progress of resource investment and make decisions.

As a lecturer and coach. According to the requirements of the learning path map, it is an important step to be a lecturer and coach and share your own experience. I am the biggest beneficiary in the process of teaching and tutoring others. Therefore, from the perspective of career growth, being a lecturer or coach is not dispensable, but necessary.

Evaluate the training effect. According to the nature of learning content, learning path map provides corresponding evaluation tools for all its learning activities, which unifies everyone's understanding of evaluation strategies and avoids the possibility of starting from the local, misusing evaluation tools or even questioning whether training contributes to enterprise performance.

In the scientific experiment of observing microorganisms, there are three things that must be considered: observation objects, observation tools and observation methods. Only by using the right microscope, operating the microscope correctly and observing the right target can we get the right results. Learning path map is like a microscope, which provides a unified perspective for decision makers, department heads and employees in the process of formulating training strategies.

Scale: achieving continuous transcendence

Drucker said:? No measurement, no management? . When employees cross one learning milestone after another, they feel closer and closer to success. Many enterprises have established competency models, but they find it difficult to link them with training and development strategies. The reason is that the competency model is structural knowledge and the presentation of static content, while the procedural knowledge of training and development strategies is the sequencing of dynamic activities. In short, the competency model tells us what kind of knowledge and skills we should have, while the learning path map shows how we acquire these knowledge and skills.

Learning path map can be used as a yardstick for enterprises to select, employ, retain and train.

choose

When recruiting and selecting new employees, human resources departments and business departments can accurately identify the learning and practice course of candidates according to the learning path map of management and specialty respectively, so as to judge whether to hire or whether to make up the learning content after hiring.

appointment

A milestone or a node in the learning path map can be used as a standard for employee promotion, subsidy and salary increase.

use

The learning path diagram points out two channels for employees: management and specialty, points out the direction for employees' career development, and solves the problem of giving full play to their talents.

reserve

Learning path map can shield the factors that employees choose to leave because of their limited career development. At the same time, employees who choose to leave will consciously compare the learning path map of the future company and continue to consider their professional skills development. Therefore, as an important part of corporate culture, learning path map will have a far-reaching impact on employees' thoughts.

cultivate

With the learning path map, enterprise managers will break through the narrow training concept and pay attention to the application of comprehensive training strategies. Whether it's the design of regular training scheme, the training scheme of reserve talents, the application of rotation strategy and so on. , will be carried out in accordance with the requirements of the road map.

Four steps of drawing learning path map

The drawing process of learning path map includes four steps: task analysis, learning task analysis, course learning plan and map drawing.

Analytical task

Also known as workflow analysis, the basis of its distinction is not the difference in ability and quality required by the two majors, but the difference in their workflows. For example, the workflow of sales specialty and production specialty is completely different, but there are many overlaps in their required abilities and qualities. Therefore, the purpose of analyzing work tasks is to describe workflow, process level and typical tasks in the process.

Analytical tasks are different from analytical job responsibilities and cannot be confused. Job task analysis aims to describe the work process and typical tasks, and then find the bottleneck caused by lack of knowledge and skills in the process or typical tasks, so as to provide a basis for locking learning goals. Job responsibility analysis is to find out the tasks covered by a specific post. Position is an organization setting category. Different companies set different organizational structures and positions for workflow. Task analysis can provide a basis for new salary design, labor verification and employee recruitment, but it cannot be used as a basis for drawing learning paths.

Analytical learning task

According to the importance of the task, the difficulty of learning, the frequency of implementation, the consequences of improper implementation, the possibility of deficiency and the degree of access, it is the main goal to find out the learning content that should be learned, learned and proficient. If the enterprise has established a competency model, it can be used as an important reference for the analysis of learning tasks. If there is no competency model, learning tasks can be directly output according to the results of task analysis.

Learning tasks, like work tasks, must be observable and measurable.

Design a learning plan

The main task of this step is to classify the locked learning content, and then adopt targeted learning strategies. Learning content is divided into five categories: attitude, action skills, wisdom skills, learning skills and verbal information. Different types of content have different learning objectives, learning methods and evaluation strategies.

For example, the study plan of speech skills: 2 days of classroom training of speech skills and 5 self-exercises; Speech at the 10 ministerial meeting; Two speeches at the company's large formal meeting; Subscribe to Speech and Eloquence magazine; Regularly share your reading experience in the forum of the company's speech club; As a lecturer in speech skills training, etc. At the same time, I received coaching guidance from 1 departmental meeting and 1 public speech. The time * * * is 1 00h, and the period is1year.

According to the learning plan of speech skills, the training department needs to design the training course of speech skills, specify special reading questions, design the observation table and evaluation tool for the coach, and design these contents in the study passport for the students to manage themselves.

Draw a route map.

According to the requirements of different career development paths, summarize all your learning contents and reflect the learning path map in the form of vivid pictures, animations or multimedia. At the same time, make an employee version of the learning map "learning passport". At this point, a clear and complete learning path map can be formed.

The drawing technology of learning path map is not complicated, which can be said to be simple and easy. Enterprises can make it by themselves under the guidance of professional consultants without spending a lot of consulting and consulting fees.

Of course, it is unrealistic to expect to draw a high-quality learning path map at one time, and enterprises need to constantly explore, accumulate information and modify it. Generally speaking, after three to five years of revision and once-a-year improvement, the learning path map is more mature.

Mr. Lu You wrote this sentence to his son who wanted to learn poetry. If you want to learn poetry, do you have time outside poetry? . Similarly, if you want to be an excellent marketing trainer, you must have? Internal strength? , to have good cultivation and quality. If you want to be an excellent marketing trainer, you must have the following qualities and abilities.

(1) has noble moral quality and correct life values.

The Analects of Confucius said:? It is upright and does not command; His body is not straight, although he disobeys? People often say that it takes hard work to strike while the iron is hot. We go to do marketing training to convince, inspire and educate people. For example, as a cadre, you should be honest, modest and honest, but you are either corrupt or accepting bribes, but you talk about honesty on the stage. How can it be convincing? Therefore, in order to convince and educate people, we must first have a correct outlook on life, so as to accurately predict, explain and standardize the future and development direction of individuals, groups and even the whole society. Secondly, you must do it right, because the power of example is infinite.

(B) have a wealth of knowledge

We often say that as a teacher, to give students a bucket of water, we must have a jar of water. If you want to enlighten people, you have little knowledge. How can education influence people? Excellent marketing trainers are not made in a day. As the saying goes, one minute on the stage takes ten years off the stage. Without a solid foundation and a solid cultural foundation, becoming an excellent trainer is just wishful thinking. Marketing personnel come to training, not to understand the enterprise system and product status, but to learn the unique charm of trainers. Where can I show the charm of a trainer? The accumulation of culture, its own quality is the pen in the hands of scholars and scissors in the hands of gardeners.

(3) Being knowledgeable, standing high and seeing far.

As a marketing trainer, you should stand tall, look far, look far and be superior. Why should we listen to the trainer's lecture? Some trainers speak very well, but the good thing is that after listening, we are refreshing and not profound. Who wants to attend your class? Therefore, as an excellent marketing trainer, one should be far-sighted, think about what others think and say what others have not said. Once it is said, it can inspire and educate people.

(4) Having keen observation.

As a marketing trainer, you always have to be targeted to be convincing and solve problems, and pertinence and persuasiveness come from understanding and mastering the thoughts and emotions of marketers. This work is very important and difficult. As long as you have keen observation, you can understand the psychological changes of the trainer by observing words and deeds, and you can convince the trainer in a targeted way.

(5) Strong motivation and self-control.

An excellent trainer is good at motivating not only employees, but also himself. In order to let employees give full play to their talents and work hard, it is necessary to put their own? Do you want me to do it? Become? I'm going to do it, and the best way to achieve this change is to motivate employees. Motivation will not make your training fail. On the contrary, it will be easier for you to instill ideas and make them more willing to obey the management of the enterprise.

A mature marketing trainer should have strong emotional control ability. A trainer's mood can even affect the mentality of a group of employees. If he often can't control his emotions because of some things, it may affect the overall efficiency of the enterprise. In this sense, when you become a trainer, your emotions are not only your own private affairs, but also affect your employees. Therefore, to become an excellent trainer, the ability of self-motivation and emotional control can not be ignored.

(six) must have the ability to adapt.

What is resilience? When encountering emergencies, you can handle them skillfully and properly, which is the ability to deal with emergencies. A trainer should not only be flexible in dealing with subjective changes such as stage fright and forgetting words, but also be agile in dealing with objective changes such as power failure and audience riots. Once, Mr. Li Yanjie made a mistake while giving a speech at a university in Sichuan. What should I do at this time? This requires him to adapt. At this time, he asked himself and answered:? Is this sentence correct? Wrong. ? The audience thought it was really wrong. In fact, he just made a mistake, and he refused himself. This is resilience. For example, as soon as a trainer came on stage, he gave the microphone a tumble and fell down. The following burst into laughter. The trainer stood up, walked to the microphone and immediately said, friends, I was overwhelmed by your applause. Thank you. ? I won applause from the audience at once. How resourceful this coach is! We usually speak, and no one can guarantee the accuracy of every sentence, which is impossible. We need our adaptability at this time.

1. A professional trainer must have a professional professional image, so that people can know that you are a professional at the first sight. So dress professionally, with professional clothes, professional hairstyles and professional behaviors.

(1), clothing must be professional, not casual.

(2) The tools for class should also be professional. You should have your own laptop, laser flip pen and professional PPT.

(3) Professionalize the course design and adjust the teaching content in time according to the field situation.

(4) Professionalization of hairstyle

2. The language behavior of a professional trainer must be professional, and it is unprofessional not to speak casually and say whatever you want.

3. The language content of professional trainers should be logical and cannot be taken for granted. The last sentence and the next sentence must be linked together, and they can't be the same for a while.

4. Professional trainers must behave professionally, and never drink or eat smelly food in class. Alcohol is the poison that destroys professional trainers. If you can't control it, it will be considered unprofessional.

5. The content of professional trainers should be professional, embodied in personalization, not imitation. Don't let people know at a glance that they are imitating someone.

6. The integrity of professional trainers should be professional, especially the places recommended by intermediaries. Don't expose your identity and phone number easily, especially your phone number, email address and business card.

7. Every movement and sentence of a professional trainer represents your quality. Don't make unreasonable demands on the organizers. Otherwise, you will be nothing.

8. Professional trainers should be student-centered and not narcissistic. Being self-righteous and thinking how good your courses are is actually the most unprofessional performance.

9. The hearts of professional trainers must be consistent with those of enterprise students, and don't say one thing and do another.

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