situation

I am a training supervisor in a digital company, and the lecturer team is mainly composed of business backbones and senior executives of various departments. Our incentive measures for internal lecturers include: rewarding lecturers with 50 yuan per hour, and the number of hours lectured by lecturers is linked to job promotion. But the actual situation is that the enthusiasm of the lecturer is still not high.

Now I am confused. I don't know how to improve the enthusiasm of internal lecturers.

analyse

If we can improve the enthusiasm of enterprise lecturers, we can't just start with class fees. As a digital company, it also belongs to a high-tech company. Presumably, the income of business backbone and resource management is not low. The reward of 50 yuan/hour is not attractive to them, nor can this lesson impress them.

In the process of enterprise development, internal trainers are well shaped and can develop healthily, so it is relatively important to build an effective internal training system for the internal development of enterprises. Management system is thought. Although it doesn't need to be talked about all the time, it must be there. A perfect lecturer system should be improved from the following aspects:

First, the general manager is the company's first training lecturer, and the first class every year should be led by the general manager's top-down demonstration.

Many companies think that they attach great importance to training, and even think that their training system is quite perfect, only to find that their bosses or general managers have not given lectures internally. It is also known as low-key, but it does not pay attention to internal training. The behavior of top management is not the weather vane of enterprises. How can high-level people play this if they don't play middle-level ones? Since it is a whim to play training, you will lose your motivation and direction for so long.

Second, if the company is relatively large, the heads of each center and subsidiary are the corresponding department heads (that is, a center is a department and a subsidiary is a department). The department head is responsible for the training work of the department, including the proposal of training plan, the guidance of internal lecturers, the screening training, the research and development of the internal curriculum system of the department, etc.

At present, many companies do not give full play to the role and significance of the heads of company centers and subsidiaries in training when building training systems. However, if they are only listed as internal trainers, the responsibilities of internal trainers and department heads are too different and their roles are obviously different. As a training supervisor, you must pay attention to this.

Third, establish a star lecturer system, all lecturers earn teaching points, how much is the benchmark of each standard class hour (determined by the person in charge of training), and the degree of students' response to the training (subject to the on-site investigation after the training), so as to add points and formulate corresponding standards.

All lecturers shall, starting from one star, formulate grading and star award system, publicize it in the special training file, and regularly update the Road to the Growth of Internal Lecturers. One-star lecturer → two-star lecturer → three-star lecturer → …→ ten-star lecturer, and use this honor to attract relevant internal lecturers to gain a sense of accomplishment.

Strengthen publicity, so that every lecturer has publicity and encouragement when he is promoted, and gradually form a lecturer atmosphere within the enterprise. You can unconsciously guide the comparison between departments, whose department has more high-star lecturers, and publicize the situation of star lecturers in each department and the contribution of the department to training at the company management meeting.

Fourthly, for five-star trainers, TTT training can improve their personal abilities in a targeted way. Just like a popular saying now, "The lover who can be taken away is not a lover, and the grievance that can be said is not a grievance", the employee's big office, the title of manager and director, high salary and team can be taken away by the company at any time, regardless. Only by summing up their improved abilities can we not be taken away, and we can encourage everyone to sum up experience and improve their abilities.

Lecture is the best summary and the fastest way to improve your ability. No one. By doing this, the enthusiasm of internal lecturers has been improved accordingly.