What are the types of enterprise training? What are the influencing factors of enterprise training? Come and have a look with me!
Types of enterprise training
Enterprise training means that in order to achieve the development goals of the organization and employees, enterprises train all employees in a planned way to improve their work-related knowledge, skills, abilities and attitudes so as to adapt to and be competent for their posts. Generally speaking, the types of enterprise training can be divided into knowledge training, skill training and quality training.
Knowledge training: it is the basis for employees to obtain continuous improvement and development. Only when employees have a certain foundation and professional knowledge can they provide solid support for their further development in various fields.
Skills training: Only when knowledge is transformed into skills can it really generate value. We often say that "knowledge is power", which is the truth; "Science and technology are the primary productive forces", and only when science and technology are transformed into productive forces can they become the primary productive forces; The work skills of employees are the fundamental source for enterprises to produce high-quality products, produce the best benefits and obtain development. Therefore, skills training is also the key link of enterprise training.
Quality training: employees have solid theoretical knowledge and excellent business skills, but if they don't have correct values, positive work attitude and good thinking habits, then what they bring to the enterprise is probably not wealth, but loss. High-quality employees, even if they lack knowledge and skills temporarily, will actively and effectively learn and improve themselves to achieve their goals, thus eventually becoming the talents needed by enterprises. This kind of training is the core focus that enterprises must adhere to.
To achieve results in enterprise training, we must first grasp the following points.
(1) systematization: according to the present situation and development goals of the enterprise, the training and development plans of various departments and positions are systematically formulated. Enterprise managers should have a systematic plan and arrangement for the training content, methods, teachers, teaching materials, participants, funds and time. Whether the training content is appropriate or not is the key factor of the training effect, so it is very necessary to do a good demand analysis before training. Personal analysis is to find out the gap between an employee's existing skill level and the required skill level. Training is to fill this gap and give timely help.
(2) Forward-looking: Enterprise training is not only for the current needs, but also for the long-term development in the future.
(3) Targeted: We should be "targeted", grasp the main direction and objectives of training, and don't put all the events together "aimlessly". In a certain period of time, the theme should be clear and the center should be prominent.
Secondly, there should be extensive employee participation. It is important to recognize the needs of employees and adopt appropriate topics, depths and training forms for different training objects, but it is more important to conduct comprehensive training for managers and ordinary employees. Enterprises should include those qualified and eager employees in the training scope, especially the top management of enterprises should receive training first. The person who really affects the training and development effect is not the trainer, but the line manager of the trainee. If they don't have this awareness and skills, training and development measures will often fail.
Third, there must be feedback and communication. After each training, the training effect should be evaluated, and the practicality of the training content itself and the degree of influence on employees' work performance should be comprehensively evaluated to lay the foundation for better training in the future.
Influencing factors of enterprise training
Length of time: some training methods are limited by time, so it is difficult to take a long time to carry out, so training time will also limit the choice of methods;
Training funds: if some training forms are put into practice, enterprises need to spend a considerable sum of money, while some training forms only need a very limited sum of money, which plays a very important role in the choice of training methods. After all, "a clever woman can't cook without rice."
Number of participants: There are also many choices of participants and training forms. For example, the method of speech may not be limited by the participants, while the method of debate will affect the number of participants. Many case discussions or group discussions often have certain requirements for the number of participants;
Characteristics of students: Some requirements of students themselves, such as the original foundation, education level and management level, also affect the choice of learning methods. Some are suitable for lectures, some are suitable for discussions, and some are suitable for games.
Related equipment support: some training methods, such as computer training, need the support of related equipment, and a large number of people will need the support of larger venues, which will also affect the choice of training methods.
;