However, in the process of training, the training situation is not optimistic, and there will still be some problems.
(a) Some people want to go, but those who don't want to go are arranged to attend the training. What is the reason for this phenomenon? 1. Training demand analysis is not in place.
Managers did not systematically identify and analyze the objectives, knowledge and skills of various organizations and members when arranging training courses, and those who received the training notice felt that the training course content was not very relevant to them.
Because the demand analysis is not in place, the needs of employees are misplaced, resulting in arrogance.
2. The training schedule is unreasonable.
Companies often use rest days to arrange training courses, and don't want to occupy working time because of training, so as to achieve the purpose of training and work.
As an employee, the rest day is a legal holiday given to me by the company, and the company can't take up this time for free.
(2) Misunderstanding of training 1. Senior employees disdain to participate in training.
Some employees think that training is only for newcomers or grass-roots personnel, and senior employees or senior managers think they have enough experience to receive training, which makes people laugh and cry.
2. Training is sightseeing.
Some employees think that with the opportunity of overseas training, they can take the opportunity to visit and travel around, but they don't realize the significance of training and the goal they want to achieve after training.
3. Department managers and employees don't realize the importance of training.
Managers arrange training to complete training tasks, and employees attend training courses to cope with things, which leads to enterprises investing a lot of manpower, material resources and financial resources but failing to achieve the expected training effect.
Second, the importance of enterprise training With the development of science and technology and the progress of society, "things" have higher and higher requirements for people, and the combination of people and things is often in a dynamic contradiction.
We must realize that if an enterprise wants to be in an invincible position in the competition of modern society, it must attach importance to the training of employees.
More and more enterprises have begun to pay attention to employee training, and even some enterprises have spared no expense to do this.
What is the important role of employee training in enterprises, which makes enterprises pay so much attention to it? (1) Talent is capital.
Many people don't understand that the training and development of human resources can increase its value. In fact, with the continuous expansion and development of enterprises, cultivating talents is a decisive factor in productivity, market competition and economic achievements.
The modernization of people's quality is more important than any other factor, and its training concept has changed from "training is an expense" to "training is the biggest investment".
(2) Staff training is an effective way to improve staff's technical and ability level and realize the matching between people and things.
1. One of the main aspects of employee training is on-the-job training. On-the-job training can improve employees' job operation skills and meet job requirements.
2. Employees also need to constantly improve and participate in higher-level technical upgrading and job promotion training after taking up their posts, so that their professional knowledge and technical ability can reach higher standards of job specifications to meet the needs of future jobs.
(3) Staff training is the key to cultivate and form common values and enhance cohesion.
There are generally two ways to build a talent team in an enterprise: one is to introduce and the other is to cultivate by oneself.
Therefore, enterprises should continuously carry out employee training, instill enterprise values into employees, cultivate good behavior norms, and let employees consciously work according to routine, thus forming a good and harmonious working atmosphere.
Through training, employees' sense of identity with the organization can be enhanced, and the cohesion and team spirit between employees and managers can be enhanced.
(D) Staff training is an effective way to improve the skills and abilities of staff and realize the matching between people and things.
One of the main aspects of employee training is on-the-job training, in which the requirements of job specification, professional knowledge and professional ability are the important objectives of on-the-job training.
Post personnel also need to make continuous progress and improvement after taking up their posts, and participate in higher-level technical upgrading and post promotion training, so that their professional knowledge and technical ability can reach higher-level post specifications to meet the needs of future posts.
Staff training is particularly important, and practice has proved that it is also an effective way to achieve the expected goal.
(E) Staff training is an important measure to stimulate the enthusiasm of employees. Staff training is an important human resource investment and an effective incentive method. For example, organize outstanding employees to visit advanced enterprises in other places, and encourage employees to study in their spare time and reimburse them.
According to relevant surveys, advanced training is a condition that many employees value, because the incentive of money to technical and knowledge-based employees is temporary, which can be done for a while, but not for a long time. What they value more is to get better development and promotion through work.
(vi) Staff training is the best means to build a learning organization. Learning organization is the innovation of modern enterprise management theory and practice, as well as the innovation of enterprise employee training and development theory and practice.
In order to establish a learning organization as soon as possible, enterprises should not only effectively carry out all kinds of training, but also run through the "people-oriented" training idea, improve the quality of employees and establish a talent training mechanism that can fully stimulate the vitality of employees.
Successful enterprises regard employee training as the source of sustainable income.
The biggest difference between a learning enterprise and a general enterprise is that it can never be satisfied with improving the quality of products and services, and improve efficiency through continuous learning and innovation.
Three, six misunderstandings that hinder training In some of our enterprises, we can often find such an interesting phenomenon: on the one hand, operators shout how important it is to train employees, on the other hand, training is put in a secondary position.
The reason why enterprises put training in such an awkward position and the training work is very difficult has a lot to do with managers' misunderstanding of training.
Below we summarize the misunderstandings that managers often walk into as follows: (1) Training should be immediate. I often hear some managers say, "I don't object to employee training, but I want to see the effect immediately."
Otherwise, there is no need for training.
"Many managers have this mentality, and they hope that the training effect will be immediate.
But it is necessary for us to clarify one point to them: training is indeed effective, but it will not be effective immediately.
Why? 1. It takes time to transform the theoretical knowledge learned in training into behaviors that can promote productivity.
2. Employees may not be able to immediately apply the knowledge and skills they have learned in training to actual job opportunities.
Therefore, when we judge whether a training is effective, we should not be short-sighted, but should take a long-term view.
(2) Training is a "wedding dress". Resignation of trainees is a very common headache brought by training to enterprises, and it is also a major obstacle to the development of training.
In order not to make wedding dresses for others, many enterprises have taken extreme measures to control employees' job-hopping by cutting training.
In fact, there is no need to give up eating because of choking. This problem is not unsolvable. The practices of several large enterprises are worth learning.
How does McDonald's retain talents: Beijing McDonald's Co., Ltd. believes that the key to making talents more stable after training is to combine training with personal development and plan their possible positions in the next year or two, so as to know how many people are needed for the above positions, how many people are there now, and how many positions need to be promoted and supplemented.
Let employees feel that his future is tangible, and factors such as turnover rate and promotion rate are all calculated by scientific methods, which should be truly realized.
Dr. Bosch & Lomb's preventive measures: Dr. * * * requires employees to sign a training service agreement before receiving training, which stipulates the minimum service life of employees in this enterprise after receiving certain training. If they need to move before the service expires, they should compensate the training loss of the enterprise.
This has played a certain role in protecting the training investment of enterprises.
Doctor * * * * Department also takes measures to reserve talents in advance, decomposes key positions with high flow frequency, and divides the positions at the next higher level into three or four. Once the position is vacant, the junior staff can fill it in time, so that the junior staff can have the opportunity of promotion, and the business of the enterprise will not be interrupted because of the flow of one or two people.
Summarizing the successful experiences of McDonald's and Bosch & Lomb, we can solve the problem from two aspects: 1. Combine enterprise training plan with personal development plan to retain employees.
2. Take precautions and take preventive measures against brain drain.
(3) The training fee is time-consuming, expensive and laborious, so it is better to let the human resources department focus more on "digging people".
The soft environment of enterprises is like a pool of stagnant water, and talents are like a duck to water. After the talents trained by other enterprises have been "poached", there is a big gap in the recognition of values, management concepts and corporate culture. The big fish that swam over may swim away quickly because they didn't adapt to the soft environment of the enterprise.
More and more far-sighted enterprise managers see the importance of cultivating talents by themselves. They put more energy into training, do a good job in the soft environment of enterprises, and cultivate their "big fish" in the "pond" of their own enterprises.
(D) Training is the business of the training department, which is also a misunderstanding that some enterprise managers enter during training.
In an organization, training needs support from many aspects, especially from top managers and managers at all levels.
Enterprises should form a joint force and cultivate an atmosphere of training and learning, so that training can be carried out effectively.
(e) Thinking that training is a kind of welfare, ignoring employees' obligations and responsibilities to participate in training will lead to employees not paying attention to training and failing to play their due role. (VI) Thinking that training needs are not analyzed, training is not targeted, and training programs are not set properly, which will lead to half the effort.
When conducting research, most employees want to strengthen the pertinence of training, which is directly related to whether the training needs are effectively carried out.
It is true that the training department should bear the main responsibility, at least the training department did not convey the correct training concept to enterprise managers and colleagues, thus creating its own passive situation.
The head of department management is the key person to implement on-the-job training. Without their participation, it is impossible to implement effective on-the-job training
From the initial job analysis to on-site training, as well as the final evaluation, inspection and tracking of employee performance after training, departmental supervision plays a major role.
It is impossible for the training department to do every training activity personally, let alone do everything.
Fourth, how to improve the training effect. How to get out of the routine and create positive and obvious ideal effects in employee training must be constantly innovated in training concepts and methods.
(A) the concept of employee training should be innovative.
We must change the concept that employee training is a waste of manpower, material resources and financial resources, and establish that employee training is an investment behavior of enterprises, which can make enterprises obtain long-term comprehensive benefits.
(b) Staff training methods should be innovative.
Training is not the same as lecturing. Boring training methods are difficult to attract employees, which leads to employees' lack of interest and enthusiasm for training.
Therefore, we must change the traditional way of listening to me in the way of employee training. You can use role-playing, simulation, games and other ways to interact in the classroom, stimulate employees' interest in learning and improve training efficiency.
(3) The employee training plan should be innovative.
1. Strengthen the analysis of training needs, and systematically formulate training development plans for various departments and positions according to the current situation and objectives of the enterprise.
2. According to different departments, different levels and different positions, different training topics are formulated and different training courses are set up to reflect different depths in training content.
(d) The selection of trainers should be innovative.
The choice of professional trainers is of course very important, but the internal leaders and employees are closer to each other in mutual recognition.
Internal trainers have the following advantages: 1. A better understanding of all aspects will make the training more targeted and help to improve the training effect.
2. Being familiar with the trainees can ensure smooth communication during the training.
3. Training is relatively easy to control.
4. The cost of developing teachers' resources internally is low.
(E) Staff training evaluation methods should be innovative.
Employees often think that the significance of training lies in obtaining certificates, but ignore the essence of training. Once the required certificates are obtained, the enthusiasm of employees for further learning and improving their skills disappears.
Our main purpose is to motivate employees through evaluation. The certificate need not be authoritative, but it can also be internal to the enterprise. However, every enterprise should try to make the certificate authoritative and attractive when designing the certificate.
Because it is very important to improve employees' hard skills, it is particularly important to improve employees' soft skills, such as discipline, professional ethics and work attitude.
In a word, employee training is one of the important contents of human resource management research. Through effective personnel training and development, employees' innovative ability is greatly stimulated, which brings the greatest value to the enterprise and makes the enterprise invincible in the competition.
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