Staff training is the lifeline of an enterprise. If the problem of employee training cannot be solved, it will inevitably affect the subsequent development of the whole enterprise. The most common and difficult problem in employee training is that employees are not interested in training and can't get training results.

For this problem, we need to find out what the problem is first. The main reasons for the general problems are as follows.

At present, the training objectives of many enterprises for grass-roots employees are basically problem-oriented, that is, training is organized according to various performance problems of grass-roots managers in the process of work, and rarely from the perspective of the quality that grass-roots managers need to perform their duties well and complete their tasks with high standards. Although the training of "treating the headache and treating the foot pain" has always been an excellent training scheme, there are still obvious shortcomings compared with grass-roots managers who lack systematic design.

What is training needs diagnosis? That is to understand why training is needed, and what training does employees need?

In the current enterprise training, most enterprises train their employees in the mode of "patient self-treatment". That is, students are allowed to prescribe their own "prescriptions", which subjectively meets the needs of students, but in fact, due to the lack of rational and objective diagnosis of training needs, a lot of resources are wasted. This is also one of the main reasons why the training effect of most enterprises is not ideal.

At present, in the training of many enterprises, standardized courseware training is basically imported from outside. There is nothing wrong with this kind of training, because in this kind of training, the lecturer will conduct targeted course guidance training from the general direction of enterprise development, so there is not much problem in itself. The problem is that this kind of training can not be directly oriented to all employees of the enterprise, but can only be carried out in the management of the enterprise.

Compared with all employees in the enterprise, although most managers understand the benefits of this kind of training, this is because the management has initially learned to think from the development of the enterprise, and most employees are still thinking about themselves, thinking that training is to brainwash us and let us fight chicken blood, and compared with small class internal training, teachers can comprehensively solve the problems encountered in the course. Once all the staff are trained in large classes, it is difficult for the teachers to solve all the problems, which naturally leads to the problem of training effect.

At present, in the training effect evaluation of enterprises, most enterprises only do the effect evaluation of the training site, and only give a shallow score to the training lecturers and training institutions.

And our real rational training should pay more attention to the improvement of trainees' consciousness and behavior in practical work after receiving training, rather than evaluating the teaching effect of trainers, because that will never solve the problems we need.

Find the problem, and then finally sum up two points about the methods and skills of employee training.

First, the purpose of training is to make employees and enterprises benefit from training.

Employees need training and growth, and enterprises need employees to bring higher benefits when they grow up. It should have been a win-win situation, but most of them made employees feel that the company was trying to "play a trick" on itself. Therefore, this requires us to find the courses that junior and middle school students like (not the required courses and the required courses) and choose from them before training.

The second is to change compulsory execution into voluntary participation of employees.

Coercion can never exert its own strength, and the last resort is that employees themselves are eager to participate. And enterprises only need side assistance and encouragement. In this way, enterprises can build an employee platform from the following steps:

(1) Organize a training lecturer club so that employees can voluntarily sign up as lecturers and be encouraged to become qualified lecturers;

(2) To run a lecturer's club, we should organize regular activities to expand the influence of the club;

(3) Conduct targeted training for lecturers on a regular basis, so that the lecturers can spontaneously improve the course and make continuous progress according to the feedback after the course;

(4) regularly update the curriculum and publicize the curriculum.

It is difficult to do everything well in a passive state, especially training. Whether it is good or bad, it is difficult to achieve good results if it is arranged by enterprises. Only by arranging training from leaders to employees and changing it into employee participation can we achieve the best results.

Finally, as a boss, we must understand a truth: employee training is the lifeline of the enterprise, and only when the employee training is done well can the enterprise have its own future.