I. Investment in training funds of companies with different backgrounds
On the whole, the investment in employee training in China enterprises is generally low; Only 8.7% enterprises account for more than 3-5 ‰ of the company's sales revenue, while 48.2% enterprises account for less than 0.5‰ of the company's sales revenue. Judging from the actual needs of enterprise development and talent competition, the low input of training funds will inevitably seriously affect the improvement of employees' quality. It is necessary to guide enterprises to understand this problem from the perspective of talent strategy and sustainable development, and increase training investment.
The proportion of training funds invested by Chinese and western enterprises in the company's sales revenue of more than 5‰ is 5.6% and 4.5% respectively, which is significantly higher than that of eastern enterprises (3.7%).
The proportion of state-owned and state-holding enterprises' training funds accounting for more than 3-5‰ of the company's sales revenue is 10.4%, which is higher than that of other enterprises 1.6-6.8 percentage points. It shows that the state-owned and state-holding enterprises are in good condition to implement the "Regulations on Enterprise Staff Training" promulgated by the Ministry of Labor, but the problem that training funds are generally not guaranteed should be paid enough attention to by enterprises.
The training funds of listed companies account for more than 3-5‰ of the company's sales revenue, which is 34. 1%, while that of non-listed companies is 22%.
The proportion of training funds invested in enterprises with sales and assets below 30 million yuan is relatively high (5.7% and 5. 1% respectively), but the proportion of training funds invested in enterprises with sales income below 0.5% is also the highest (50.6% and 52.5% respectively). It shows that this kind of enterprises are in an unstable state in the investment of training funds.
There is a certain gap in the proportion of training funds invested by enterprises in different industries. Among them, the investment in financial insurance, transportation, warehousing and postal services, agriculture, forestry, animal husbandry and fishery training accounts for more than 3-5‰ of the company's sales revenue, which are 65,438+04.6%, 65,438+03.5% and 65,438+00.8% respectively. The proportion of public utilities, construction industry and manufacturing industry is relatively low, accounting for 4.8%, 6.4% and 6.5% respectively.
2. Staff training plans made by companies with different backgrounds.
The proportion of enterprises that have made employee training plans is relatively high (69%), but there are also 365,438+0% enterprises that have no training plans in employee training, which reflects that the degree of institutionalization and standardization of enterprise training needs to be strengthened.
There is no obvious difference in the proportion of employees' training plans made by enterprises in different regions, but the proportion of employees' training plans made by enterprises in the west is 4 percentage points higher than that in the east (72% for enterprises in the west; 68% of eastern enterprises).
Enterprises with different ownership systems show a certain gap in the proportion of employee training plans. State-owned enterprises and state-controlled enterprises have the highest proportion of training programs (76. 1%), while foreign-funded enterprises in Hong Kong, Macao and Taiwan have a higher proportion (72.4%), while collective and private enterprises have the lowest proportion (60.7% and 60%). State-owned enterprises continue to maintain some advantages in the training system, but it also shows that the gap between enterprises with different backgrounds is gradually narrowing.
The proportion of listed companies making employee training plans is significantly higher than that of non-listed companies. Among them, the proportion of domestic and overseas listed companies making training plans at the same time is the highest (86.3%), which is about 4 percentage points higher than that of domestic or overseas listed companies, 1 1 percentage point higher than that of listed companies and 22.5 percentage points higher than that of unlisted companies.
Enterprises with different sales and assets show great differences in the proportion of employee training plans. Enterprises with sales and assets above 300 million yuan have the highest proportion of training plans (8 1.3% and 80.2% respectively); Enterprises with sales and assets below 30 million yuan have the lowest proportion of training plans (52. 1% and 52.7% respectively); Moreover, the higher the sales volume and assets, the higher the proportion of training plans, indicating that the system construction of enterprise training has a certain relationship with the scale of enterprises, and small-scale enterprises do not pay much attention to the system construction of employee training plans.
There are obvious differences in the proportion of employee training plans in different industries. The extractive industry has the highest proportion of employee training programs (91.7%); The proportion of employee training programs in construction, finance and insurance, transportation, warehousing and postal services is relatively high (80.8%, 79.2% and 79.1%); The proportion of employee training programs in agriculture, forestry, animal husbandry and fishery is the lowest (45.9%). Judging from the data of "preparing to make a training plan", different industries have different understandings of this work, and only collective enterprises "do not intend to make a training plan".
Three. Implementation of employee training plan in companies with different backgrounds
The implementation of employee training plans in most enterprises is not good. Only 42. 1%, 56.4% and 65.438+0.5% enterprises "strictly implemented" the training plan, "poorly implemented" and "not implemented". Although the enterprise has made a good training plan, it is difficult to produce good training results and achieve the expected training goals without good implementation.
The proportion of "strictly implementing" training plans in central and eastern enterprises is relatively high, reaching 49.7% and 42.5% respectively; The proportion of western enterprises is low, accounting for 34.2%. It shows that a considerable number of enterprises in central and eastern China are relatively standardized in employee training, while enterprises in western China may pay more attention to form in training, and the implementation of training system needs to be strengthened.
The proportion of state-owned enterprises, state-holding enterprises and collective enterprises "strictly implementing" the training plan is relatively high, which are 49.6% and 47.1%respectively; The proportion of private enterprises "strictly implementing" the training plan is low, accounting for 34.4%. It shows that the training plans of state-owned enterprises and collective enterprises are well implemented, but the situation of "ineffective implementation" in the training process needs to be corrected.
The proportion of listed companies "strictly implementing" the training plan is obviously higher than that of non-listed companies, among which the proportion of listed companies at home and abroad is the highest (6 1.4%), which is obviously higher than other listed companies; The proportion of "strictly implementing" the training plan is the lowest among listed companies (35.7%), and even lower among unlisted companies (39.8%). The implementation of the training plan for unlisted companies needs to be strengthened.
Enterprises with different sales and assets have obvious differences in the proportion of "strictly implementing" training plans. Enterprises with sales and assets above 300 million yuan have the highest proportion of "strictly implementing" training plans, accounting for 48.9% and 49% respectively; Enterprises with sales of 354.38+0.5 billion yuan and assets of less than 30 million yuan have the lowest proportion of "strictly implementing" training plans, all of which are 35.4%. It is necessary to correctly guide enterprises, especially small and medium-sized enterprises, to consciously standardize training work and narrow the gap in training work between enterprises of different scales as soon as possible.
The extractive industry has the highest proportion of "strictly implementing" the training plan, accounting for 72.7%; Transportation, warehousing and postal services account for 52.8%; The real estate industry accounted for the lowest proportion, accounting for 27.9%. This result shows that traditional state-owned enterprises have obvious advantages in the construction and implementation of training system. As a new industry in society, the standardization of training needs a perfect process. It can be seen from the result that the proportion of "not implementing" training plan in real estate industry is 0 that such enterprises have realized this problem.
Fourth, the main ways of employee training in companies with different backgrounds
Among all training methods, 65.5% of enterprises adopt "internal training", 47.5% adopt external short training, and 18.4% adopt academic education. Only 5.3% use full-time or part-time, substitute classes, study abroad and other training methods. Enterprises generally adopt internal training methods, which shows that the training needs of enterprises pay more attention to the improvement of employees' job skills, which is the result of reasonable selection of training methods. The high proportion of "external short training" shows that enterprises have great demand for external training market. At the same time, enterprises still have a certain demand for "academic education", but they need to make necessary adjustments and explorations in school-running methods and curriculum design.
The proportion of enterprises in the central and western regions adopting "internal training" is 67.2%, which is slightly higher than that of enterprises in the eastern region by 2.3 percentage points; The western enterprises have the highest proportion of "external short training" (52.2%), while the eastern enterprises have the lowest proportion (46.2%). The proportion of enterprises in central China adopting "academic education" is the highest (28.4%), and the proportion of enterprises in eastern China is the lowest (16.3%).
Enterprises with different ownership take "internal training" as the main way, followed by "external training" and "academic education"; The model of "academic education" shows great proportion difference among enterprises with different ownership. State-owned enterprises and state-controlled enterprises adopt the highest proportion of three training methods, which are 765,438+0.2%, 57.7% and 34.7% respectively. Collective enterprises adopt the lowest proportion of "internal training" of the company, which is 53.6%; Private enterprises adopt the lowest proportion of "external short training", accounting for 37.9%; The proportion of foreign-funded enterprises in Hong Kong, Macao and Taiwan adopting "academic education" is the lowest, accounting for 7.8%. The difference in training methods of enterprises with different ownership may be caused by the different training needs of enterprises. State-owned enterprises and state-controlled enterprises pay more attention to academic education, which shows that "academic qualifications" play a greater role in the promotion and development of employees.
There are obvious differences between listed companies and non-listed companies in employee training methods. Companies listed at home and abroad at the same time adopt the highest proportion of "internal training", "external short training" and "academic education", accounting for 82.4%, 64.7% and 39.2% respectively; The proportion of non-listed companies adopting the three training methods is the lowest, which are 6. 1%, 43.4% and 15. 1% respectively. Other listed companies have a high demand for the three training methods, but only overseas listed companies adopt the company's "internal training" method with the lowest proportion (8%), which may be due to the high degree of internationalization of the company's business, and it is difficult for teachers to rely on internal training to meet the needs of practical training.
The characteristics of training methods adopted by enterprises with different sales and assets are as follows: (1) Enterprises with different sales and assets adopt the largest proportion of "internal training", followed by "external training" and "academic education"; (2) The larger the sales and assets, the higher the proportion of various training methods. For example, the proportion of enterprises with sales of more than 300 million yuan adopting the three kinds of training is 77.8%, 6 1.7% and 3 1.3% respectively, while those with sales of less than 30 million yuan are 47.9%, 29.3% and 8%. Although the choice of training methods is mainly determined by training needs, it can not be used as an index to judge the training effect, but comprehensive analysis can still see the gap between enterprises with different sales and different assets.
The extractive industry has the highest proportion of three cultivation methods, which are 9 1.7%, 79.2% and 75% respectively. % are respectively. The proportion of "internal training" in agriculture, forestry, animal husbandry and fishery is the lowest, accounting for 45.9%; Wholesale and retail catering has the lowest proportion of "short training outside", accounting for 27.9%; The proportion of "academic education" adopted by public utilities and financial insurance industry is relatively high, accounting for 46.3% and 39.6% respectively; Wholesale and retail catering and communication information technology (IT) have the lowest proportion of "academic education", accounting for 4.9% and 9.3% respectively. Other results basically reflect the training demand tendency of different industries.
5. Tracking and evaluation of employee training effect in enterprises with different backgrounds.
According to the statistical results, the sample enterprises do not pay much attention to the tracking and evaluation of the training effect. The follow-up evaluation rate of training effect is 48.3%, the follow-up evaluation rate of "not conducted" is 3 1.8%, and the follow-up evaluation rate of "ready to conduct" is 19.4%. On the one hand, it shows that the training work of enterprises is not standardized enough and the implementation is weak; On the other hand, it also shows that quite a few enterprises have a certain degree of understanding of the role of tracking and evaluating training effects. Because the tracking and evaluation of training effect is an important basis to test whether the training objectives have been achieved and to what extent, it is urgent to provide operational evaluation indicators, technologies and tools.
There are obvious differences in the proportion of enterprises tracking and evaluating the training effect in different regions. The proportion of central enterprises is the highest (52.5%), the eastern enterprises are higher (49. 1%), and the western enterprises are the lowest (42.7%). Although the investment of training funds in western enterprises is obviously higher than that in eastern enterprises, the implementation of training effect is lower than that in eastern enterprises. Therefore, it is necessary to study and formulate more scientific training evaluation standards.
The proportion of foreign-funded enterprises, private enterprises, non-state-owned shares and limited liability companies in Hong Kong, Macao and Taiwan who follow up and evaluate the training effect is 53.5%, 5 1.9% and 50% respectively, which is significantly higher than that of state-owned enterprises and state-controlled enterprises1%. It shows that non-state-owned enterprises pay more attention to the training effect in training. Although state-owned enterprises and state-owned holding enterprises are obviously superior to other ownership enterprises in the input of training funds and the formulation and implementation of training systems, this result also exposes the problems existing in the training management of state-owned enterprises, and it is necessary to strengthen the assessment of the input and output of training funds of state-owned enterprises.