The implementation of training has always been a headache for most enterprise managers. Bert believes that in the implementation of enterprise training management, in addition to the organization and implementation of training work, training management also needs to manage three things:

1. Management demand: The most important training demand comes not from the training demand survey at the employee level, but from the strategic development goal of the enterprise. Enterprise-oriented training needs are given priority to, supplemented by employee feedback training needs, and * * * guides the development of enterprise training work;

2. Managing resources: Among them, course resources (including face-to-face courses and e-courses) and lecturer resources (including internal trainers and external lecturers) are the most important. In addition to establishing a reasonable resource database, it is also a very important means to update and call relevant resource information in time with the help of information tools.

3. Management effect: The management of training effect must not be limited to grading lecturers and courses, but should really pay attention to the changes of knowledge and ability before and after training, and link the evaluation of training effect with the company's knowledge management, certification system and performance appraisal to realize linkage management.

I hope it will help you, and welcome to communicate with you more about human resource management.