Enterprise Staff Training Paper Model: Reflections on the Cultivation of College Counselors' Core Competencies Abstract: This paper analyzes the core competencies that counselors should have, namely, learning ability, emotional ability and management ability, and discusses the cultivation methods to improve counselors' professional core competencies, so as to enhance their professionalism and specialization level.
Keywords: counselor; Core competence; cultivate
First, the core competitiveness of college counselors
1. The professional functions of college counselors
Occupation is the embodiment of individual specific labor in social labor, and occupational function is the social efficacy and value of occupation, namely? What kind of tasks does this profession accomplish? . The professional functions of counselors have strong sociality. The "Professional Competence Standard for College Counselors (Trial)" (draft for comments) clearly defines what college counselors are. The backbone of carrying out ideological and political education for college students is the organizer, implementer and director of daily ideological and political education and management for college students, and it is also the life mentor and intimate friend for the healthy growth of college students. ? , and explained the ability characteristics of counselors in detail? Master the knowledge of related disciplines of ideological and political education, and have strong educational guidance ability, language expression ability, interpersonal communication ability, investigation and research ability, organization and management ability of major events, and analysis and judgment ability of complex problems and situations [1]. This paper projects these abilities into the practical work of counselors, and summarizes them into eight professional functions: ideological and political education, organizational construction, academic guidance, career planning, psychological consultation, student affairs management, crisis response and scientific research. It is not difficult to see that college counselors undertake more routine work and a stronger mission of educational enlightenment.
2. The core competitiveness of college counselors
The so-called core competence of counselors refers to an indispensable, unique, targeted, infectious and attractive comprehensive ability based on the post particularity, combined with the development and work practice of college students' ideological and political education, student affairs management, guidance, education, management and service, which can promote the harmonious and all-round development of college students and effectively improve the work effect, especially the effectiveness of ideological and political education [2]. The author extracts three core abilities from the professional competence standard of counselors: learning ability, emotional ability and management ability. Each core competence can be subdivided into several contents, such as learning knowledge and skills in learning ability, including professional knowledge, such as pedagogy, psychology, law, sociology and so on. , as well as skills encountered in dealing with daily affairs, such as information processing and the use of new software. See table 1.
Second, the acquisition of core competence of college counselors
1. Core competencies acquired before employment
Learning ability: What are the entry requirements of the Ministry of Education for college counselors? Graduated from college? What are the academic requirements, and? ** * party member? Political demands. Generally speaking, an individual who can successfully apply for a psychological counselor must have a deep knowledge reserve and master relevant skills. If counselors want to give students employment guidance, they must first learn employment policies by themselves. To guide students to develop the campus WeChat public platform, we must first understand the overall steps of development, and so on. Counselors should also master the basic knowledge innovation ability, and draw inferences from others. * * * Emotional ability: * * * Emotion, also known as empathy, is the ability to experience other people's situations, feel and understand other people's emotions. What do counselors mainly do? People? At work, * * * love can bring people closer to each other, help establish good interaction between teachers and students, and enhance the effect of ideological and political education. Preach? For what? Infection? . * * * Emotional ability is the ability to listen patiently, put yourself in the other's shoes and think sharply. * * * When the situation is right, students can feel that counselors are willing to know themselves and help themselves, and students are more willing to open their hearts, which is the first step in ideological work. Communication ability: Good communication ability requires a clear understanding of the object, purpose, ways and means of communication. These abilities are gradually acquired through a lot of life experience, and the improvement of communication skills is continuous, and there is room for improvement at different stages of people. Counselors contact a large number of students in their daily work, and communication with students is an important part of counselors' work. Pages help them win the trust and respect of students.
2. Core competence acquired after joining the company
Most of the core competence of counselors' work is gradually accumulated with the development of work and the deepening of counselors' role, which needs to be strengthened through planned and purposeful training. In emotional ability? Self-positioning ability? That is, the ability to accurately locate the job role after joining the job. Many counselors are fresh graduates and have little work experience. Student? Arrive? Teacher? From where? Management? Arrive? Manager? Can they adapt to the new role as soon as possible and really take up it? Cultivate the backbone of college students' ideological and political education, guide students' academic and career planning, adults? The important task is directly related to whether you can accurately position yourself. The orientation of the Ministry of Education is the moral education teacher, the backbone of ideological and political education for college students, and the mentor and guide for the healthy growth of college students. Only by positioning and adjusting ourselves accurately as soon as possible can we better accomplish the mission entrusted to us by our work. Self-positioning ability in work often needs to be reflected and developed after actual work. Management ability: including planning ability, organization ability and control ability. The ideological education of counselors is not empty preaching, but is embodied by managing students' study, work and life. The management task is very heavy, and counselors must have good management ability to complete it. The functions commonly used in management need to be planned, organized and controlled in the work between the party and the masses, poor students, scholarships, employment and psychological work. Because it is difficult to do all the work well, we should give full play to the function of management and arrange students to do some auxiliary work reasonably. Among them, according to the requirements of each work and the characteristics of students, the work is classified, the students are authorized and divided, so as to make the best use of their talents, and the corresponding management system is adopted to form an organic organizational structure (such as student union and class Committee, etc.). ) make the whole organization run in harmony. This is the organizational function of management. In addition, counselors also need strong control ability to deal with some emergencies.
Third, training around core competence building.
1. Improve self-positioning ability by combining career planning.
Schuber, a famous American career planner, believes that everyone's life stages can be matched with their career development according to their age, and each stage has its own development tasks. He divided his career development into five stages: growth, exploration, establishment, maintenance and decline. The growth of counselors is experiencing such a dynamic process of career matching [3]. According to relevant research, the self-orientation and requirements of college counselors can be roughly divided into the following four categories: one is professional, and only regards counselor work as a means of making a living; Second, scholars, such counselors have high knowledge literacy and take knowledge learning as their work interest; The third is career-oriented, taking one's work as a lifelong struggle; The fourth is the type of educator, the highest level, which really fits the essential purpose of education [4]. Some counselors feel that their work is monotonous, stressful and undeveloped, which actually reflects the lack of career planning, unclear self-positioning and insufficient motivation. Professionalization of counselors' work is inseparable from clear career planning. Incorporating career planning into counselor training can help counselors combine personal goals with organizational goals, adopt SWOT analysis and combine the characteristics of the times to determine the most reasonable career goals and promote the improvement of self-positioning ability. This kind of training should pay attention to counselors' self-analysis, career potential and phased planning, help counselors set short-term and long-term goals, and strive to develop into professional and expert goals.
2. Multi-channel training to improve management ability.
The cultivation of counselors' ability to organize, plan and control students' work depends on the accumulation of work experience, which comes from personal practice and external training. In order to improve the effect of training, the ways and forms of training should be diversified. For example, pre-job training for counselors, induction training for new employees, and expert lectures. The advantages of this training method are relatively centralized personnel and time arrangement, systematic knowledge transfer, which is conducive to centralized learning. In recent years, vocational skill competition has been cited more and more in the field of counselors' work, precisely because vocational ability competition provides a good display platform for counselors. In the training work, we should learn from the guiding role of vocational skills competition in core competence, fully investigate the professional skills and personal charm of counselors through the topic setting of integrating theory with practice, and emphasize the perfection and enrichment of counselors' personality accomplishment, which requires the skills training scheme to be very detailed and comprehensive, which is also a higher requirement for counselors' training.
3. Enhance active learning awareness and improve learning ability.
Learning is the driving force for the development of individuals and organizations, especially continuous learning after work has a far-reaching impact on the development potential of individuals and organizations. The provisions of the professional code in the "Professional Ability Standard for Counselors in Colleges and Universities (Provisional)" are: What should counselors do? Adhere to lifelong learning, be brave in pioneering and innovating, take the initiative to learn the theories, methods and related disciplines of ideological and political education, actively carry out theoretical research and practical exploration, participate in social practice and on-the-job training, constantly expand work horizons, and strive to improve professional quality and professional ability. ? If you want to be competent as a counselor, you must improve your awareness of active learning and develop the habit of being diligent and eager to learn. The ability to learn knowledge and skills is a core ability of counselors, which can be achieved through external training and self-training, such as holding seminars and learning exchange forums for counselors to continuously enhance their learning awareness and improve their ability. How to learn to improve yourself? An introspective understanding of.
4. Cultivate emotional ability from the inside out
* * * Emotional ability and communication ability can be reflected from a person's childhood, which is more obvious after work, and will develop to varying degrees with the needs of work. This kind of emotional ability is reflected from the inside out, and self-experience and self-cultivation are more important than external cultivation. How to understand students, put themselves in their shoes, how to effectively carry out ideological education and information transmission, and how to become counselors? Internal strength? The goal of training. Counselors should fundamentally improve their awareness of caring for students, strengthen their cultural and artistic accomplishment and improve their emotional intelligence. In terms of foreign training, colleges and universities should ask professionals to teach * * * emotions and communication skills so that counselors can? Can you understand and speak? Promote effective communication between teachers and students and improve the effectiveness of ideological and political education. The fundamental goal of cultivating emotional ability is to help college students correctly understand themselves and our country through the educational work of counselors, and to organically unify the realization of self-worth with the development of the country and the nation.
References:
[1] Esme. Research on the Core Competitiveness of College Student Counselors [D]. Northeast Normal University.2012.
[2] Liu Xiangjun, Zheng Hongyun, Chen Daogang. Research on the growth system of college counselors [J]. National business situation (theoretical research), 2013 (11): 83-84.
[3] Xin Xiang, the path of counselors' professional core competence [J]. Industry and Technology Forum, 20 15, 14 (7): 240.
Enterprise employee training paper mode 2: analysis and summary of training needs of small and medium-sized enterprises;
As the first link of systematic training, training demand analysis is not only the premise of training implementation, but also an important guarantee for the accuracy and effectiveness of enterprise training. Combined with various research methods, this paper briefly expounds the problems existing in the analysis of training needs of small and medium-sized enterprises at present and puts forward corresponding countermeasures, so as to provide reference for the training activities of small and medium-sized enterprises.
Keywords: small and medium-sized enterprises; Training needs; analyse
I. Overview
The so-called training needs analysis refers to an activity or process in which training departments, supervisors and staff use various methods and technologies to systematically identify and analyze the objectives, knowledge and skills of various organizations and their members before planning and designing each training activity to determine whether training and training content are needed. Generally speaking, the analysis of enterprise training needs can be carried out from five aspects: strategic analysis, organizational analysis, task analysis, personnel analysis and personnel career analysis.
Second, the importance of training needs analysis
Training demand analysis is the basis of the whole training work, and it plays an important role in training scheme design, training content and post-training evaluation. Training demand analysis can confirm the gap in performance, knowledge and skills, help to find the root of the problem and determine the key content of training; Training demand analysis can change the inherent analysis mode of enterprises. When the organization is faced with changes, timely training demand analysis will help enterprises to formulate training plans in line with the actual situation and quickly cooperate with the changes of enterprises. Training demand analysis can evaluate the cost and value of training. Enterprise training is an internal investment, the purpose of which is to enhance the value of employees and obtain greater benefits through enterprise training. Training demand analysis provides a basis for enterprise training evaluation. According to the analysis of training needs, the training needs and objectives of enterprises can provide evaluation basis for training performance evaluation.
Third, the analysis of training needs of SMEs problems and suggestions
Training demand analysis is a necessary means to ensure the corresponding effectiveness of enterprise training. Scientific training demand analysis requires that the specific situation of enterprises, departments and employees can be objectively evaluated. At present, due to the small scale of small and medium-sized enterprises, imperfect training system and insufficient understanding of the significance of training, the training work of enterprises can not achieve the expected results, and even the training effect has a negative growth.
(A) the existing problems
1. The analysis of enterprise training needs is not standardized. At present, most small and medium-sized enterprises lack professional human resources personnel to engage in enterprise training demand analysis, and a considerable number of enterprises do not conduct training demand analysis before training, and blindly train employees without combining the actual situation of enterprises and employees. This not only wastes the company's funds, but also fails to achieve the expected results, which makes the managers of small and medium-sized enterprises question the role of training, thus ignoring enterprise training and causing a vicious circle.
2. The training demand analysis of enterprises ignores the strategic positioning of enterprises. Only the human resource strategy based on enterprise development strategy can make the training activities of enterprises play its strategic value. However, the strategic awareness of most enterprises is still relatively weak, and the strategic positioning of enterprises is neglected when analyzing the training needs, which leads to the unclear training concept of enterprises, and the inability of enterprises at all levels to reach an agreement on training content and training objectives, which affects the training effect of enterprises.
3. The training demand analysis of enterprises lacks scientificity. In the enterprises that analyze the training needs, the training needs are very random, and there is no clear scientific and technical method to guide them, so it is impossible to ensure the scientificity and accuracy of the training needs of enterprises. Lack of the guidance of scientific and technological methods may make the analysis results of enterprise training needs out of touch with the actual needs of enterprises, thus weakening the effect of enterprise training and virtually wasting the training costs of enterprises.
(2) Suggestions
1. Conduct training demand analysis before making enterprise training plan. Training demand analysis is the basis of enterprise training. Only through reasonable training demand analysis can we make a planned, systematic and targeted training plan for enterprises.
2. The training demand analysis of enterprises should be oriented to enterprise strategy. The development strategy of the enterprise determines the development direction of the enterprise and the requirements for the talent reserve of the enterprise. Small and medium-sized enterprises must have the corresponding talent guarantee if they want to achieve their strategic goals. Although enterprises can obtain talents through recruitment, it is not the best way to solve the talent reserve of enterprises. Therefore, according to the development strategy of enterprises, the training needs of enterprises can be analyzed to ensure the training effect and promote the development of enterprises.
3. Standardize the analysis of enterprise training needs. Small and medium-sized enterprises should upgrade the talent strategy to the enterprise strategy level, improve the professional level of enterprise managers, and make enterprise management realize the importance of training demand analysis. Formulate training processes and steps, and make clear the basic position of training demand analysis; Increase the training of demand analysis professionals; According to the development of enterprises, combined with a variety of training needs analysis methods, determine the training needs of enterprises, so that the training activities of enterprises can be effectively carried out, and the training of enterprises can get twice the result with half the effort. The relevant managers of small and medium-sized enterprises must make clear the advantages and disadvantages of enterprises, improve their understanding of the significance of analyzing the training needs of enterprises, and attach importance to and support the training work of enterprises. When analyzing the training needs of enterprises, we should combine our own actual situation, adopt the mode of combining various analysis methods, and strictly follow the analysis steps, so that the training plan of enterprises can achieve the expected goals, create efficient performance, and finally realize the * * * development of employees and enterprises.
References: