(1) current situation

"Training costs a lot of money every year and has no effect", "employees are not enthusiastic about training and don't know what to do" and so on. Many training managers and business managers are in distress situation. Enterprise investment training is a good thing, but improper operation will not only stimulate and develop employees, but also become a mere formality, wasting time, energy and money.

1. Decision makers in enterprises lack understanding of training. Training is to solve problems. The whole training plan of the enterprise is not closely integrated with the future development strategy, and it is impossible to take into account the future development needs of the enterprise. Training is only a remedial measure, but we can't plan ahead and nip in the bud. Training only stays at the level of job requirements, and does not fully meet the needs of organizational development and personal development, which makes the training short-sighted seriously.

2. The training content is not suitable for the needs of enterprises. Because the training investigation is not in place, unprofessional, improper investigation methods and perfunctory investigation, the training needs of enterprises are unclear and the training is invalid.

3. The training mode emphasizes "teaching" over "learning", and only emphasizes knowledge infusion, lacking students' participation in discussion and practice.

4. Pay attention to the training of grass-roots employees, but ignore the training of management, especially the decision-making level. As a result, the management of the enterprise does not improve itself, lacks corresponding management knowledge and skills, lacks innovative thinking and means, and the excellent innovative ideas of subordinates are not understood and adopted, which discourages the enthusiasm of employees.

5. Lack of necessary evaluation of training results. Many enterprises attach importance to training, but lack training evaluation and establish a perfect training effect evaluation system, which is not conducive to the effective transformation of results. Most training evaluation only evaluates the knowledge and skills granted in the training courses, but does not go deep into the trainees' work behavior, attitude change, work performance improvement, ability improvement and benefits brought to enterprises. Evaluation stays at the primary level, and training evaluation is out of touch with reality.

(ii) Consequences

1. Employees may not fully acquire the knowledge and skills needed to complete their work. Due to the decrease of employees' participation enthusiasm and lack of interest in learning, the training effect will be affected, the assessment mechanism is not perfect, it is difficult for employees to acquire the knowledge and skills they deserve, and the training objectives of enterprises cannot be achieved.

2. Training lacks a long-term mechanism and cannot change employees' working attitude. Lack of training for employees has become a burden for employees. Training going through the motions and engaging in formalism will reduce the mutual trust between enterprises and employees.

3. Training has little effect on employee behavior change. Because the attitude and behavior of employees will not change, personal performance will not improve, which will affect the overall performance of enterprises, make training meaningless and become an invalid investment of enterprises.

How to improve the effectiveness of enterprise training

The above analysis of the current situation and reasons of enterprise training and how to improve the effectiveness of training should start from the following aspects.

(A) the concept of training

1.

Change the training concept of senior managers. Senior managers of enterprises must attach importance to training, formulate training development plans for various departments and posts according to the current situation and development goals of enterprises, and formulate personalized training plans for each employee according to his career design, so as to build a personalized development space for employees, and training should be combined with post qualifications.

2.

Carry out all-staff training. The development of an enterprise is the result of the joint efforts of all employees, and the training of employees should also be hierarchical and all-inclusive. Most multinational companies in the world have established their own talent pool and training mechanism, which has made full preparations for the sustainable development of enterprises. The contingency theory of Fidler, a famous American management scientist, tells us that the management level of an enterprise depends on the joint efforts of the leader and the led: the stronger the leader's ability, the clearer the task for employees, and the more effective the guidance for employees; The stronger the employees' ability, the faster they can understand the leaders' intentions and the higher their ability to realize self-management. Therefore, it is a better enterprise training system to establish a multi-level and all-round employee training system to ensure full participation, and a three-level training system (company level, department level and employee level).

3.

Follow the rules of adult learning. David. Cole, a western manager and psychologist, put forward the learning cycle theory when studying the on-the-job learning style of professional managers. The first step is "interest and motivation". Experience, cases, pictures, games, videos, animations, etc. Will be used in training, the purpose is to attract students, guide thinking and inspire thinking. According to the characteristics of adult learning, we should adopt appropriate training mode, change lecturing teaching into interactive teaching, strengthen communication with students, activate students' thinking, eliminate students' psychological obstacles, change students' mental model, create a good learning atmosphere and stimulate students' learning enthusiasm.

(B) the operation of training

Enterprises should scientifically discover training needs, rationally arrange training activities, strive to innovate training methods, and effectively strengthen the training transformation environment. Do a good job of demand investigation before training. Training demand questionnaire is one of the prerequisites of training. It is necessary to truly understand the needs of employees and managers' expectations for training, and carry out targeted training in combination with the organization's training planning and strategic development planning. The arrangement of training activities should try not to occupy employees' spare time. Hiring experienced trainers, improving the pertinence of training and using flexible and convenient training methods will help improve the quality and efficiency of training. We can learn from IBM's "online learning" methods: first, "CDRom" training; The second is "Webbase" training; The third is "network college" training.

(C) the control of training

Enterprises should strengthen the evaluation of training effect and improve training efficiency. At present, the most widely used evaluation method is the training effect evaluation model proposed by kirkpatrick (1959). Considering the depth and difficulty of evaluation, kirkpatrick divides the training effect into four progressive levels, namely, reaction level, learning level, behavior level and effect level. In order to do a good job in training evaluation, four standards can be formulated to measure the training effect: first, the response of the trainees, that is, the opinions of the trainees can refer to "on-site response degree" and "content absorption degree"; The second is the knowledge standard, that is, whether the knowledge acquired by employees through training is operable and practical, and whether the learned methods and skills can be applied to practical work; The third is the code of conduct, that is, the behavior change after training mainly refers to the behavior and performance at work; The fourth is the performance standard, that is, the impact of training, including whether employee satisfaction is improved, whether product sales are increased, and whether profits are increased. The four standards can be combined to check the training effect and improve the effectiveness of enterprise training. This passage is introduced to the article of China Training Network, hoping to help the subject.