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Staff training paper
Abstract: Enterprise training is the source of power for the sustainable development of enterprises. Starting from the significance of strengthening enterprise training, this paper puts forward that the change of ideas, the choice of training objects, the investment of teaching resources, the flexible way of running schools and the scientific curriculum setting are the factors that should be paid attention to in doing well enterprise training.

[Keywords:] Enterprise Training Continuing Education Competition

Enterprise training, as far as its broad attribute is concerned, is actually a kind of continuing education for enterprise employees to re-enter schools with emphasis and pertinence according to the needs of enterprises.

With the deepening of China's economic system reform in the early 1980s, the ideology under the former planned economy system was further replaced by market consciousness. The production of enterprises has changed from the mandatory task of the government under the planned system to finding orders in the market according to market demand. In particular, 1999 China successfully joined the WTO, further establishing China's market economy status. With the rapid influx of foreign capital in various economic fields, many enterprises in China have gradually gone abroad. China's economy is increasingly closely linked with the world economy, and the influence of global economic integration is becoming more and more obvious. The economic environment faced by domestic enterprises has undergone tremendous changes. The competitors of enterprises are not only domestic counterparts, but also many foreign companies with abundant funds and advanced technology. So whether it can adapt to the market demand and be invincible in the competition, whether it can adjust the development goals in time according to the changes of the environment in which the enterprise is located, and re-examine the existing development strategies and development methods has become a problem that enterprises must consider. If an enterprise wants to stand out from many competitors, it must have its own advantages and core competitiveness, whether in the marketing concept of the whole enterprise or in the design and production of products. All these require the application of knowledge and technology. Enterprises need a high-quality team with knowledge and technology, and the quality of this team has become the key to the rise and fall of enterprises.

First of all, from the perspective of enterprise production management, enterprises need to strengthen employee training.

With the development of society, the production environment faced by enterprises is more changeable. On the one hand, the rapid development of science and technology requires enterprises to continuously increase investment, research and develop new technologies and equipment, and apply new management concepts. At the same time, employees of enterprises are also required to apply these new technologies and equipment to produce new products, so as to reduce the production cost of enterprises, otherwise they will be chased or surpassed by competitors. However, it is not enough to rely on what employees have learned in school, only to strengthen training.

Second, from the perspective of mobilizing employees' enthusiasm for production, enterprises need to strengthen employee training.

In order to build a high-quality staff, it is equally important for an enterprise to base itself on the existing human resources and increase its development efforts in addition to introducing all kinds of talents needed by the enterprise in the form of recruitment. A good enterprise should be able to successfully mobilize the enthusiasm of employees at all levels, let them make suggestions and create value for the enterprise. According to the hierarchy of needs theory, every employee has his own needs, and after the physiological needs, safety needs, social needs and respect needs are met, he will continue to pursue self-realization needs. I hope that through my own efforts, I can also achieve the predetermined goals and get continuous development in the process of enterprise development. This kind of satisfaction can not be solved by the limited stimulation of material compensation.

Therefore, employee training is not only the demand of enterprise development, but also the need of the times. It is also one of the effective ways for enterprises to retain talents and motivate employees.

Third, how to do a good job in enterprise training

1. Do a good job in enterprise training must change ideas.

"Character determines fate, and thinking determines the way out". Different ways of thinking will produce different behaviors and lead to different results. To do a good job in employee training, we must first re-recognize the significance of enterprise training from the perspective of enterprise managers, reposition the position of training in enterprise production, and regard enterprise training as a major event related to the future life and death of enterprises. Enterprise managers should have the sense of urgency of talents, and understand that today's training determines tomorrow's enterprise competitiveness, reputation and staff quality structure, and training is the driving force for the sustainable development of enterprises.

Compared with foreign countries, many enterprises attach great importance to employee training and regard the quality of employees as the future of the enterprise. For example, since the Meiji Restoration in Japan, our country has paid more and more attention to education and enterprise training, and its expenditure has been increasing. From 65438 to 0976, 76.7% of enterprises provided various forms of training for employees. By 1985, the proportion had further increased to 83.8%, and almost 1000% of enterprises with more than1000 employees had implemented education and training. In this regard, Japanese economic celebrity Kōnosuke Matsushita once proudly said: "Panasonic is the first place to train people." In China, on the one hand, the competition in the external environment of enterprise management under the planned economy is not fierce, and on the other hand, the benefits of education and training are lagging behind, so that enterprise managers do not realize the importance of training and think that training is a national matter and has nothing to do with enterprises. If the company's own funds are already very limited, it is not worth spending a lot of money on employee training. At the same time, due to the lack of a perfect guarantee mechanism, some employees of enterprises work hard before attending the training, but they are busy jumping ship after the training, which makes the enterprises suffer huge losses and makes the managers of training institutions feel chilling.

Therefore, if we want to do a good job in training, we must change this concept. It is recognized that strengthening staff training is the need of enterprises, and some management mechanism problems can be effectively overcome by some other measures.

2. To do a good job in enterprise training, we must choose the training target.

As we all know, if the ceramic embryo is not good, no matter how it is calcined, it will not produce fine products. When sending and training employees, enterprises should not only consider the post demand, but also consider the employees' own characteristics, make the best use of the situation, combine the post demand with the employee demand, and pay attention to qualifications, potential, development endowment and potential when selecting and training employees.

3. To do a good job in training, we must have enough teaching resources.

Different from academic education, training education is not only the renewal of knowledge, but also the gestation and indoctrination of corporate culture. By further improving the existing knowledge and skills of employees, we can meet the requirements of enterprises at this stage. Therefore, on the one hand, it is required that the level of training teachers should be high, and the teachers who teach and train should have both theoretical experience and practical experience, and at the same time be forward-looking. In order not to be divorced from the reality of the enterprise, the training teachers should constantly visit and study according to the needs, constantly understand the progress of the project on the spot, discover and analyze the project. On the other hand, enterprises should also build some simulation systems in the training process to improve students' practical application skills. At the same time, according to the actual situation, in the case that the existing teachers can't provide effective training, reasonably hire teachers or send students out for further study. All these require the full guarantee of teaching resources such as financial resources and material resources in order to do a good job in training.

4. The way of running a school is to achieve the training goal, and the specific forms are flexible and diverse.

Because most employees who participate in enterprise training are on-the-job, it is impossible for enterprises to stop production for employee training, which determines that it is impossible for enterprise employees to go to school full-time for a long time, which requires enterprise training institutions to adhere to the combination of principle and flexibility in training. According to the development of enterprises and the actual situation of employees, the training time is divided into long, medium and short, and the training content is combined with reality. For example, employees with development potential can be selected and sent to higher institutions for academic education and study. As a backbone training, it can provide several days or months of study for some employees who need to improve their skills, and can combine off-the-job study with amateur study to carry out distance education and learning with the help of multimedia education technology.

5. Set up training courses scientifically

Because of the pertinence of training, the training course should be scientific, practical, forward-looking, targeted and targeted.

Dr Deming, an American quality management expert, proposed that pdsa (PDCA) theory is also applicable to enterprise training. P, D, C and A are the initials of the words Plan, Do, Check and Action respectively, representing the four stages of planning, execution, inspection and handling in a cycle. These four stages are interlocking, mutually restrictive and complementary, forming a PDCA cycle, in which each stage is the foundation of the next stage, and the next stage is the implementation and concretization of the previous stage. In PDCA cycle, A is the key to a cycle, because in every cycle, from the implementation and inspection of the target to finding the gap and reasons, it is inseparable from the formulation of the target plan.

Therefore, in the design of training programs,

(1) It is necessary to analyze the market demand, understand the external environment of the enterprise, the current development status of the enterprise, the possible future development direction of the enterprise, the knowledge structure of employees within the enterprise, where the gap with the future development of the enterprise is, how big the gap is, and so on.

(2) Curriculum design. Clear the direction of training, we can know what courses or skills can effectively make up for or obtain this goal according to this direction, and arrange courses.

(3) Dynamic process control. Because most of the employees trained are from other departments, the management departments and teachers of training institutions can't understand it very well. Although the goal of training is unified, the foundation of employees directly affects the realization and result of the goal. Therefore, it is necessary to understand the existing knowledge and skills of employees, and at the same time, when conditions permit, arrange discussions between teachers and students to explore the most effective interactive teaching methods and the connection of knowledge in various courses to avoid unnecessary waste of time.

(4) Feedback evaluation of learning effect. As a closed information circulation system, the feedback link is very important. Without feedback, we can't know whether the training effect is good or not, and we can't try to update and improve it. There are many specific forms of feedback: interviews with students, questionnaires, and follow-up surveys of students for several years. Summarize the experience and shortcomings, and provide useful reference for future training.

In a word, employee training is an important event for the sustainable development of enterprises, which determines the market share of enterprises tomorrow. Therefore, enterprises should constantly strengthen staff training, conscientiously make annual and phased staff training plans, strengthen the quality of employees through continuous training, and rely on this high-quality enterprise team to fight the business sea.

References:

[1] Miao Qingzhao Liu Huanrong. Enterprise training reform in the era of knowledge economy. Petroleum Education, 2003( 1)

[2] Wang Jun. Enterprise Training in the Knowledge Age. Adult Education, 200 1(5)

[3] Paragraph,,, Yue: Re-understanding of personnel training. Economist, 200 1( 1)

For reference only, please learn by yourself.

I hope it helps you.