Education and training consists of the words "education" and "training". Education refers to the cultivation of a person's general knowledge and ability, including the cultivation of professional knowledge, skills and adaptability to living environment. A.F. Sicula believes that education is "a process of instilling reasonable reasoning, mainly to make people's mental state conform to the requirements of logic and rationality, so as to judge the relationship between variables." Therefore, education is a long-term, extensive and objective ability development. Training refers to all activities carried out by an enterprise or an industry to improve the knowledge, skills and attitudes necessary for employees to perform a specific job, or to cultivate their ability to solve problems. Training is a process to help employees develop appropriate habits, skills, knowledge and attitudes through thoughts and actions in their current or future work, and achieve results. Therefore, the essence of training lies in "short training and long training", and the concept of "short training and long training" belongs to a broad educational concept, so training is a narrow education. To sum up, the main difference between education and training is that the purpose of education is to help individuals lay a foundation for future development and enrich their own development potential; The purpose of training is to cultivate personal skills or knowledge according to the needs of work or business. The essence of education is extensive, general, basic and enlightening, focusing on instilling principles and concepts, inspiring thinking ability and cultivating generalists; Training is the shaping of specificity, focusing on the training of skills and methods. Although the meanings of the above two words are different, they are only the size of the scope. In fact, it is the same concept, which is to promote the development of employees' ability. General enterprises use the words "education" and "training" together, which is referred to as "education and training" or "training" for short.

First, the purpose of education and training

The purpose of employee education and training is to improve their knowledge or skills and give them positive motivation for self-development, so as to improve production efficiency and promote enterprise development. Therefore, the main purposes of education and training are:

1. accumulate technology and cultivate talents

The direct purpose of education and training can be divided into three aspects: improving the adaptability of employees' knowledge, skills and attitudes. In terms of employees, it aims to improve living standards and cultivate a sound personality; On the other hand, enterprises aim at improving operating efficiency and cultivating talents. In other words, on the one hand, education and training is to improve employees' skills, technology and work attitude, thus improving work efficiency; On the other hand, it is to improve the quality of talents and get the needed talents, and the ultimate goal is to maintain the sustainable development of enterprises.

2. Complement the shortage of employees' ability

There is often a gap between the knowledge, skills and attitude of the employees who undertake a certain business and responsibility and the ability of the people who actually undertake the business or responsibility. In order to make up or narrow the gap, we must carry out good education and training. That is to say, when an enterprise finds that employees in a certain position lack the skills they should have, it should make them have the abilities and skills they should have through education and training.

3. Communicate smoothly and promote cooperation.

Communication is the process of exchanging ideas, ideas, information and feelings between people in an organization, and it is the process of exchanging opinions and receiving information. Its purpose is to promote mutual understanding between departments and people, generate group consciousness, and then cooperate with each other to achieve organizational goals. The boss or manager in an enterprise can not only impart new ideas, knowledge, technology and skills through education and training, but also convey the company's business philosophy, work progress or other related issues to employees, hoping to gain recognition and support from employees; On the other hand, employees can also make valuable suggestions on their own work problems through education and training, and respond to superiors or managers, eager to get their support and solutions. In this way, the two sides can establish two-way communication channels, enhance mutual understanding and cooperation, and successfully accomplish the organization's goals.

Second, the basic principles of employee education and training

Staff training is a learning process. The result of effective learning is the effectiveness of employee training, which should follow the following four basic principles:

1. Improve

Learning is a process that relies on people's sensory organs to absorb external stimuli and reactions. This process of stimulation and reaction becomes a habit and continues, forming an intensified state. This kind of enhancement is the main factor of learning. However, if the enhancement shows positive results, the learning phenomenon will reappear; However, if reinforcement shows negative results, the learning phenomenon will not appear again. Positive results are rewards or rewards. In other words, if the improved performance has positive results, employees will be rewarded or rewarded, and employees tend to continue learning.

2. Cognitive function

The change of learners' behavior in the process of learning depends on the results of learners' cognition. Learners' knowledge and understanding of the surrounding environment is a necessary condition for learners to know all kinds of things in the learning process. Learners constantly know and understand the environment, which contributes to the whole learning process and results. Learners can set cognitive goals for learning things, keep learning and establish new cognitive goals, and finally promote learning to achieve good results.

3. Motivation to achieve personal goals

Employees work hard in order to achieve their goals. Sometimes it is difficult to achieve the set goals, and it is necessary to improve work skills through learning in order to complete the set work goals. In this case, learning often becomes the motivation to achieve personal work goals. Employees have the motivation to learn and get a high degree of motivation from their work, so that the work objectives can be successfully completed.

4. Reward and punishment

Sometimes the purpose of employees' study is to get rewards or avoid punishment. Staff training enables employees to acquire work skills and achieve the set work goals, so employees are rewarded. When the training performance of employees is poor, it is difficult to achieve the set work goals, so that they will not be rewarded and their performance appraisal will be affected. Therefore, under the effect of rewards and punishments, employee training can play a very high learning effect.

Three. Education and training procedures

In order to effectively carry out education and training and achieve the established goals, a reasonable and systematic training plan is essential for enterprises. There are many modes of education and training, such as Nader mode, barres mode and Heineman mode. Although these models are different, the basic content is similar. According to the order of the training process, we can summarize the procedures of education and training as follows:

1. For what purpose, why enterprises should implement training, and its necessity, that is, the education and training needs should be accurately analyzed;

2. After understanding the training needs, it is necessary to draw up a training plan, such as training objects, contents, methods, funds, curriculum arrangements, teachers, etc. , and systematically formulate it;

3. After the implementation of the training, we should strictly evaluate the results and tasks, combine the results with performance appraisal, establish and improve the human resource management system, and give full play to management functions.

Fourthly, the types of education and training.

Effective employee training must aim at different employees and adopt different employee training methods. Commonly used employee training methods are as follows:

1. Pre-job training

The purpose of pre-job training is to enable new employees to be led by the human resources department or its department heads before joining the job, so that they can understand the organizational environment, responsibilities, rights and obligations of employees, and then join the job as soon as possible, establish a positive attitude and adapt to the organizational environment.

2. In-service training

On-the-job training is usually conducted by senior employees or managers. The purpose of on-the-job training is to help employees better understand the organizational environment, provide opportunities for employees to learn new work knowledge and skills, and improve their working ability.

3. Full-time training

In order not to damage equipment and raw materials, hurt employees and affect normal work efficiency, new employees are generally trained in simulated work situations, which is very similar to the situation on the spot. Full-time training focuses on the results of training, rather than the output or workload in the training process. This kind of training is suitable for training supervisors or managers, with the aim of improving students' work efficiency.

4. External training

External training refers to employee training entrusted by external institutions. For example: universities, research institutions, management consulting companies, professional training companies, etc.

5. Class training

Class training is to organize employees with similar nature into classes for employee training. Class training is the most common way to train employees. It is an effective way to transfer a lot of knowledge to participants in a short time with limited topics.

Verb (abbreviation of verb) education and training methods

There are several common methods of employee education and training: speech, demonstration, discussion, audio-visual equipment assistance, simulation, case discussion, sensitivity training, role-playing, group discussion, management competition, sequential teaching, devil training, computer-aided teaching, research report and so on. Among them, case discussion is a common method. Case analysis refers to putting forward real or hypothetical problem cases in training, asking trainees to participate in the discussion of problem cases and trying to solve problems from them. The main procedure of case discussion method can be divided into the following eight steps:

1. Research case.

2. Understand the problem of the case.

3. Ask questions about the case.

4. Find out the cause of the case problem.

5. Seek ways to eliminate the causes of individual cases.

6. Carefully choose the solution to the problem.

7. Evaluate the performance of problem solving methods.

8. Standardize case problem solving methods.

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