Analysis on the training management of enterprise employees
abstract:
With the progress of society and the continuous enhancement of national strength, marketization is becoming more and more common, which also leads to more and more fierce competition among enterprises. What is the most important thing for enterprises in 2 1 century? There is no denying that the answer is talent. Human resource competition has become one of the main contents of modern enterprise competition, so the training of enterprise employees has become an important way to enhance the enterprise's own advantages and core competitiveness. Staff training management has also become an important part of enterprise management. Based on this, this paper first expounds the importance of enterprise employee training, then analyzes the common problems existing in employee training management, and puts forward the solutions and countermeasures of enterprise employee training management problems again. The purpose is to summarize and improve the present situation of enterprise training, so as to make the operation of enterprises more efficient and the talents more powerful, thus enhancing the competitive advantage and economic benefits of enterprises.
Key words:
Enterprise; Staff training; Management issues; Solution measures
Enterprise staff training management is one of the contents of enterprise management that contemporary enterprises should attach great importance to, because it will be one of the main indicators of enterprise's own competitiveness and the main way for enterprises to build core competitive advantages. If enterprises want to stand out in such complicated and fierce competition in 2 1 century, they must attach importance to the management and planning of employee training and take corresponding measures to improve and upgrade it.
First, the importance of staff training management
1. Enterprise development needs
Employees are the foundation of enterprises, and the quality and competitiveness of employees directly affect the development direction and advantages of enterprises. Relevant training for employees not only improves their own level, but also makes the human resources of enterprises more optimized and value-added, which greatly promotes the efficiency and benefit of enterprise management. Nowadays, with the rapid development of science and technology, it is an era of information explosion, and the requirements of contemporary social enterprises for employees' basic skills are getting higher and higher. On the one hand, the emergence of high-tech equipment such as computers and large machines improves the production efficiency of enterprises, on the other hand, it also improves the professional quality and related knowledge of employees, otherwise enterprises will be eliminated by the times. Therefore, only by letting employees learn and master these advanced technologies or methods and finish their work more efficiently can enterprises survive and develop better, achieve their goals and improve their overall efficiency.
2. Effectively improve the quality or skills of employees.
Staff training is generally divided into pre-job training and on-the-job training. On-the-job training of employees refers to the training of employees in their positions after entering the enterprise. This is one of the important contents of enterprise training, which can effectively standardize job responsibilities and contribute to the improvement of professional knowledge and ability. On-the-job training mainly refers to the training of professional knowledge and technology for employees, so as to further study and improve their technical ability and position, better serve the development of enterprises and realize their self-worth.
3. The necessity of improving employees' enthusiasm
As the saying goes, it is better to teach people to fish than to teach them to fish. The training provided by enterprises for employees will become an important wealth and experience for employees to realize their self-worth. This investment in human resources can motivate employees to work harder and strive for the same goals as the enterprise. According to the survey, it is not difficult to find that whether there is enterprise training is a very important criterion for many employees to choose enterprises. For knowledge-based and technical employees, the attraction of money is not the most important consideration, but the platform and promotion space are more important.
Second, the staff training management frequently asked questions
1. The management system is not perfect
According to the survey, only a few powerful large enterprises will set up independent training management departments to train their employees, but most enterprises do not have a relatively perfect employee training management system, and the human resources departments of enterprises do not have specialized centralized training for employees. Most staff training management is superficial. Although a training system, a training plan and even a budget have been established, most of the training pays too much attention to the form, and the reward, punishment and assessment system of training is not perfect. The main reason for this phenomenon is that the staff training management system is not perfect, and there is no special manpower or organization to implement it, which greatly reduces the training effect.
2. Insufficient investment by enterprises.
The state stipulates that enterprises should set up employee education funds and draw 2%-2.5% of the total wages of employees as training expenses. According to the investigation, it is found that most enterprises have not set up this fund. Although staff training is conducted, the time and content will be reduced as much as possible to achieve the purpose of saving training costs. This situation is more common in private enterprises, mainly because there are risks such as asking for a salary increase and job hopping after employee training, so there is a lack of training for employees, and the training expenses are even borne by employees themselves. For only a small number of enterprises that have invested heavily in employee training, such as finance and insurance, the development of enterprises is directly proportional to the investment in employee training. At present, the investment of Chinese enterprises in employee training is much greater in economically developed areas than in economically backward areas, which are trapped in the framework of less development and less investment, and it is difficult to achieve rapid economic development.
3. The training form is too simple
Full-class teaching mode is a common way in enterprise training now, which can neither arouse the enthusiasm and initiative of employees, but also make it difficult for some employees to digest and absorb. Skills training can not be deeply understood by listening in class, but requires experiment and interaction. For the technical training of mechanical work, the teaching method of operation demonstration is generally adopted, which is easy to make employees feel bored. The pure training form mainly depends on the enterprise's understanding and attitude towards employee training. Some enterprises think that employee training is to invite a teacher to a class, or to study abroad as a kind of welfare, or to distribute some teaching materials for employees to learn by themselves. This kind of training can not achieve the training effect, but also wastes investment and time.
Third, take corresponding countermeasures against the problems of employee training management.
1. Establish and improve the training management system in an all-round way.
(1) Improve relevant government administrative sports.
Labor and social security departments should strengthen the supervision and evaluation of the development and progress of employee training in various enterprises, and issue relevant guiding documents, taking enterprise training as the leading factor. Vigorously support enterprises to cultivate high-skilled talents, and put forward corresponding preferential policies, such as reducing employee training fees and appraisal fees. Support and help large and medium-sized production and service enterprises to establish independent training management departments and training management centers, and suggest that enterprises establish them according to their own actual conditions.
(2) Improve the employee training management system.
The main component of an enterprise is employees, that is, talents. Therefore, enterprises should consciously and actively increase employee training and take it as their due responsibility. According to Maslow's hierarchy of needs, we can find that people have the needs of self-development and self-realization. Unifying the development of enterprises with their own development will get twice the result with half the effort. Therefore, it is necessary to improve the enterprise staff training management system. First, establish an employee training management center; Second, formulate a training system according to law; Third, innovative training methods; Fourth, improve the mechanism of employee lifelong training, training incentives and salary promotion.
(3) Improve the incentive mechanism and mobilize the enthusiasm of participation.
The incentive mechanism of enterprise training has a direct and important influence on the effect and risk of enterprise employee training. Perfecting and perfecting the incentive mechanism will mobilize the enthusiasm and initiative of the participating employees, make the training effect reach the best, and effectively avoid risks such as job hopping. The corresponding incentive mechanism should be designed according to the actual situation of the enterprise, such as combining employee skills with salary, conducting regular assessment on employees, and encouraging employees whose skills have improved after training to raise their salary. For the promotion of employees, the degree and results of active participation in training can be used as an important reference index. Mentally, we should also carry out a variety of incentives to give employees a sense of accomplishment, so as to work and study harder.
2. Increase investment in training.
Labor and social security departments at all levels should supervise the training of employees in enterprises, strictly extract 1.5% of the total wages as employee education funds, protect the rights and interests of employees, and earmark the education funds to continuously improve and improve the training level and conditions.
3. Enrich the training forms and contents.
On the basis of perfecting relevant systems and increasing investment, enterprise staff training should adopt rich forms and contents to achieve efficient training results. There are various training methods, but find the most suitable one. For example, knowledge training can be taught directly by lectures or special lectures, participatory teaching can be taught by self-study or simulation training to improve comprehensive ability, psychological training and behavior adjustment training can be conducted by outdoor expansion or role-playing, and skill training can be conducted by practical teaching.
Four. conclusion
To sum up, the management of employee training has an important impact on the development of enterprises themselves and the overall development of society. The government and enterprises should attach great importance to the common problems in employee training management in China and take effective measures to solve them in time, such as perfecting relevant systems, establishing incentive mechanisms and increasing investment. The cultivation of talents is not only the future of enterprises, but also the foundation of national prosperity and rapid development.
References:
Wu Xiaomei. Analysis of the Problems and Countermeasures in Staff Training of Small and Medium-sized Enterprises [J]. SME Science and Technology, 2007, (10):172-173.
[2] Chen and Chen Huiping. Analysis on the problems and effectiveness of employee training in enterprises [J]. Journal of Wuhan Communications Vocational College, 201,(03): 40-42+5 1.
[3] Xu Yang. Research on the Problems and Countermeasures of Enterprise Staff Training [J]. Modern Commerce, 20 12, (06): 265.
Analysis on the training management of enterprise employees
abstract:
With the advent of knowledge economy, the sustainability of human capital is the fundamental supporting factor for the sustainable development of enterprises, and employee training, as an important part of human resource management, plays a decisive role in the current and long-term development of enterprises. At present, most enterprises have misunderstandings about employee training, which leads to the training can not achieve the expected results. Therefore, staff training should establish a scientific training system, get rid of misunderstandings and pay attention to the pertinence and effectiveness of training content.
2 1 century, knowledge and technology have become the main body of market economy competition, and people with these knowledge and technologies have become the most fundamental and important competitive advantage and valuable resources for the sustainable development of enterprises. With the influx of multinational corporations and the development of knowledge economy, the market situation faced by enterprises in China is increasingly severe. In order to adapt to this change and make themselves invincible in the fierce market competition, many enterprises pay more and more attention to the training management of employees, and realize the maximization of enterprise benefits through the optimization of human resources.
Present situation and problems of employee training management in enterprises
At present, many enterprise managers lack a correct understanding of training work, and one-sidedly think that appropriately increasing salary and making employees loyal to the enterprise means giving them money? The best training? Training costs money, but in the end it's for others? Wedding dress? There is not much benefit to the enterprise, or some managers think that training can't improve the talents of employees or that the quality of employees is enough to meet the needs of daily work, so there is no need for further training. Because of these misunderstandings, many small and medium-sized enterprises' employee training is a mere formality or enterprises don't do employee training, which has been gradually ignored for a long time.
Employees' negative understanding of participating in training.
Due to the different nature of work, the quality level of employees recruited by some enterprises is uneven, especially those with lower education level are not enthusiastic about training. They think that as long as they complete their duties, they don't need to spend energy to participate in training, and some enterprises make full use of employees' rest time when doing employee training, which will inevitably lead to employees' long-term boredom and dissatisfaction, and often the rules and regulations of many enterprises clearly stipulate that employees will be fined X yuan once if they don't participate in the training organized by the company, so employees will sometimes participate in training under the pressure of fines, but their passive acceptance of training will inevitably affect the training effect.
The way of enterprise staff training is to follow the rules.
Training method is an important guarantee to realize the goal of employee training planning. Nowadays, many small and medium-sized enterprises still adopt too rigid and dogmatic methods. Listen to the teacher? There is a lack of innovation in methods and training, and the curriculum lacks vividness and interactivity. Moreover, some trainers have narrow knowledge and limited education, and the training content is the same. Therefore, employees feel bored and uninterested, and feel that participating in training is a waste of time, thus causing resistance to training.
The object and scope of employee training in enterprises are too limited and one-sided.
Some enterprises only train employees at a certain level, or only pay attention to grassroots training and ignore the training of middle and senior managers, or only train management and ignore the training of grassroots employees. This kind of enterprise that lacks the awareness of all staff training often fails to do well because it doesn't know the actual needs of the trainees in advance? Teaching on demand? The training work lacks planning and stages, and the training results can only be? Get twice the result with half the effort.
Only value? Doing things? Training, being ignored? Being a man? cultivate