Teacher Tan often feels the frustration of the training manager-we often hear students complain like this: "It is obviously the above problems, but they come to train us. What needs to be cultivated most is the leader. " "The system remains unchanged, leaders don't talk, and more training is useless." And the boss asked all day: "Why is it not effective to spend so much money on training?" How to become a training manager? "
Yes, it's not surprising-Mr. Nanguo "Now there are so many masters and experts flying all over the sky, how can we tell who is an excellent training lecturer and who is Mr. Nanguo who is just making up the numbers?" Indeed, modern people have various ways to package themselves. It is really difficult to identify the real skills of trainers just by reading resumes, outlines and online introductions. How to find truly qualified trainers for enterprises and reduce training risks has become a difficult problem for training managers.
Why on earth is everyone excited when training, but returning to work is still the same as before? How can we make training really work? " The effect of training is not only the lively scene, what the boss wants is the behavior change and performance improvement of employees, but also the best ratio of input and output. How to ensure that training can really hit the bull's-eye of enterprise demand and ultimately promote the improvement of enterprise performance is a difficult problem for enterprise managers.
Teacher Tan Xiaofang believes that in the era of knowledge economy, enterprises pay more and more attention to employee training, but there are more and more problems and puzzles, such as thankless training, brain drain after training, unsuitable lecturers and poor training results. The chaotic situation after training makes business owners and training managers disheartened.
It can be seen that employee training is an important aspect of enterprise human resource management. What kind of training does the enterprise need? How to establish employee training and development system? How to train employees? How to evaluate the training effect? All are problems that enterprises need to solve.
In fact, Mr. Tan learned that all employees, especially young employees, want to engage in challenging jobs and have opportunities for growth in their own jobs. This poses an extremely serious problem to the managers of enterprises: how can we continuously assign challenging jobs to employees? How can we give them opportunities to improve their development? My answer is: training is an important way. Please look at the following case:
KFC (related topic: joining KFC) has its own unique model for staff training in the catering industry. As a labor-intensive industry, KFC pursues a "people-centered" human capital management mechanism. Therefore, employees are the key to KFC's rapid development in the world. KFC has continuously invested capital and manpower in training at all levels.
As far as the training system of KFC in China is concerned, KFC has specially set up a professional training system and education base-Education Development Center, which is suitable for the management of restaurants in China. This base was established by 1996, specifically for restaurant managers. Thousands of training courses are provided to more than 2,000 KFC restaurant managers from all over the country every year, and the center will re-examine and compile old textbooks about every two years. Training courses include quality management, product quality evaluation, service communication, effective time management, leadership style, labor cost management and team spirit.
Teacher Tan believes that the analysis of customer training needs is the premise and starting point of training work. It is precisely because training needs analysis plays an important role in the whole training work, which is mainly reflected in the following four aspects:
1. helps to determine the situation of employees who need training.
Through the investigation and analysis of employees' knowledge and skills, the content of training can be clarified; By analyzing the number of training positions and people, we can clearly know which positions need training, the priority and urgency of training; By analyzing the training attitude of employees, we can clearly understand their understanding of training, so as to take corresponding training mobilization measures.
2. Conducive to the formulation of training plan.
Clear demand, there will be training content and objectives. With the content and objectives, an effective training plan can be made and good training results can be achieved.
3. It is conducive to obtaining the support of leaders.
The implementation of any training program needs the support of relevant leaders of enterprises. How to persuade them to start and support training programs is the key to the problem, and training demand analysis is the first-hand information for leaders to make training decisions. A good training demand report is helpful for leaders to make quick decisions.
4. It is beneficial to evaluate the training effect.
Training demand analysis can provide a reference standard for the evaluation of training effect.
In addition to the training demand survey-training evaluation is the focus and difficulty of all training work. We can start from three levels: individual employees, functional departments and the whole company. Evaluation of the training effect of employees, including the attitude of participating in the training and the assessment results. , and the assessment results should be directly linked to the promotion and floating bonus of employees; The evaluation of functional departments includes the participation of various functional departments in training and the performance of trainees in training. The evaluation results are linked to departmental performance bonuses and serve as an important indicator for evaluating department leaders. The evaluation of the whole company should pay attention to the combination of short-term goals and long-term goals, and the combination of qualitative and quantitative. The evaluation results can be used as a reference for the company's next training improvement.
In short, with the continuous expansion of China's enterprises' own scale, the problem of human resource management has become increasingly prominent, and employee training, as an indispensable part of human resource management, will directly affect the pace of further development of enterprises if it is not solved well.
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