1. What kinds of courses are commonly used in enterprise training?

There are four categories.

The development of curriculum system should be combined with the overall development strategy, development stages and overall requirements of human resource planning system. On the basis of systematic post analysis and post quality model, the enterprise training course structure should be designed according to different ability levels, majors and post requirements, and the enterprise training course library from post to ability to course should be established.

1, functional type.

This course model is aimed at job functions, and is more suitable for large group companies with many subsidiaries, branches and business divisions, and integrates different business types and different course categories to the maximum extent.

For example, the functional types are integrated into product research and development, commodity planning, marketing, human resources, administrative management, logistics management, procurement and supply, operational skills, professional quality, sales business, channel expansion, financial management and so on.

In this way, we should pay attention to the curriculum balance between functional departments. At the same time, we should pay attention to the individual difference requirements of post quality when setting up general education courses.

2. Position-oriented, which is set for specific positions. Relatively speaking, the workload is relatively large, which is suitable for the early stage of enterprise development and when the post level is relatively streamlined, so that each post can know the enterprise training courses that he needs to receive at this post level and what courses he needs to learn when he is promoted to a higher level, so it is highly targeted.

When adopting this model, we should not only pay special attention to the post skill level, but also pay special attention to the courses to improve the overall quality of employees when setting up the curriculum system.

3. Department type.

Setting courses for departments, small-scale enterprises can adopt this model, which can make each department know the regular courses of its own department at a glance. At the same time, when adopting this model, we should pay attention to the characteristics of functional subdivision of each post and the level of post skills.

4. Developmental.

Based on the perspective of human resources development, the model is mainly divided into four stages: new employee training course, employee basic job skills training course, job skills upgrading training course and employee personal growth training course.

This curriculum system is mainly based on matrix model, which mainly divides all posts into three levels: high, middle and grass-roots courses.

It is conducive to the structuring of enterprise talent training and the continuous appreciation of human resources.

2. What are the business management training courses?

Business management training courses include: will training, cognitive training, skill training and vocational training.

1, will training

The form of will training is mainly military training, which aims to cultivate new people's hard-working spirit, simple and frugal style and team cooperation consciousness.

The length of military training needs to be determined according to the actual situation of the enterprise, but at least one week and at most one month is appropriate. There is too little time, and the new employee is over before he enters the state. Too long time will cause employees' boredom, and the cost of enterprises will increase greatly.

4. Vocational training

Vocational training is to make new employees, especially students who have just left school, complete the role transformation and become a professional employee. Its contents mainly include: social etiquette, interpersonal relationship, communication and negotiation, scientific working methods, career planning, stress management and emotional control, teamwork skills, etc. The training mode is centralized training, and lecturers can conduct it internally and externally according to the actual situation of the enterprise.

Characteristics of enterprise management training

1, validity

Enterprise training courses mainly provide training for employees to improve their professional skills and knowledge, which is also the main purpose of enterprise managers to let employees participate in enterprise training, so effectiveness is the most prominent feature of excellent enterprise training courses.

2. Targeted

The cultural background of each enterprise and the situations and problems that need to be dealt with are different, and the contradictions or problems that employees need to analyze and deal with are also very different. Therefore, excellent enterprise training courses need to provide them with targeted training content, so that employees of various enterprises can analyze and study the current situation faced by enterprises and find unique ways to deal with problems.

3. Professionalization

The third characteristic of excellent enterprise training courses is professionalism, which can provide employees who participate in the training with knowledge and skills closely related to the industry, so that employees can learn knowledge directly related to the industry in their posts and improve their industry literacy, thus driving the overall quality of the company, and perhaps indirectly affecting the judgment of customers, thus winning more customers for the company.

What is the name of the employee training course of Company III?

The contents of employee training are generally divided into three categories:

The first category: mentality and ideology, accounting for10%; version

The second category: skills, including basic post skills and professional post skills. 60%;

The third category: knowledge category. Have company knowledge, industry knowledge, professional knowledge, professional post knowledge and marginal knowledge. It accounts for 30%.

Ⅳ What is enterprise training?

Enterprise training is usually carried out in four common ways: wired instruction, self-study of text training materials, online asynchronous video teaching and synchronous real-time video training. In the past, enterprises mostly used offline teaching, self-study of text training materials and online asynchronous video teaching, which had many disadvantages, such as high cost, poor interaction, insufficient timeliness and inability to evaluate teaching effect, and could not meet the training needs of enterprises. With the popularity of cloud video conferencing system, remote video training has gradually become the first choice for enterprise training. Compared with traditional training methods, remote video training has the advantages of cost saving, efficient connection, evaluable effect, consolidation and review at any time.

cost saving

Distributed office has become the norm, which brings great trouble to the training department of enterprises. In order to ensure the teaching effect, we have to take the way of training in different places, but whether the trainer goes to the branch or the student comes to the headquarters, the expenses of transportation and accommodation are very high. Through distance training, lecturers can conduct face-to-face high-definition video connection with students from all over the country in the training room at headquarters. The world's leading audio and video technology ensures that both lecturers and students can interact with real-time 1: 1 HD audio and video in real life under the mobile network and Internet environment, thus realizing a completely immersive teaching experience.

Efficient connection

The previous training mode cannot be held on a large scale and with high frequency due to the limitation of insufficient space and difficult time unification. Remote training based on cloud video conferencing system perfectly solves the pain point of difficult connection. Instructors use the system to initiate distance training and send it to students through WeChat, SMS, email, etc. Students can use their mobile phones, computers, WeChat applets and conference terminals to access the online training room with one click, and establish a global high-definition video connection anytime and anywhere. The system has fully opened up the mainstream hardware, and has perfect support for iPhone, Android phone, Windows computer, Mac OS computer, conference terminal and big screen display.

The effect can be evaluated.

Training is to improve the working ability of employees. * * * training courses are not helpful to improve the core competitiveness of employees, so it is particularly important to evaluate the training effect in time. The long-distance training system supports the answering function. The lecturer initiates the online answering, and the students use the answering machine to answer. The feedback data is collected and processed by the system. Lecturers can learn about students' mastery of knowledge points through statistical results, evaluate the effect intuitively and comprehensively, and adjust teaching in time. The combination of AI and external equipment makes the teaching effect quantifiable and the training more efficient.

Consolidate and review at any time

It is difficult to really grasp the knowledge points just by not reviewing in class. In the traditional training scene, students can only take notes while listening, and the classroom effect cannot be guaranteed. Remote video training system supports full-screen recording function. After the training, students can review the whole course without missing any important knowledge points. Through speech recognition technology, the system can also generate text training notes, which can be exported after simple online editing, which is convenient for students to check at any time. Listen carefully in class, watch recorded videos and review text training notes after class to ensure that students can master what they have learned comprehensively and efficiently.

With the continuous improvement of network communication facilities and the maturity of cloud computing and audio and video technology, cloud video technology has also ushered in explosive development and has been widely used in various fields. Remote training is one of the many application scenarios of cloud video conferencing system. As an advanced training method in the network era, it will certainly develop more rapidly. In the future, remote video training will replace traditional training, become the best solution for employee training in enterprises, and will also promote great changes in the entire domestic human resources industry.

Xiaoyu Yilian is a cloud video eco-company that uses cloud computing technology to realize multi-party video conferencing and video business applications. In just three years, it has become a leader in the global cloud video conferencing industry. Under the general trend of "cloud", cloud video technology will become the most basic communication mode in the future. Based on cloud video conferencing, remote recruitment, remote training, video conferencing, communication consulting and other application scenarios developed in depth in combination with the real needs of enterprises will subvert the existing business model of enterprises and lead enterprises into a new era of low-cost and high-efficiency operation.

Ⅳ What are the enterprise training courses?

Enterprise training courses are divided into: internal training courses and open courses. Internal training is targeted training for employees of a specific enterprise, including corporate culture and system training, as well as special skills training within the enterprise. Open class is a wide range of training for multiple enterprises, not for specific enterprises. Generally, open classes are all about corporate culture and the big economic situation.

ⅵ What are the training courses for enterprise employees?

Take Yun Yun University as an example, including human resources training, strategic management training, procurement training, production training, logistics training, equity incentive training, corporate culture training, business etiquette training, marketing training, sales training, employee professionalization training, responsibility system training, financial management system training and so on.

ⅶ How to build the enterprise's own training course system-enterprise learning network

First, it is imperative to establish the training course system of the enterprise itself.

Countless facts have proved that the most valuable training materials for enterprises and the fastest improvement of personnel's skills and quality are the experiences and lessons of enterprises themselves and the crystallization of wisdom experienced by employees in practice, and they are the best textbooks for enterprises. Such training content not only makes employees feel deeply, remember firmly and use it, but also promotes the rapid growth of personnel, and enterprises can continuously form their own knowledge accumulation and improve their knowledge system.

But the problem is that many enterprises have not formed their own knowledge accumulation system. At present, enterprises generally attach great importance to employee training and are willing to invest in employee growth. Once employees leave the enterprise to seek another development after their personal ability is improved, the personal knowledge and wisdom retained in employees cannot be transformed into the company's experience. When a sales elite leaves, his knowledge and experience are also taken away. With the loss of many valuable experience resources, enterprises and new employees need to spend a lot of time and energy to retrain, explore and improve again. Over and over again, enterprise knowledge cannot be copied and passed down quickly, so some enterprises lose confidence in training and even have negative resistance to training.

Then, how to transform personal knowledge into enterprise wisdom, so as to establish their own knowledge system and truly build their own hematopoietic system is a topic of common concern to many enterprises.

Second, the general idea of training course system development

The development of curriculum system should be combined with the overall development strategy, development stages and overall requirements of human resource planning system. On the basis of systematic post analysis and post quality model, the training course structure is designed according to different ability levels, majors and post requirements, and the training course library from post to ability to course is established.

In the composition of the curriculum system, there are usually four modes, which you can choose according to the actual situation of the enterprise:

One is work-oriented, which is set for specific positions. Relatively speaking, the workload is relatively large, which is suitable for the early stage of enterprise development and when the post level is relatively streamlined, so that each post can clearly understand the training courses it wants to receive at this post level and what courses it needs to learn when it is promoted to a higher level, so it is highly targeted. When adopting this model, we should not only pay special attention to the post skill level, but also pay special attention to the courses to improve the overall quality of employees when setting up the curriculum system.

The second is functional. This course model is aimed at job functions, and is more suitable for large group companies with many subsidiaries, branches and business divisions, and integrates different business types and different course categories to the maximum extent. :\? ]t & amp； A

Taking Sb X as an example, the functional types are integrated into product research and development, commodity planning, marketing, human resources, administrative management, logistics management, procurement and supply, operational skills, professional quality, sales business, channel expansion, financial management and so on. In this way, we should pay attention to the curriculum balance between functional departments. At the same time, we should pay attention to the individual difference requirements of post quality when setting up general education courses.

The third type is departmental. Setting courses for departments, small-scale enterprises can adopt this model, which can make each department know the regular courses of its own department at a glance. At the same time, when adopting this model, we should pay attention to the characteristics of functional subdivision of each post and the level of post skills.

The fourth is development. Based on the perspective of human resources development, the model is mainly divided into four stages: new employee training course, employee basic job skills training course, job skills upgrading training course and employee personal growth training course. This curriculum system is mainly based on matrix model, which mainly divides all posts into three levels: high, middle and grass-roots courses. It is conducive to the structuring of enterprise talent training and the continuous appreciation of human resources. Guyi human resources professional blog p9_! S[ 1]m u guyi human resources professional blog g

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Third, the implementation steps and methods of establishing the training course library

The first step: set up a special class-leaders in command, systematic cooperation and full participation.

At present, there is a common misunderstanding in enterprises that the development and arrangement of internal training courses in enterprises are the business of human resources departments, and some even rely on a small training specialist to complete them, which is unrealistic and impossible.

It is a complex and long-term project to establish a training course system suitable for the enterprise itself, especially in the early stage of system establishment, which involves all posts and all employees, and needs to coordinate all resources of the enterprise. It is definitely not something that can be done by a department or a specialist, but a typical top-ranking project, which requires enterprise leaders to set up a special project team in person, which is the premise of doing a good job.

1. Duties of the special class: manage the project of establishing enterprise training course system in a unified way, coordinate the process, standards, forms, personnel deployment and time node control of knowledge extraction and training course system establishment in a unified way, and provide necessary technical support to deal with problems in a centralized way. At the same time, through the form of project team, integrating resources and mobilizing relevant personnel, especially the elites of various positions, it has aroused great concern and attention to the training curriculum system and promoted the smooth progress of the training curriculum system.

2. Personnel composition: generally, the business owner takes the lead personally, and the heads of various departments and systems personally participate, including human resources personnel, vice presidents in charge, department managers, business elites, internal lecturers, etc. At the same time, it is necessary to introduce industry experts and consultants to join the project team to enhance the forward-looking and developmental nature of the training course system. Of course, members of the project team can be streamlined when the enterprise initially refines knowledge, and then gradually expand the scope of personnel according to the work progress when the structure is clear and the substantive knowledge needs to be refined.

3. Division of labor:

Business owners mainly control the direction of the whole project, provide resources, make decisions on major issues, and accept the final results.

The Human Resources Department is mainly the lead organization, responsible for major issues and daily work in the process of establishing the training course system, and providing necessary technical training support. Including the training of meeting organization, post analysis, post quality model, project management and other necessary technologies, the determination of curriculum system model and basic framework structure, the promotion of key post knowledge refining, the compilation and supervision of training manuals, and the coordinated handling of problems.

The vice president in charge, department manager and business backbone are responsible for refining, summarizing and perfecting the knowledge content of their own departments and systems. It is the main force in refining professional knowledge, compiling this system and training courses of this department.

External experts and consultants mainly play the role of staff and guidance. Some key courses are detailed, such as marketing, production, technology and so on. With the participation of external experts or consultants in the project team, knowledge and experience can be excavated more deeply and professionally. Especially in the aspects of job analysis, job quality model, skill knowledge point extraction, etc., most garment enterprises are relatively weak in these links at present. If you use experts, you will get twice the result with half the effort.

In addition, ordinary employees in the enterprise also play a certain role in the process of supplementing, modifying and perfecting the knowledge of training courses, and the project team can allocate resources as needed.

The second step: knowledge material inventory-mining history, inventory wisdom, sorting.

Enterprises, big or small, have their own culture and history, and there are many materials to be accumulated and trained. Where to start sorting out, this requires the project team to do a knowledge inventory first, and then * * * discuss and determine.

1, category: as long as it is related to enterprise management, the knowledge (experience and lessons) useful to the enterprise needs to be summarized and refined. It is necessary not only to take stock of the knowledge achievements of enterprises, but also to integrate the outstanding achievements of peers, opponents and the outside world.

2. Category: Knowledge materials should be classified according to the knowledge system mode adopted by enterprises, such as:

Process standards-workflow, specifications and standards, matters needing attention, etc. All kinds of business.

Data copy-all working documents, business records, customer information, etc.

Historical events-major events of enterprises, internal experiences and lessons, accidents.

Proprietary technology-the unique research and development achievements, proprietary technology and unique core competitiveness of the enterprise.

Industry experience-experiences and lessons that peers, companies of the same type and other types can learn from.

Social achievements-such as excellent training CDs, training books, teaching materials, etc.

3. Reminder: Knowledge carding is the excavation and promotion of enterprise knowledge culture, a very detailed link, and also the accumulation and summary of enterprise culture. This requires a long process and the content is very complicated. Of course, it should be noted that enterprises are different from schools. As long as they adapt to the actual needs of enterprise training and development and gradually improve, the key is to be practical, easy to use and timely, so we must prioritize and focus on breakthroughs.

Focus on refining and summarizing the core knowledge of enterprises, especially those key departments or positions that can greatly improve the productivity or competitive advantage of personnel through training, which need to be refined and summarized first. This mainly includes purchasing, research and development, production, marketing, channel maintenance and other business departments and positions. For less important or urgent positions, you can gradually improve the information later, such as courses in the administrative logistics department. General job training materials, such as financial knowledge and information management, can be purchased directly from outside.

4. Tool sharing: enterprise case index table

This form is commonly used when we classify and sort out enterprise cases. If the enterprise has the conditions in network information management, it can also sort these materials and cases in a unified format in network documents, which will be sorted by various departments according to the table requirements. One is easy to search, the other is easy to enjoy, and the third is to provide a large number of real case bases and knowledge accumulation for the training course system.

serial number

kind

Case name

key word

abstract

1

Enterprise development category

2

Personal growth class

three

Production class

four

Management class

five

Marketing category

six

service class

seven

……

Step 3: Refine the key knowledge-the unity of theory, practice and future development consciousness.

In the process of continuous pursuit of modernization, local enterprises will be giants of language and dwarfs of action if theory is divorced from reality; If the practice is not effectively refined, it is a waste of resources and a depreciation of the brand. If there is no sense of future development, in the face of fierce competition, the soldiers and horses will not move, and the grain and grass will go first, which will definitely cause hidden dangers to the development of enterprises. Therefore, when refining key knowledge, we should pay attention to the unity and integration of theory, practice and future development consciousness.

After determining the knowledge of key departments and positions through inventory, the project team needs to concentrate on refining the key knowledge and skills of key positions and departments.

The refining of key knowledge and skill points is mainly in the form of brainstorming. Generally, it is presided over by human resources personnel and discussed by project team members. Everyone expresses their views on the knowledge needed for a position. In an open discussion atmosphere, let participants fully express their opinions, add first and then make up, brainstorm, stimulate team wisdom and brainstorm. Then do subtraction, refine the essence of wisdom and gradually determine the draft.

Of course, in order to improve efficiency and effectiveness, the personnel of the project team are not fixed, and all members are not required to participate in the whole process. Only by refining the knowledge of relevant departments and positions, the vice president, department manager and business backbone personnel in charge of the system should attend, and other departments can attend as nonvoting delegates according to the situation. However, we should pay special attention to the fact that when refining a department's job knowledge, employees of its upstream and downstream departments also need to participate, such as discussing the knowledge needed by marketing personnel, and the positions of R&D department, planning department, customer service department and other related departments should participate, so as to put forward knowledge and skills requirements for employees of this department.

In the form of refinement, the template or framework of training courses should be determined according to the requirements of post knowledge and skills. Generally, the personnel of the human resources department first determine the template or framework standard, and then fill in the content according to the framework of these training templates.

Generally speaking, the framework or template of on-the-job training courses generally needs to be determined according to the job description and job operation process. At the same time, the contents of training courses can usually be divided into the following categories: job responsibilities, job operation procedures, required attitude knowledge and skills, common problems and preventive measures, experience and skill sharing, etc. Then continue to subdivide each independent subclass in each big category until it can no longer be subdivided. In this way, the primary and secondary structure and key links of knowledge are formed, and the framework of the whole training course is formed. On the basis of this framework, everyone will gradually fill in the content.

What training courses are there in the enterprise training class?

1. Human resource training course: Help human resource managers to fully grasp the six modules of human resource management in large enterprises, systematically master the theories and methods of human resource management in modern enterprises, comprehensively improve the theoretical level, professional quality and ability and skills of human resource management practitioners, be competent for professional positions such as human resource development and management, and significantly improve their work efficiency.

Be able to pass the national Ministry of Human Resources and Social Security knowledge and skills examination and obtain the corresponding qualification certificate.

2. Strategic management training course: Strategic management refers to the overall and long-term development direction, objectives, tasks and policies of an enterprise or organization in a certain period of time, as well as the art of decision-making and management. First of all, strategic management is a "top-down" process, which requires senior managers to have relevant abilities and literacy.

3. Logistics training course: It is on-the-job education for logistics practitioners to popularize modern logistics theory, increase logistics operation skills and improve management level. Specifically, it can be divided into basic learning knowledge such as logistics professional certification training, internal training of logistics enterprises, and pre-job training of logistics employees.

4. Sales training courses: refers to the training activities organized by enterprises or related institutions around sales personnel, products and customers.

The job of sales is to meet the needs of customers and artistically let customers agree and accept our work. To do this successfully, salespeople must fully understand their products and services and have excellent sales skills.

5. Business etiquette training course: In business activities, in order to show mutual respect, people need to be bound by some codes of conduct in all aspects of business activities, including etiquette, correspondence, telephone communication and other skills, which can be divided into office etiquette, banquet etiquette, welcome etiquette and so on.

What kinds of courses are commonly used in enterprise training?

Commonly used courses in enterprise training include: human resources training, strategic management training, procurement training, production training, logistics training, equity incentive training, corporate culture training, business etiquette training, marketing training, sales training, employee professionalization training, responsibility system training, financial management system training, etc.

The goal of enterprise training is to improve and promote employees' knowledge, skills, working methods, working attitudes and working values, so as to give full play to their greatest potential to improve the performance of individuals and organizations, promote the continuous progress of organizations and individuals, and realize the dual development of organizations and individuals.

Training courses are based on the analysis of training needs. According to the universality, foundation and improvement of training courses, training courses are divided into three categories: employee induction training courses, fixed courses and dynamic courses.

(9) Extended reading of enterprise training course network

Effectiveness of training

1. Training is the source of strength for the sustainable development of enterprises, which can ensure that enterprises will not be defeated in the increasingly fierce competition for talents.

2, training is an effective way to solve the problem, training can change some inappropriate work performance and behavior of employees.

3, training is to meet the needs of both enterprises and employees, is an effective way to mobilize the enthusiasm of employees.

4. Training is a lever to establish excellent organizational culture, which can strengthen corporate values.

Training is more important, but also lies in the supervision of the effect after completion. In enterprises, the role of middle-level core cadres is obvious: after the training, the boss of the trained employees urges the trained employees to solidify the skills they have learned in the training, which is the key to the success of the training.

Training is a systematic project and a part of enterprise management. It is unrealistic for the training department to go deep into enterprise management. If the content of training depends entirely on the training department, it is impossible to achieve the pertinence and richness of training. The training department should focus on preparing lecturer resources and organizing the training process.

What are the enterprise training courses?

At present, enterprise training not only pays attention to the improvement of employees' professional skills, but also pays attention to various trainings. Shi Sheng Jucai Training Company summarized the following aspects:

1. Professional skills training of employees: The professional skills of employees have always been the most concerned issue of most enterprises, and many enterprises often attach importance to work experience in recruitment because of this demand. At the beginning, the training work of most enterprises was also aimed at improving the professional skills of employees, so this work is not a big problem for the current enterprise training work. What enterprises need to pay attention to is to avoid paying attention to only one thing while improving all aspects of training.

2. Training of corporate culture: When it comes to corporate culture, many people often have vague words in their minds. Corporate culture training is indeed somewhat vague, but the importance of corporate culture cannot be ignored. Specifically, corporate culture is not as vague as imagined, and actually plays a very important role. A good corporate culture can enhance the influence of the enterprise, and also play a very good role in promoting employees' sense of belonging in the enterprise. Those enterprises that attract worldwide attention often have their own corporate culture.

3. Long-term development: employees working in enterprises must try their best to stay long enough. Staying long enough doesn't mean fooling around. It's not just that you have to stay in which company long enough, but that you have to stay in your chosen industry long enough. Employees choose industries first, and then enterprises. What was our motivation for choosing this industry? Why are you doing this? Even if I can leave this enterprise one day, I can't leave this industry.

The above is the content selection of current enterprise management training, reminding enterprise managers to pay attention to this work, effectively promoting training and ensuring the long-term development of enterprises.