|
How to do business within the training With the above; Training is an organized knowledge transfer, skills transfer, standard transmission, information transmission, belief transmission, management reprimand behavior. Currently training to transfer skills mainly focus on pre-service time. In order to achieve a unified scientific technical specifications, standardized operation, set by goal programming, knowledge and information transfer, skilled exercise, job evaluation to achieve the results announcement, and other modern information communication process for staff training by some technical means, raise the level to achieve the desired goals. How to enable enterprises to achieve the effectiveness of internal training is the training director of each are in constant thought. My understanding of the training is: carried out on purpose, so that the participants thought, behavior improvement activities. Based on this understanding, combined with ten years of business management, marketing experience and five years of internal training division, executive director of work experience, summed up the following aspects of the training effectiveness of internal reasons: First, the human factor: 1, boss, General Manager Section of the Chinese name; "Sailing the Seas Depends on the Helmsman", the helmsman of the training if companies do not have a clear direction, the right to judge, then the training can hardly be effective. This requires training, learn to stand in charge of business perspectives, must continue to communicate with the manager, sought the direction of training, goals, methods to reach a consensus in all aspects, be supported (provided: training program to be effective and save money .) Effectiveness of internal training many causes of poor leadership in its awareness of the existence of errors in training, not the actual situation according to their own business in the right direction, but rather blindly follow the trend, thinks is right. Training Supervisor cue only see the boss, if the boss is wrong refer to the direction, training effectiveness is inevitable difficult. 2, department heads Training can improve employee behavior, depends largely on the leadership of the staff's daily work requirements, guidance, motivation orientation is consistent with the training. If the content of the training school when the job requirements with the direct leadership, attitude, and so totally different, we can imagine either that the training staff is not practical, or just resigned to leave. This is why a lot of good training, but when the employees return to work after the change no good, but sometimes one of the main problems. This requires training supervisor with the department heads to good communication, the training content, time, the correlation with the actual work, etc., and strive to reach a consensus. Training to all department heads have to understand the situation more fully respect and listen to their views and suggestions to improve their work, and strive with their depth, and strive to training content be reflected in the work requirements to promote the improvement of employee behavior. 3, trained staff Training must be effective, we must fully consider the actual situation of trained staff, including their learning requirements, job skills, job requirements and the actual gap between the learning ability and status, the overall development needs of the enterprise within the individual employees as close as possible requirements to the way employees welcome the need for content, the combination of degrees and work to design training programs. Lack of effective training, often regardless of the needs of employees, the work did not fully consider the combination of degrees, way to welcome employees from other causes. Second, the management system of factors: Supporting role is not management training, training managers at all levels, an important part of the daily work of one. This is to the enterprise management concepts and systems (including work manuals, job responsibilities, reward and punishment incentives, personnel appointments) so fully embodies and clearly defined. The director is responsible for training managers at all levels to do with this work. Enterprises do not have the training into all levels of management work, but only as a training manager responsible for training the auxiliary work, not reflected in the management philosophy and management system. This is also a lack of effectiveness of corporate training is an important reason. Internal training of the pre-survey, the middle of implementation, and assessment of post-tracking service, must form a reasonable process. Not a random process, the training is difficult to achieve long-term effectiveness. Again, trained staff in the performance of the work to be with the rewards and punishments, promotion and other enterprise incentive-oriented, integrated management system, this would resolve the employee "training what's the use?" Issue. Third, the curriculum and training instructors factors: 1. Course Training should be targeted for training and training, a mere formality, just complete the training mission, there will not be effective. Curriculum should be investigated before, the lack of staff training needs survey or trying to meet other staff will develop training programs are not appropriate. Sometimes employees do not know what training they need, or point of view is too one-sided, inconsistent and the overall development of the company, training for business development services, not only on the views of staff training, staff training needs and considering the responsibilities of each position, the required factors to set the appropriate skills courses. Detailed course content, emphasizing the use case and work with high. 2, the instructor's requirements First, the lecturer to a true understanding of the actual operating conditions of enterprises, workflow, quality of personnel and the external environment and the need to address the problems. Second, the training methods can be varied, case studies, discussion, explanation, simulation of work scenarios, easy game training, curriculum teaching staff to share experience and discuss problems, work coordination meeting, individual counseling and so on. Can be flexibly applied according to the actual situation in order to effectiveness for the purpose. Taught or too monotonous game theory is not the actual content of the training is ineffective. To note here, only the classroom atmosphere, students reflect to evaluate the effectiveness of training, classroom training over a very busy but over, the behavior of employees is not much change the basic training is also invalid. Staff satisfaction with the classroom does not mean that actual performance after the training is good, blindly to please students regardless of student training and the training of the actual situation is equally wrong. 3 What is your instructor right Internal lecturers both candidates to a variety of channels, can be a professional instructor, it can ask a department manager or staff with expertise in different courses for different lecturers. It should be emphasized that enterprises should make good use of all levels of management, and training them to become lecturer type, trainer managers, so that enterprises have a lot of instructors, coaches, the key is not just now they say, the teaching is good, more The main advocate in the business, culture and atmosphere of this awareness, let pass, to help with a corporate culture. Good managers have a coach-type growth environment, it may develop more training qualified management personnel. Use of internal training to develop good internal lecturers. Address the effectiveness of internal training methods: 1. Training supervisor, if the multi-skill training of competent personnel compound, with a global awareness, good communication skills, learning ability, thinking, flexible, good at discovering and solving problems. 2. Business development plans and annual development priorities, development of the company's future human resources requirements of the quality and structure, and compare the quality of existing staff to work with the business requirements of the gap between employees to determine the training direction. 3 Responsibilities of the various departments, staff interviews, meetings, business tracking to determine staff should be aware that should be what it is. And understand the training needs of individual employees. 4. The lack of understanding of what the main staff (1). Through its position should be aware of employees in the job table to the knowledge and skills gap. (2). Through the performance gap analysis work of the staff and the type of performance gaps that exist and the real reason (due to lack of knowledge and ability, or because not enough correct work attitude, business process irrational, negative co-ordination between departments or other reasons .) 5. Staff training needs summary, sorting, sorting, grading, according to the knowledge, skills, knowledge, attitudes, general character or personality, personnel or equipment conditions of the problem, the separation of priorities, priorities, proficient, or control and so on. 6. Training needs does not mean plans, training programs should also take into account the different positions of corporate settings, the existing conditions, characteristics of the various departments and staff to develop character, so different circumstances. Such as: common knowledge of classes, courses in psychology, from the enterprise unified training; must master the business process, work should be aware that individual departments should such courses by the department head is responsible for organizing training; other management courses by the company organizational arrangements and training. 7. Ask department heads to train, motivate employees to be treated as an important work, the real growth and operating performance of staff combine and to include management of the scope of job responsibilities and performance appraisal. 8. Training time, method, form of flexible, with companies of various departments depending on the actual work to trainees to accept the results valid in principle. |
|
|
