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Staff training refers to the management of targeted and planned training of employees by various organizations in order to carry out business and cultivate talents in various ways. Open classes, internal training, etc. are common staff training and companies. training form.

employee training

(Noun for education)

Staff training refers to the management of targeted and planned training of employees by various organizations in order to carry out business and cultivate talents in various ways. Open classes, internal training, etc. are common staff training and companies. training form.

Staff training includes staff skills training and staff quality training.

Training methods include lecture method, audiovisual technology method, discussion method, case study method, role-playing method, self-learning method, interactive group method, network training method, scene reduction method and so on.

Chinese name

employee training

Object

Employee

Form

Open classes, internal training, etc.

Use

Nurturing talent

Employee training is divided by content, which can be divided into two types: employees

Teaching method

It belongs to the traditional training method. The advantage is that it is convenient to use and it is convenient for the trainer to control the entire process. The disadvantage is one-way

Corporate employee training, as a direct improvement

(A), attach importance to the analysis of training needs. This process is not only a prerequisite for determining training goals and designing a training plan, but also a standard and basis for training evaluation.

(2) Strict assessment and focus on results. Through the evaluation of the training effect, we can obtain the following information: information on the timeliness of training, information on whether the training purpose is reasonable or not, information on the content and form of the training, and information on the selection of teaching materials and teachers.

(3) Establish a new training concept. First of all, establish the concept of "training is the source of human capital value-added", further improve the awareness of the importance of training for business leaders, and truly realize that employee training is the basis for the survival, competition and development of modern enterprises. Secondly, the training of employees should be a life-long process, so that employees can play a role in any career stage. Third, change from a single work ability training to a comprehensive training. While training work ability and skills, we must also pay attention to the collaborative development of learning attitudes, innovation ability and so on.

(4) Establish a scientific and systematic staff training system. The complete and systematic employee training model should conform to the PDCA cycle, including the preparation phase, training phase, evaluation phase, and feedback phase.

Staff ideological training refers to the management activities of a certain organization to carry out purposeful and planned training and training for employees in order to carry out business and cultivate talents. The goal is to enable employees to continuously update their knowledge, develop skills, and improve. Motivation, attitudes and behaviors of employees are companies that adapt to new requirements and are better qualified for current jobs or higher-level positions, thereby promoting

First, communicate effectively with senior management and strive to gain support and recognition.

The attitude of the CEO directly affects the development of enterprise training. Carry out a rigorous analysis of the development status of the enterprise and the quality of the employees, and point out the urgency of the training of the enterprise, so that the CEO realizes the seriousness of the training. Organize a short-term training that will show results, and use facts to change the "training uselessness" thinking of the CEO. Make a comprehensive analysis of the role of training, and change the concept of training for quick success and quick success. The strong support and demonstration effect of the CEO is especially important for the construction of the company's training culture.

Second, do a good job in career planning and stimulate internal motivation for employees to receive training.

The motivation that is most conducive to employees 'initiative to receive training is not from economic and financial incentives, nor from training absenteeism and examination penalties, but from employees' self-fulfilling needs. The attendance system guarantees the attendance of employees, but it does not guarantee the seriousness of the employees. Training assessments and severe penalties can evade employees, but they can't motivate them.

Career planning for employees, link training with personal development of employees, let employees see the effect of training on personal capacity improvement, knowledge reserve and job promotion, and stimulate internal needs of employees to receive training in order to better ensure Effect of training.

Finally, the training content is in line with the actual situation of enterprises and employees, and the teaching design is reasonable.

Conduct a comprehensive and systematic training needs survey and analysis

In view of the current situation of enterprise training, we believe that enterprises should take the following specific improvement measures according to their own situations:

1. Put training into practice. In China's enterprises, especially small and medium-sized enterprises, it is necessary to establish awareness of the importance of training. It should not always be in the form. It should change the concept of consciousness, carry out the training work seriously, and at the same time do a good job of evaluating the effect of training. Instead of "snake and tail", and the organic integration of training and corporate planning, training should help achieve the company's overall goals.
   2. Make a long-term plan, not just look at the immediate interests. The reason why many companies ignore or even abandon training is largely because of funding bottlenecks. It can also be said that they are unwilling to invest too much in this area. But in fact, we must learn to "think about the long-term" and strengthen investment in human resources education and training.
   3. Improve training methods. Study and learn from advanced foreign training methods, carry out in-depth teaching reforms, and explore a new set of training ideas that are in line with China's national conditions and mainly aim at improving competence. Getting rid of training methods and methods is simply a "copy and paste" method. situation.
   4. Establish and develop a perfect training and teaching system, and continuously improve the quality and pertinence of training, so that the training content is consistent with the knowledge, abilities and skills required by the trainees. Monitoring training through education training management system, regular and regular evaluation and feedback of training, making it a powerful means to promote high-quality training.
   5. Learn to exchange information and experience in training and development between different education and training institutions and between enterprises and training institutions. According to China's existing national conditions and strive for capital optimization, different functional departments must be able to share specialized skills and equipment, carry out joint efforts, and work together to strengthen the resource base.
   6. Focus on solving the problem of human resources training and development for special groups. Such as emerging enterprises, high-tech, and senior management talent groups, thereby changing the problem of insufficient human resources and low quality in these areas. For China, this special group is the main driving force behind China's sustainable economic development in the future.