What Is Corporate Training?

Enterprise training refers to a planned and systematic training and training activity carried out by an enterprise or for enterprises to improve personnel quality, ability, work performance and contribution to the organization. The goal is to make employees' knowledge, skills, working methods, working attitudes, and work values improved and enhanced, so as to maximize their potential to improve the performance of individuals and organizations, promote the continuous progress of organizations and individuals, and achieve organizational and personal Double development. Enterprise training is one of the important means to promote the continuous development of enterprises. Common forms of enterprise training in the market include internal training and public courses of enterprises, and remote teaching via network.

Corporate Training

Enterprise training refers to a planned and systematic training and training activity carried out by an enterprise or for enterprises to improve personnel quality, ability, work performance and contribution to the organization. The goal is to make employees' knowledge, skills, working methods, working attitudes, and work values improved and enhanced, so as to maximize their potential to improve the performance of individuals and organizations, promote the continuous progress of organizations and individuals, and achieve organizational and personal Double development. Corporate training is one of the important means to promote the continuous development of enterprises. Common forms of corporate training in the market include

Training is essentially a

The benefit of enterprise training refers to the difference between the benefits brought by trainees to return to work after training and the investment in training. The larger the value of the difference, the higher the training benefit, and the lower the training benefit. From the perspective of investment and income, the conversion of employee training into output is a long and long process. It involves the personalization and diversification of training content, whether the training method is appropriate, and the timing of training. Whether employees have absorbed the training content and whether it is effectively used in work activities. Therefore, the impact of training on enterprises is a long-term, indirect process. How to achieve high benefits of training should be an important content of enterprise training management.

EXECUTION-

Training is the source of strength for the sustainable development of an enterprise, and it can ensure that it will not fail in the increasingly fierce competition for talents.

Training is an effective way to solve problems. Training can change some inappropriate performance and behaviors of employees.

Training is an action that meets the needs of both the company and employees, and is an effective way to motivate employees.

Training is a lever for building an excellent organizational culture and can strengthen the corporate values.

The company's training of employees follows systemic principles, institutionalization principles, initiative principles, diversification principles and efficiency principles.

(1) Systematic

Staff training is a comprehensive, comprehensive, systematic project that runs through the careers of employees.

(2) Institutionalization

Establish and improve the training management system, routineize and institutionalize the training work, and ensure the implementation of the training work.

(Three) initiative

Emphasize employee participation and interaction, and give play to the initiative and initiative of employees.

(4) Diversification

When carrying out employee training, we must fully consider the level and type of the trainees, and consider the diversity of training content and forms.

(V) Benefit

Staff training is a process of human, financial, and material input. It is a process of value addition. Training should have outputs and returns, and it should help improve the overall performance of the company.

First, companies need to further improve performance management practices and strengthen and enhance the performance management responsibilities and capabilities of managers and HR personnel. In fact, the basic basis for training

The first stage

1. Formulate and improve training management system

Adjust existing management systems and processes based on training survey results and implementation feedback. Clarify the division of responsibilities between the training institutions, functional system department contacts, and training leaders of the Human Resources Department;

The training system is in line with the company's development goals, improving human performance, improving the quality of employees, enhancing employees' ability to work at home and understanding of corporate culture, and systematically enriching their knowledge and skills to bring out their potential capabilities.

1. Think training is just a matter for the Human Resources or Training Department

This will result in the training not being supported by various departments and senior leaders, which is not conducive to the overall operation of the enterprise.

2. Unclear understanding of training, thinking that training is only the study of skills or theory

This will disconnect training from the long-term development of the company, and the company cannot really contribute to the business strategy of the company

3. Only training for middle-level and basic-level employees, neglecting high-level training, or training management in general, the quality of employees is getting higher and higher, but managers have not been improved as they should be.

This will lead to a conflict of skills between management and employees, with a "ceiling" or "glass body" phenomenon.

4. Underestimate the post-training supervision and talent promotion, resulting in brain drain after training

The most direct result is the illusion that training is to do wedding dresses for others, causing companies to dare not hold trainings easily.

5. Think training is a kind of welfare, neglecting employees' obligations and responsibilities to participate in training

This will result in employees not paying attention to training and failing to play its due role

6. Without training needs analysis, the training is not targeted, and the training project is set unreasonably, resulting in less effective training.

When conducting surveys, the vast majority of corporate employees want to strengthen the pertinence of training, which is directly related to the effectiveness of training needs.

7. Poor monitoring methods, poor communication channels, and improper training methods have resulted in less effective training.

The effectiveness of training depends on many factors such as training methods, training instructors, and pre-training preparations. Only a comprehensive consideration can make most students master.

8. The training lacks an effective evaluation mechanism and the lack of a transformation environment for the training results, causing the training to be disconnected from the actual work, so that employees think the training is of little significance.

The success rate of training transformation depends to a large extent on whether there is an environment that can promote the transformation of training results. Training must also be linked to incentives and assessments. Otherwise, it is easy for employees to forget when they learn. Not very useful.

9. Training is omnipotent, and training comes to mind only when problems arise

This led to another misunderstanding, putting too much emphasis on training and making training "unbearable." Training can only solve the "problems that cannot be done" and cannot solve the "problems that cannot be done".

Corporate training performance is committed, and believes that all curriculum planning should include continuous measurement and evaluation of results. Such a measure provides a good feedback mechanism, telling us what is effective and what needs to be improved. Without effective measurement, we and our customers will not be able to determine at what stage the effort is considered successful, and they will lose the basis for continuing to transform, expand, modify or summarize a plan. We work with customers to establish relevant measurement systems to effectively understand the results and impact of the program.

360 Degree Feedback Program-A structured process that allows participants to receive a variety of feedback from their peers, subordinates, superiors, and internal and external customers and suppliers. This is a very effective way to measure people's performance in the workplace.

Employee Attitude and Culture Survey-Conduct ongoing surveys after the seminar and compare with the pre-meeting results to identify and quantify the range of changes and progress you want.

Plan monitoring-Individuals report progress on action plans periodically, allowing organizations to confirm that everyone is progressing according to their goals and commitments. A plan "record card" can be devised to quantify these results.

Beginner: Generally there is a human resources department head to take care of, and some will set up a

Corporate training has always been a problem faced by human resources managers: the attitude of employees towards training, the importance that companies attach to training, and the evaluation of training effects have caused the human resources managers to be overwhelmed. At the Taotao International Human Resources Experience Conference, many companies Human resources executives have said they are weak in this regard. In fact, these problems are not unsolvable. As long as you master the following points, problems related to corporate training will be solved.

1. Based on job standards. The employees of the enterprise have the standards and requirements (including knowledge \ skills, work attitude, etc.) on the job. These standards and requirements are the basic standards for the employment of enterprise employees. If the employees of the enterprise do not have the standards and requirements for the positions they want to take up, they should meet the employment standards through training;

2. Based on production quality standards. Quality is the life of an enterprise, different production

(1) Model Law on Operation

A method widely used in pre-employment practical training, suitable for more mechanical types of work. The operation demonstration method is a general method for professional skills training in a department. It is generally hosted by a department manager or administrator, and a technical expert serves as a trainer. The trainees simply teach operation theory and technical specifications on the spot, and then perform standardized operation demonstration performances. The trainees repeatedly imitated the internship, and after a period of training, the operation gradually became proficient until it met the normative procedures and requirements, and reached a level of ease of use. Trainers are on-site to guide and correct errors in operation at any time. This method is sometimes tedious and boring. Trainers can combine it with other training methods to enhance the training effect.

(2) Thematic training method

It is based on the needs of the company, focusing on the training purpose (theme) and closely combining with the actual situation of the company, tailoring personalized training solutions for the company, and by organizing and scheduling various training resources, it provides companies with more targeted and effective results. Management training services to solve specific problems and meet business needs. According to the needs of the company, the theme training is designed based on the actual problems of the company to carry out targeted practical training design, to solve the actual problems of the company, and to promote a series of actions to solve the specific problems of the company and improve its performance. Thematic training is based on systematic corporate needs research. The scientific research consultants from a professional perspective plan and assist the implementation of targeted topics for companies, and guide companies to resolve contradictions, avoid risks, improve performance, and solve problems.

(3) Multimedia audiovisual method

Audiovisual teaching equipment such as televisions, video recorders, slide projectors, projectors, recorders, and movie projectors are used as the main training methods for training. With the popularization and widespread application of audiovisual materials, many companies have adopted electronic teaching methods in foreign language training, and have achieved good results. In addition to foreign language training, qualified companies also use video cameras to make training videotapes themselves, and select certain topics to compile audiovisual teaching materials such as corporate practices and procedures, courtesy and etiquette.

(4) Online course learning method

It is suitable for people who have a good sense of self-control, self-control, and understanding. There are already a variety of course packages available online, and the price is relatively cheap.

(5) Case study method

A method of training by collective discussion is different from the discussion method in that the discussion is not only for solving problems, but focuses on training trainees to analyze and judge and solve problems. In the analysis and debate of specific cases, trainees brainstorm and share collective experiences and opinions, which will help them to think and apply the benefits of training in future practical business work, and establish a systematic thinking mode. At the same time, the trainees can learn new knowledge and new principles in management during the seminar.

(6) Teacher-Apprentice Training Method

Also called on-site individual training emphasizes a single one-to-one on-site individual training is a traditional training method. The practice is that the trainees follow closely behind the experienced veteran workers, while watching, asking, and helping, to learn working procedures. In corporate training practice, this individual training method for masters with apprentices is still being used. However, the training department of an enterprise must provide effective training organization and guidance for positions that adopt the apprenticeship training method in order to ensure that the training can achieve good results.

Four steps to organize on-site individual training: (1) Preparation. Develop work tasks and work rules, determine training goals, prepare trainees and select trainers; (2) impart. The trainer uses the work rules as a benchmark, discusses with the trainee what should be done at work, then explains how the work should be done, and then demonstrates the work steps and methods; (3) exercises. After the trainees became familiar with the work, they began to operate independently. During the exercise, the trainer provided appropriate counseling, affirmed and praised the accurate action, and made suggestions for improving the action; (4) Follow-up observation. After the trainees work independently, the trainers will continue to observe the trainees and provide clear support and feedback so that the trainees maintain a positive attitude towards training.

(7) Game training method

At present, a more advanced advanced training method is targeted at higher-level managers in enterprises. Compared with the case study method, the management game method is more vivid and more specific. As a result of the case study method, trainees will be able to make decisions more easily under ideal conditions of artificial design. The rules of management games, because of the design of the game, make students face more realistic management contradictions in the decision-making process. The possibility of success or failure of decision-making exists at the same time. Trainees need to actively participate in training and use relevant management theories and principles. 2. Decision-making ability and judgment ability Analyze and research various encounters set in the game, and take necessary and effective methods to solve the problems in order to win the game.

(8) Consulting training method

Consultative training is to find and solve problems. Through comprehensive and in-depth interactive communication and management status research, consultative training accurately grasps the actual situation of the company, comprehensively analyzes the main problems and the essential causes of the problems, and provides targeted system training. The plan provides practical solutions through evaluation-type training, push-type training, case-based interactive training, and follow-up coaching and system support to solve the actual problems of the enterprise and promote its rapid development.

(9) Discussion method

The purpose of training methods for in-depth discussions on a particular topic is to solve some complex problems, or to allow many trainees to communicate on a topic through discussions, and to seek consensus on ideas. In the discussion method training, one or more instructors are required to act as the moderator of the seminar, and plan and control the whole process of the seminar. The number of trainees participating in discussion training should generally not exceed 25, and they can be divided into several groups for discussion. The effectiveness of discussion training depends on the experience and skills of the trainers. The moderator of the seminar should be good at motivating students to speak enthusiastically, guide students to freely use their imagination, and increase the participation in group training; control the atmosphere of the seminar to prevent the discussion from deviating from the theme; summarize the discussion opinions in stages , And gradually guide students to a more unified understanding of the results of the discussion. It is applicable to the training content that focuses on research issues, and requires high skills of trainers. Before training, trainers spend a lot of time analyzing and preparing the discussion topics, and soliciting the opinions of trainees when designing the scheme. Trainees should be aware of and prepared for the topics discussed in advance. During the discussion, trainers are required to have a good ability to adapt, play and control. In the closing phase, the trainer's verbal and inductive summary skills are also crucial. It is more suitable for management personnel training or used to solve some difficult management problems.

(10) Class lecture method

Also called the traditional training method of teaching method. In corporate training, the frequently-used special lectures are training conducted by the lecture method, which is suitable for introducing or teaching the content of a single topic to group students. The training venue can be a classroom, a restaurant or a conference venue. The teaching materials can be prepared in advance and the teaching time can be easily controlled by the lecturer. This method requires the lecturer to have in-depth research on the topic and have an understanding of the students' knowledge, interests and experiences. The important technique is to reserve the appropriate time for communication between trainers and trainees, and use the form of question and answer to obtain trainees' feedback on the teaching content. Secondly, the use of lecturer's expressive ability and the use of audiovisual equipment are also effective auxiliary means to improve the effect. The advantage of lecture training is that it can be implemented by multiple students at the same time without having to spend too much time and money. The disadvantage is that the trainees cannot take the initiative to participate in the training because of limited expression. They can only do passive and limited thinking and absorption from the lecturer's speech. It is suitable for the training of theoretical content such as introduction and lecture of a new policy or new system, introduction of new equipment or technology popular lectures.

(11) Post-playing method

Also called role-playing, it is also a simulation training method. The applicable object is the actual operation or management personnel. The trainees play the role of a certain training task so that they can truly experience the feelings and behaviors of the roles they play in order to discover and improve their work attitude and behavior performance in their original positions. Mostly used in training to improve interpersonal relationships. Interpersonal feelings often vary depending on the position they hold. In order to improve the understanding of the situation of the other party, in the role-playing method training, the trainee often plays the role of the other party with whom he works and enters the simulated working environment to obtain better training results. When training using the role-playing method, the number of trainees who play the role is limited, and the remaining trainees are required to carefully observe the performance of the role-players using "observation record form", and their postures, gestures, expressions and language expressions The project is evaluated to achieve the effect of the training. Observers and actors should be interchanged in turn, so that all trainees have the opportunity to participate in simulation training.

(12) Consulting training method

As the name implies, it focuses on consulting rather than training. The application of this training method requires that it be centered on a topic or aspect. The content may not be very clear in advance. The requirements for the trainer are very high. The trainer must have extensive experience in this area. The experts are not only proficient in theory, but also have very rich practical experience and accomplishments. Such training also requires a better and clearer understanding of the problem in advance. If the trainee cannot raise a problem or is not sure about the problem, the effect of such training will be greatly reduced. The result of consulting training is not necessarily to reach a ready-made perspective, but to master the way of thinking and problem-solving skills. Many corporate management training is gradually adopting this form of training, the effect is better, even a training belt The direct gains that come are far more than other training.

(13) Internal "superior" coaching method

Daily "superior" coaching within the enterprise is the most important form of training of all. No matter how busy they are, the "superiors" must not shirk the responsibility of counseling subordinates. For newly recruited employees, even the seemingly simple things may require you to "hands-by-hand" to teach repeatedly many times, find the problem, and correct it "on-site" immediately. The longer the delay, the worse the correction effect. Sometimes talking at lunch is more effective than formal training. Corporate culture, values, and employee loyalty are all accomplished in unknowing daily counseling. The "superior" daily counseling accounts for most of the staff's learning progress. In foreign companies, another form is often used, that is, the "superior" system in addition to the top boss. Because it is not the boss, many sensitive topics can be discussed. "Superior" gets the improvement of their leadership skills, educates others' psychological satisfaction and tangible extra income; "student" gets "one-on-one" "hands-on" coaching and tangible abilities Promotion.

(14) On-site training method

Refers to practical training at the job site according to the needs of the job. This kind of training is more suitable for skills training. It can be applied in combination with multiple training methods at the same time. The internal training in China's enterprises lacks on-site training. The effect of this training is the most direct and useful. Developed countries such as Japan and Germany attach great importance to on-site training within the company, and consider it as a necessary means to improve the actual skills of employees. In contrast, Chinese companies often have a lot of ideas and a lot of ideas. , Can not be implemented in specific work.

(15) Special guidance training law

It is also one of the methods of individual training. Similar to the apprenticeship training method, based on the trainees' exploration of work practices, the trainers implement individual guidance according to their work conditions and special needs.

(16) Reading books method

Although it is not interactive, it can be learned anytime and anywhere with the lowest direct cost. It takes some work to find the right book for you in the vast sea of books. You can narrow your search by introducing it from your boss, colleagues, or friends, joining a book club, or an online book forum. It is important to look at the original as much as possible. In addition, if you always read the second- and third-hand introductions to the book, it seems that you have eaten an economical fast food, but you have lost the essence.