What Is Involved in Economic Development Training?

Training is the way of training + training. Through training and training, trainees can master certain skills. At present, domestic training mainly focuses on skills training, focusing on pre-behavior. In order to achieve unified scientific and technical specifications and standardized operations, trainees can pass certain educational and training techniques through modern information-based processes such as goal setting, knowledge and information transmission, skill drills, assessment of assignments, and announcement of results exchange. To achieve the desired level of improvement goals, to enhance combat effectiveness, personal ability, work ability training are called training!

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We all know that ordinary education can only provide some basic professional knowledge and low-level skills; while facing the development of large-scale enterprises, multiple skills training must be carried out to enable employees to gradually achieve the continuous development of the enterprise. Claim. Therefore, in order to improve labor productivity and personal satisfaction with the profession, the organization directly and effectively serves the organization's production and operation, and constantly adopts various methods to carry out educational training and investment activities for various types of personnel in the organization.

The era of the knowledge economy is characterized by the mass production and dissemination of information and knowledge. And develop at an increasing rate of 18-20% per year. However, compared with the huge amount of information and knowledge, learners will find themselves "poor in knowledge", the existing knowledge is becoming fragmented, the learning speed is too slow, and too much knowledge to learn is due to personal The finiteness and lag of learning and the infinite and rapid growth of knowledge have resulted in a great contrast. Training is an important way to learn knowledge. Modern training can only adapt to the needs of the development of the times if it changes in concepts, methods, and content.

First, the trainers have changed from "knowledge spreaders" to "knowledge producers".

Since most of the knowledge dissemination or transfer will be completed by modern electronic media systems, it will give education trainers time to update knowledge and teach innovation. The first is to process, process and package the original information or knowledge to make it a "product" form that is easy and acceptable for people; the second is to put forward new ideas, new theories and new ideas based on a comprehensive analysis of the original knowledge. Method to create a new body of knowledge. As a result, educators will transform from "knowledge spreaders" to "

The purpose of all training can be divided into mentality training and ability training. There are also two types of training: personal

The main body of training: participation

Divided by time period, training can be divided into

1. Compensation

Enterprise training has a compensating role to support business functions. The purpose of "culture" in the enterprise is to achieve

Import and Orientation

That is to guide new employees into the organization, familiarize and understand the job responsibilities, working environment and working conditions, and adapt to the development and changes of the external environment of the company.

The development of an enterprise is the result of a combination of internal and external factors. On the one hand, enterprises must make full use of the various opportunities and conditions given by the external environment to seize the opportunity; on the other hand, enterprises must adapt to changes in the external environment through their own changes. An enterprise as a dynamic system should also be dynamic as the main body of the enterprise, that is, the enterprise must continuously train employees in order to keep them up to date with the needs of technology and economic development.

Improve employee quality

The ultimate purpose of training can be reduced to one: by improving employee work

Organization of training funds mainly comes from two ways:

The first is the internal source of the organization, which mainly refers to the sharing of training costs between the organization and employees;

The second is social fundraising. First, the government collects training fees through taxation, and then it is sponsored by the state and the society as a whole.

Excellent theoretical system and framework

The so-called predecessors planted trees, and later generations took advantage of the cold. The masters have already given us a general theoretical system and framework. Like Marxism-Leninism in general, it is basically truth. What the lecturers need to do is to learn their theoretical frameworks and build their own courses based on these frameworks. Such courses have a sound structure and are consistent with some students' book knowledge. In the specific operation, study the works of related classic characters, such as

Training pair

Training methods include lecture method, demonstration method, seminar method, audiovisual method,

Ways to improve training effectiveness:

Path 1: Clear training objectives

Before training, an enterprise must make clear its training purpose, which is the basis for guiding the training work and the standard for measuring the effectiveness of the training work. The direct purpose of enterprise training is to improve the knowledge, skills and attitudes of employees; the indirect purpose of enterprise training is to make the company and employees form a common goal to maintain the sustainable development of the enterprise. Generally speaking, corporate training has the following main purposes:

1. optimization

There are three issues to pay attention to when developing an annual training plan:

First, grasp the real needs and be able to describe the source of the needs.

The so-called mastery of real needs refers to understanding the training needs most needed for the current work of each department, not the most popular courses and the most well-known lecturers. Many companies are prone to make a mistake, that is, when conducting training needs surveys, they do not start from the company s business, but from the training provider, not considering what training employees need for their work, but from the introduction of letters from some training institutions Starting from the courses listed in the article, reorganize these courses as the content of the needs survey.

This approach can easily mislead department heads who are unfamiliar with and good at training, thinking that training is to listen to the lessons of good teachers. Whatever the teacher says, as long as it is a famous teacher, as long as it is a well-known training institution, it is the best Choice, therefore, they use well-known teachers and well-known institutions as the source of training needs and formulate the training plan of their department.

In fact, the demand for training comes from performance. This is the only source of training. All training activities are designed to help employees improve

1. Strategy and career

Structure, procedures and systems

3. Culture, attitude and morale

Corporate training is the result of long-term training, not the effect of needle replenishment. It only provides continuous and influential follow-up courses to ensure that the results are tangible and long-lasting.

1 Organization-level thinking

2 key figures

3 HR overall strategy

4 employees

5 Demand analysis

6 Objectives of the program