What Is Personnel Training?

In order to achieve a certain training goal, the three elements of training (lecturer, trainees, textbooks) are rational, planned and systematically arranged. Usually a complete training system consists of: a training course system, a training lecturer management system, a training effectiveness evaluation, and a training management system. The first three are the three core tasks of the training system. Especially with the promotion system and compensation system.

education system

To achieve certain

A training system consists of three parts: system, curriculum and lecturer.

The system is the foundation, including training management methods, training plans, related forms,

Training is usually accomplished by a combination of internal and external training. Its form is more than

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, diversity principles, and

(1) Establishing an effective training system

The excellent training system is not built in one day, but it is iterative and upgraded through continuous improvement over time. It can be said that the development of the training system has matured with the maturity of human resources. BOTE believes that the training system has five maturities. Levels are "initial level", "management level", "professional level", "transformation level", and "optimization level".

It is not difficult for an enterprise to establish a training system.

Several Typical Misunderstandings in the Understanding and Construction of the Current Training System

The training curriculum is built on

Lecturers are the source of the entire training process. The level of lecturers determines the quality of the training. There are basically two ways to train lecturers: one is to hire externally; the other is to lecture internally. Due to space limitations, this article only briefly introduces the team building of internal lecturers.

The main tasks of the lecturer are lectures, development of teaching materials and participation in the setting of training courses. In order to ensure the high quality of the lecturer team, the "instructor qualification certification system" should be formulated within the enterprise.

1. Monthly training seminars will be held to publish statistics on training results and problems, deepen the understanding of the training system by supervisors and internal lecturers at all levels, diagnose problems in the operation process, harmonize the internal atmosphere, and find solutions.

2. Design the "Internal Lecturer Honor List", and vigorously publicize and introduce the internal lecturer avatars, excellent lecturer introductions, main courses and other materials in turn on the factory newspaper or poster, and publicize the "building momentum" for the smooth operation of the training system.

3. Regular training essay activities: prescribed topics such as "employee training in my eyes", "my growth experience", etc., solicit articles from all employees, call on all employees to participate, improve the training concept of all employees, and then publicly select, The top three are selected for recognition.

4. Organize "Experience Report Selection": Recommend outstanding trainees' "Experience Report on Training" to internal publications or publicly publicize it in the company's publicity column, and may also organize employees to study and discuss appropriately.

5. Implementation of "Monthly Excellent Lecturer" Awards: Public awards will be given to lecturers with standardized training processes, successful completion of training goals, complete training courseware and teaching materials, and high student evaluation.

6. Implementation of the "Monthly Excellent Department" selection: Honorary rewards (such as mobile red flags) will be given to departments that have successfully reached their training goals, have training organizations in place, and support a high degree of cooperation,

7. Implementation of "Monthly Excellent Students" Selection and Reward: Reward outstanding students who have complied with rules and regulations, have high participation, qualified training and test scores, have a report and have a deep impression.

8. Develop an "action plan": Require the trainees to formulate their own improvement action plans based on the training content, and select targets for follow-up throughout the process, and reward students for timely actions and obvious improvement effects.

9. Cooperate with external training institutions, regularly organize or participate in some special training salons, forums, etc., and assign internal lecturers as keynote speakers to participate on the one hand, to enhance the corporate image, and on the other hand, cultivate the sense of honor and achievement of internal lecturers.

10. Combined with the actual training work, organize internal training knowledge or skill competitions, and integrate training ideas, knowledge and methods into the company's daily operation process, making it slowly become a habit of the enterprise, so that it can run automatically!

The first phase of the training system

1. Formulate and improve the professional management system for training

2.Build a professional training management team

3. Form a team of internal professional trainers

The second phase of the training system

1. Improve the training course system

Focus on developing business skills and service awareness training courses for frontline employees and professional quality training courses for middle-level employees and above.

2. Vigorously carry out related trainings such as new employee training, system professional training, marketing training, management training, and reserve talent training.

3. Plan and publicize the training project

The development of any training project will create a good training atmosphere and improve the effectiveness of training through careful training project planning and promotion.

The third phase of the training system

Do a good job in evaluating the training effect

In order to ensure the effectiveness of the training work, the results of the training effectiveness evaluation at the four levels of satisfaction, knowledge, behavior, and performance will be used to improve the content of teaching materials, lecturers and teaching methods, training organization, and training follow-up To improve the effectiveness of training; thereby making the training system more in line with the needs of the company's business development and the personal development of employees.