The hottest employee training to improve enterpris

  • Detail

Improve enterprise performance through employee training

employee training is an effective way to obtain high-quality human resources. It not only creates opportunities for employees to continue learning, but also improves enterprise performance to achieve the "win-win" goal of enterprises and employees. At present, more and more enterprises are aware of the need for training, especially large international enterprises, whose training budget accounted for 1-3% of the total sales last year, up to 7%

clear training plan

after investigating the training situation of Chinese enterprises in 2005, China's human resources pointed out that less than half of enterprises have formal and written employee training plans. At the same time, enterprises have a great deal of randomness in the selection of training content, and about 65% of enterprise needs are divorced from training

in order to make the training results ultimately benefit the enterprise, it is very important to formulate a clear training plan: why to train, who to train, training content, what method to adopt, training time, and finally what effect to achieve should be carefully analyzed first

training objectives can generally be divided into improving sales performance, improving workflow and changing professional attitude, while trainees can be divided into decision-making talents, management talents, operation talents, etc. The training forms are flexible and diverse, including classroom training, e-learning and job rotation

as for the training content and time, generally, the basic knowledge, skills and quality should be trained as soon as possible before employees take up their posts; Further skill training may require trainees to have some work experience. In addition, full-time training, semi full-time training, non full-time training or spare time training should also be considered. The survey shows that more than half of the employees want the training to be carried out during working hours

Beijing Li Ning sporting goods Co., Ltd., which mainly produces sporting goods such as sportswear, is one of the leading enterprises in this field. The company attaches great importance to the training of employees. There are not only three types of training specifically aimed at improving job performance: skills, knowledge and attitudes, but also encourages backbone employees to participate in MBA studies and provides material support for full or partial reimbursement of tuition fees. As early as 2002, Li Ning invested up to 2million yuan in training expenses for more than 300 employees

diversification of training forms

choosing appropriate training methods is the key to obtain ideal training results. At present, in addition to the traditional training methods, such as classroom training, seminars, large conferences, case studies, etc., there are also new training methods, such as e-learning, scenario simulation, management games, and job rotation. Among them, classroom training, e-learning, and job rotation are the most widely used

classroom training

classroom training is no more than two options: senior internal staff as trainers; Outsourcing to professional training companies. At present, many enterprises combine internal training with external training

whether outsourcing or internal training is selected depends mainly on the training content. Training related to corporate cultural concepts and values is best conducted internally; Outsourcing is more suitable for training involving management practice. The management concept is changing with each passing day, and the experience accumulation of most internal trainers in enterprises is limited to the enterprise, and the degree of integration with the outside world is not high, which is not conducive to drawing on the strengths of others

Shanghai textile holding company is one of the leading enterprises in China's textile industry. Facing the arduous task of overall adjustment, reform and development of the enterprise, the company increasingly feels the shortage of high-level talents. Therefore, the company launched a high-level talent training program a few years ago and jointly held a senior course Seminar on Business Administration for young cadres with the school of management of Shanghai Jiaotong University. The party and government leaders of the company directly participate in the research and teaching work, and implement the tutorial system (the survey shows that enterprise executives are the most popular trainers for employees). This form of internal and external training is conducive to improving the quality of trainees from both theoretical and practical aspects

at the same time, in order to make the training more targeted and effective, the training content is customized according to the needs of scarce talents, and 15 professional research directions are determined for 15 students. The topics are close to the needs of the company, and the teaching mode of case teaching and group discussion is adopted. The training objects are also strictly screened, and some talents are produced after unified examination and evaluation

however, enterprise training often requires many requirements and wide levels, and many enterprises cannot do it at all. Therefore, various social training came into being. Of course, there are also trainings organized by government and other functional departments in combination with market demand. For example, Fujian Yong'an economic and Trade Bureau has implemented the "136" textile worker training plan, that is, 100 management and technical backbones are trained in designated textile schools every year, 300 textile technicians are trained in municipal technical schools and agricultural vocational colleges, and 600 short-term trainings are carried out


e-learning refers to learning with the help of electronic media, that is, education. Its biggest characteristic different from traditional education is interaction. The survey shows that the experiential and interactive training mode is the most popular among employees. The strong advantages of e-learning have prompted more and more enterprises such as LG, Bayer, and so on to adopt this method

first of all, e-learning has expanded the coverage of traditional training, so that every employee of the enterprise, and even students from all over the world, can share rich learning resources anytime and anywhere

secondly, the training cost is low. E-learning can not only reduce the cost of hiring lecturers, but also save a lot of travel expenses, the salary cost of students' time and the opportunity cost of productivity loss. According to statistics, using e-learning mode can save 15% - 50% of the cost compared with the traditional mode. For example, LG Electronics conducted a company wide 6 σ Training, the general use of e-learning learning learning, this one alone will save more than 2 million yuan

in addition, e-learning materials can be updated in time, which can effectively maintain the consistency, coherence and foresight of knowledge. Foreign studies have shown that e-learning can improve people's learning efficiency by 25-40%

job rotation

job rotation is becoming a popular form of training. Job rotation refers to the practice that the enterprise plans to rotate employees to take on several different jobs according to the roughly determined period, so as to achieve the purposes of examining employees' adaptability, developing employees' various abilities, conducting on-the-job training for employees, and cultivating supervisors

in the textile field, in order to enable employees to get an overall understanding and intuitive feeling of the whole production line, employees are generally allowed to rotate in different positions in the front and back processes. For example, in the weaving workshop, in order to make employees better understand the whole production line and improve work efficiency, the front spinning and rear spinning employees are generally rotated. In this way, the employees of front spinning will know better what kind of data will be more suitable for the needs of rear spinning, and if the production needs to be adjusted, the two employees can also temporarily supplement one party

in order to emphasize the long-term cooperation and synchronous development between the company and its employees, the job rotation system has also become one of the ways used by Saurer, one of the world's largest textile machinery manufacturers, for enterprise training

in order to achieve the best effect of job rotation, enterprises must set up a detailed plan in advance. First of all, we should make overall consideration and arrangement according to the ability characteristics and interests of each employee, so as to improve the efficiency of talent use. Secondly, effective communication should be carried out with the employees participating in the job rotation to reduce the adverse emotions caused by the sudden change of the position. When the experiment is carried out, the specific pull rod should be clamped into the round jaw of the universal experimental machine to fix it. In the job rotation, we should not only consider the actual needs of the work of various departments within the enterprise, but also give full play to the talents of the employees in the job rotation, so as to maintain the relative balance of talents among various departments

scientific training evaluation

training evaluation is an indispensable and important link in training work. Evaluation refers to the qualitative or quantitative expression of the training effect after training. Only by effectively evaluating this training can we strengthen the pertinence of future training and make correct planning. The survey shows that more than half of Chinese enterprises have not conducted training effect evaluation after training

at present, the most widely used training evaluation method at home and abroad is still the training effect evaluation model proposed by American scholars in 1959. The model divides the training effect into four progressive levels: reaction level, learning level, behavior level and effect level. Motorola University summarized a set of evaluation experience based on this model, and training evaluation includes four levels

level 1: examine the students' reactions to the courses they have learned, and require the students to evaluate and give suggestions on various issues such as teachers, teaching materials, time arrangement, etc; Level 2: check the students' mastery of the course content. In order to avoid unnecessary burden on students, the University adopts many flexible and interesting ways, such as evaluating students' learning through game activities; Level 3: whether the trainees will transform the learned knowledge into corresponding abilities, mainly through the comparative analysis of the evaluation results before and after training; Level 4: return on investment, that is, to examine the benefits of training investment for each business unit and individual employees

through the above evaluation system, on the one hand, it verifies whether the training results meet the training expectations of all business units and employees; On the other hand, it also provides scientific feedback information for training needs analysis, curriculum design, implementation and management, and provides a reliable basis for improving the training system and effect

is training to make wedding clothes for others

although training can improve the professional quality of employees, it also contains the risk of "job hopping" after the tensile testing machine adopts micro DC servo motor as the power source in the all aluminum passenger car. The enterprise may face the embarrassing situation of "losing the wife and losing the soldier". So how to reduce and prevent such risks

some insiders believe that there are many factors for staff turnover after training, among which the wrong selection of training objects is one of the main factors. The training objects include new employees, employees who change jobs, employees who do not meet job requirements and potential employees. Among them, the integrated innovation and engineering utilization of advanced manufacturing equipment such as vehicle technology, key assemblies and parts, etc. the training cost for potential employees is relatively high, and the expected return for enterprises is large, but the risk is also large. The selection of such training objects should be cautious

the operator suggests that employees participating in the training can be selected through assessment, screening and other methods. At the same time, due to the time and energy paid by employees in the training, it is also indispensable for enterprises to give affirmation and encouragement in some way after the training. For example, Shanghai Textile (Group) will jointly hold a training course for senior talents in the fashion industry with the Italian European Design Institute from May to July this year, which is a training for potential employees

the practice of Shanghai textile can be used as a reference for the industry. First of all, students must meet certain specified conditions, sign up independently and select openly. After the training, assessment will be carried out. Those with excellent results will be arranged by the company to participate in the operation and management of high-level fashion industry, and all personnel participating in the training will serve as the company's fashion industry reserve talents. This not only urges the employees to train seriously, but also makes the trainees who have paid sweat obtain affirmation, providing space for giving full play to the training income

it is also crucial to incorporate training management into contract management. For example, in case of disputes, enterprises and employees can reduce their losses through law

Copyright © 2011 JIN SHI