Problems existing in employee training of small and medium-sized enterprises
Author: Cai Peifang Source: Tao Tao international training experts Many small and medium-sized enterprises say that they have no room to display, and they watch those big enterprises keep training every day, but they have almost nothing to do. Others think that small businesses don't need training. Actually, these are all wrong ideas. For small and medium-sized enterprises, training is more important and the way is much more flexible than that of large enterprises. When training some large enterprises, we can always see such a situation: the training attendance rate is low, or the trainees' attitude towards training is not correct. The root of these problems is that enterprises have not cultivated a good corporate learning culture in the process of development. Just as many small and medium-sized enterprises think at present, their own enterprises are small and there are not many people, so they don't have enough necessary and financial resources to carry out training. In order to make the training achieve good results, the willingness of each employee to learn independently is very important, which requires enterprises to have a good learning atmosphere, and the establishment of learning atmosphere is precisely in the period of enterprise development. It is easier to preach the importance of training to dozens of people or to thousands or even tens of thousands of people, which is undoubtedly the former. If the first dozens of people in the enterprise can have a strong willingness to learn, with the development of the enterprise, these employees will inherit the culture of autonomous learning. When the enterprise develops, the learning atmosphere will become a kind of culture and play an important role in the enterprise. In terms of training methods, there are many ways for SMEs, and the operation of enterprises is more flexible. Even if you don't have enough training budget, you can "do big things with small money". For example, job-transfer training, OJT and open classes, and even peer exchanges can play a very good role. Among them, transfer training is one of the effective ways. Employees with rich experience, outstanding ability and strong learning ability participate in the training, and then transfer what they have learned to other employees. This way you can deliver content. OJT is a training method in which old employees give guidance to new employees and supervisors give guidance to subordinates at work. This method also exists in some large enterprises, but SMEs undoubtedly have more advantages, because SMEs are more streamlined in organizational structure and staffing, and the training effect is higher. Open class is also a low-cost but effective training method, but there are many courses in open class at present, and many courses have no actual content, so they may not get good benefits, so we should be careful in the choice of courses. Peer communication is another easily overlooked way. Although this kind of communication cannot be directly linked to training, it is still a good learning method. In fact, for training specialists, there is more room for them to display in small and medium-sized enterprises, because in small and medium-sized enterprises, because there is no perfect training system, training specialists can flexibly change and choose various ways. Large enterprises, on the other hand, often operate according to a mature training system, and there will be little room for display. Moreover, under the pressure of performance, few trainers will try new training methods, so the room for growth will become limited.