1. A domestic company signed a training agreement with a British university, and sent 2-3 managers to the school to study for a master's degree in management every year. After completing their studies, employees must return to work in the company for 5 years, and they can not change jobs until the service period expires. In May, 2002, Xiao Zhang, the assistant of the sales department, was finally recommended with two other colleagues after several rounds of selection. However, Xiao Zhang had a plan. Prior to this, he had obtained a master's degree in management from another college in the UK. Although the school tuition is high, it has a good reputation and high teaching quality, and it can also help students apply for a considerable number of student loans. With the consent of the company's personnel department, Xiao Zhang paid the tuition with the scholarship provided by the company, and applied for a student loan of 30,000 US dollars to solve his wife's living expenses in the UK. According to Xiao Zhang's current income level, it will take eight years to pay off the loan. If you work in a foreign company, you can pay off the loan in less than four years. As the departure date approached, the personnel department of the company repeatedly urged him to sign the training contract, and Xiao Zhang didn't sign the agreement until the day before his departure.

At the end of September 2003, Xiao Zhang returned to China and immediately reported to the company. However, at the beginning of 10, he submitted his resignation to the personnel department of the company, and paid off all the expenses paid by the company for his English training examination fee, visa fee to Britain, tuition fee and so on. Soon, he got a position with an annual income of more than 200,000 in a big American company.

According to this case, please answer the following questions:

(1) What are the main problems in sending employees abroad for training?

⑵ What measures can the company take to establish a more effective training system to prevent such incidents?

Analysis:

(1) The main problems existing in the company's organization of overseas training for employees:

① The necessary training demand analysis was not carried out, and the purpose of sending employees abroad for training was not clear.

(2) if you don't choose a suitable training method, you should choose a training method with less investment and great benefit according to the specific training objectives and requirements, and train employees in a targeted manner.

(3) There is no effective talent selection mechanism. In order to improve the training effect, for training projects with high investment and certain risks, such as training abroad, employees with high loyalty and strong dedication should be selected as training targets.

(4) There is no mechanism to avoid training risks, such as imperfect training contract management, unreasonable terms of the agreement, and unclear liability for breach of contract.

(2) Measures that can be taken:

① Establish a training demand analysis system, define the company's training objectives, and formulate the company's medium and long-term training plan.

② Establish the company's training evaluation system, select appropriate training methods, and improve the training effect.

③ Improve the selection mechanism of all kinds of training objects, pay attention to the selection of reserve talents, and ensure the reliability of talent selection.

④ Establish training risk prevention mechanism, improve training contract management, and use various means to stop breach of contract.

⑤ Take various channels, means and methods to effectively motivate employees and avoid the loss of outstanding talents, such as strengthening the construction of corporate culture, establishing a mutual trust mechanism with employees to keep their promises, and building a fair and just salary and welfare system.