What are the problems in enterprise personnel training and how to solve them?
First, the importance of talent in enterprise training
In this era, talents can be said to be the most important, and enterprises must attach importance to talents if they want to grow bigger. If the Great Wall is built, talents are the cornerstone; If a building is built, talents are the pillars; If you start a business, talent is the guarantee of success. If you want to make the enterprise bigger and don't want to be a small workshop owner, you must attach importance to talents. No matter what career, talent is the guarantee of success.
At the beginning of reform and opening up, it was obvious that talents played a unique role in coordinating social relations, preventing and solving social problems and promoting social justice, and were an important force in social management and service. China has vigorously implemented the strategy of strengthening enterprises through talents, bringing up a large number of high-quality workers, specialized talents and top-notch innovative talents, which has an important demonstration and driving role in the construction of talent teams in the whole enterprise and is an important guarantee for timely resolving social contradictions and building a harmonious enterprise.
With China's accession to the WTO and the deepening of enterprise restructuring and various reforms, we are in a more competitive environment while welcoming mechanism innovation and enterprise development. At present, the competition between enterprises has evolved from the competition of industrial technology content and management level to the competition of enterprise talents, and enterprise talents have become the primary resource to cope with the fierce competition in international and domestic markets, realize the strategic objectives and sustainable development of enterprises.
Enterprise talents are highly irreplaceable people who are loyal to the enterprise, can unify the development of personal career and the realization of organizational goals, and play an important role in the key links of the overall operation of the enterprise. Talent is the pillar of enterprises, especially in the fierce market competition, the competition between enterprises has been transformed into talent competition. As far as the company is concerned, its working environment and industrial nature have no advantages in attracting and retaining talents, but if the company wants to survive and develop, it must attract a group of outstanding talents, make good use of and cultivate existing talents. Therefore, under the management of modern enterprises, it is very important to revitalize existing talents, implement talent management strategies and reduce talent management risks.
Second, the problems in enterprise personnel training
(A) Enterprise leadership issues
1, not paying attention to training
There are many ways for business leaders not to pay attention to training. For example, some business leaders think that employees are full of ideas and have great mobility, and it is common to spend a lot of manpower, material resources and financial resources to train talents in private enterprises, but it is not worth the loss to keep them, so they are not trained. Some business leaders think that the current business benefits are good and the quality of employees can meet the needs of enterprises, so they don't train for the time being. Some business leaders are eager for quick success and instant benefit, hoping that staff training will be immediate.
2. Training omnipotent theory
While attaching importance to employee training, some business leaders have entered a misunderstanding: overemphasizing training. Insufficient skills and training of employees; Sales performance decline, training; Poor service attitude, training ... whenever there is a crisis, you will think of training and regard it as a panacea to solve management problems. As we all know, people are the most difficult to cultivate. "It takes ten years to plant trees and a hundred years to educate people", and it takes a process for employees to become talents. It is not enough to solve enterprise problems only by several trainings. Enterprise leaders' understanding of training is directly related to the value and practical function of training, which needs attention.
(B) Problems existing in the management institutions
The problems existing in management institutions are mainly manifested in four aspects: the superior departments of enterprises do not realize the positive role of vocational training and consider the cost too much; There are differences in the understanding of vocational training among internal management institutions of enterprises, and there is a lack of active cooperation; Enterprise training department lacks initiative; Loose management organization and unclear responsibilities; The superior departments of enterprises often wait for the application of subordinate enterprises or other social demands, and do not take the initiative to carry out vocational training.
Third, to solve the problem of personnel training strategies and measures
(A) the sustainable development strategy of personnel training
1, forward-looking and avant-garde talent reserve thinking
The realization of enterprise's present and future goals and the improvement of performance all come from the good behavior of employees. Good behavior comes from good motives. Both theory and practice have proved that the knowledge, skill level and working attitude of enterprise employees determine the quality of motivation. Therefore, the role of human resources in enterprises depends entirely on the cultivation of knowledge, skills and attitudes, which interact with each other and are indispensable. In particular, the cultivation of enterprise talents should start from these three points. Not only that, but also let employees realize that the key to improving their own quality is to improve their knowledge and ability together.
2. Systematic talent training planning.
In China, many enterprises are in the period of start-up and development. In the implementation of training plan and training content, employees should be trained not only in business knowledge and job skills, but also in knowledge, skills and attitudes for a long time. These include the inheritance of corporate culture, honesty education, team spirit and enhancing cohesion.
3. Continuous investment in personnel training.
According to the talent training plan, only through long-term unremitting training can we stimulate employees' own innovative consciousness, improve their quality and cultivate high-quality talents with innovative spirit.
(B) Several aspects of personnel training
1. Cultivate talents according to the needs of enterprise development.
Enterprise talent training is a systematic project, and any link can not be ignored. In China's small and medium-sized enterprises, which pay more and more attention to human resources investment, in order to make the investment of enterprises profitable, it is necessary to obtain the performance brought by technological innovation and product innovation of enterprise talents through training investment, and the existing training system needs to be improved to make it a scientific, effective and functional system. The key to the effective operation of this system is to determine the talent training needs of enterprises.
2, according to the talent development trend, targeted training.
Nowadays, small and medium-sized enterprises in China need to focus on targeted training from three aspects: organizational needs, work needs and employee needs, so as to meet the different training needs of enterprises and employees at different stages of development to the greatest extent, especially to help employees complete their career planning in a targeted manner, so as to achieve their current and future business goals and better implement their sustainable development strategy.
Label slogan of enterprise talent concept
1. Only those without virtue restrict employment.
2. Development is supported by talents, and performance is created by talents.
3. Staff training is the least risky for enterprises; The most profitable strategic investment.
4, no virtue and no talent, resolutely do not use it.
5. Mechanism inspires people, culture shapes people, feelings warm people, and career unites people.
6. Choose people with justice and treat others with morality.
7. It's better to be overqualified than overqualified.
8. Have virtue but no talent, cultivate and appoint.
9. Benefit depends on quality, quality depends on technology, technology depends on talents, and talents depend on education.
10, sincerely respect talents and serve them wholeheartedly; Cultivate talents wholeheartedly and use talents sincerely.
Management is strict love, and training is the greatest welfare.
12, you will lose your job if you don't work hard; If you don't love your job, you will be fired.
13. Science and technology are the primary productive forces and talents are the primary resources.
14, the market is like water, the enterprise is like a boat, the quality is like a rudder, and people are helmsmen.
15, we should recruit people by posts, not by people.
16, all-staff training, synchronous promotion, innovation and progress.
17, talent is used, virtue is reused.
18. If you don't change the mechanism, you will be transferred. If you don't change your mind, you will be replaced.
19, virtuous and talented, exceptional reuse.
20. Manage talents as assets.
2 1. Make good use of existing talents, stabilize key talents, attract urgently needed talents, and reserve future talents.
22, training to pay, not training will pay more.
23, people-oriented, moral first, cheer for their own work, cheer for the success of others.
24, people-oriented is the core of the organization.
25. Only when money is attractive can the cause be cohesive.
26. The length of employing people is short of accommodating people.
27. Ignoring talents is dereliction of duty, wasting talents is dereliction of duty, and it is the bounden duty of people to do their best.
28. The rapid development of a company depends on recruiting good talents, especially smart talents.
29, too much reactive power, much ado about nothing is wrong.
30. There are talents in the post, and the performance theory is elite.
3 1, the selection and employment should be correct and open; Education should be diligent and management should be strict.
32. Employees have no performance and advantages, which is a waste of human resources.
33. Enterprises are people: success is also in people, and failure is also in people.
34. Talent is life, the virtue of loving talents, the ability to know talents and the length of using talents.
35. Talent is the most profitable commodity, and enterprises that can manage talents well are the ultimate big winners.
36. The waste of human resources is the biggest waste of enterprises.
37. Respect people's morality and value people's wisdom; Recognize people's value and cherish people's feelings; Maintain human dignity and improve human quality.
38. Sages go up, capable people go up, upright people go up, wise people go up, and mediocre people go up.
39. Everyone is a talent, and horse racing is not like a horse.