2. Try to make the setting of the training environment the same as the working environment. In the process of training, the trainer tries to teach the trainees the basic principles and methods of applying the knowledge and skills learned in the training to practical work.
3, so that employees can better understand the development goals of their own enterprises, but also increase the enthusiasm of employees and become a win-win situation. For some enterprising employees, we can give them appropriate pressure through post competition and assessment, so that they can have more awareness of learning.
Extended data:
The most important reason for the poor training effect of some enterprises is the separation of learning and application, which fails to transform the training results. The research shows that only 40% of the training content can be applied to the work situation immediately after training, 25% can be applied after half a year, and 15% can last for one year. If measured by money, only about 65,438+00% of training investment can be converted into employees' future work behavior.
After training, the knowledge and skills of employees have been improved, and the first two purposes of training have been completed. However, employees can't translate what they have learned into personal performance, and then realize the ultimate goal of training. This shows that there are problems in the application process and obstacles have been encountered in the transformation of training results. Therefore, attaching importance to the transformation of employees' training achievements and bringing them into the training management system is of great practical significance for enhancing the vitality of training work, embodying the real value of training and promoting the improvement of employees' work performance.