First: training factors.
As far as the result orientation is concerned, there are many factors besides the objective reasons such as the level of trainers and training courses. The key is whether your training content is directly related to the "effect"? For example, some inspirational and conceptual training can't show any effect in a short time, or the effect can't be evaluated objectively. For another example, the poor performance of employees is caused by lack of hardware, so skills training will naturally have no effect.
Second: personnel factors.
This is related to the overall environment of the enterprise. That is, whether employees really want to attend the training or are forced to attend the training. This has a lot to do with it, because changing one's cognitive and behavioral habits is a "painful" process, so everyone is unwilling to attend classes. In addition, if enterprises do not have a learning atmosphere and an effective incentive system, everyone's enthusiasm for participation will naturally be low. Some business managers think that training is a welfare for employees, and employees should be very interested in training. This view is wrong, because most employees can't see that far, and they don't think so. Training is also mandatory. Unless, like some state-owned enterprises or ZF organs, enterprises organize overseas study tours and training.
Many facts have proved that in enterprise training, usually less than 20% of employees are ready for training, and many times, enterprise managers will think that employees are ready and willing to change themselves through training. Training in this environment is naturally ineffective.
Third: cultivate transformation factors.
This is usually the main reason why training is ineffective.
The ultimate goal of all training done by enterprises is to apply it to work and improve the quality and ability of employees. If we don't pay attention to the transformation of training effect, then the training of employees will end after the training is completed, but the formal work will start in another form. At this time, training has become a decoration.
I'll say a few more words about this. At least, the following points are the key to training transformation:
1, change the atmosphere:
The whole enterprise is a learning organization, which organically combines daily training with corporate culture, performance appraisal and employee career planning. Such as rewarding, promoting and supporting training and learning, encouraging employees to study independently, developing new skills and optimizing working procedures. And organize the sharing and learning of training results.
2, superior support:
This is the focus of the transformation of training effect. If managers don't know or are not prepared to use training skills, it is impossible to expect employees to use training skills. Therefore, the higher the manager's support for training, the greater the possibility that the training effect will change.
3. Implementation opportunity: refers to the opportunity for trainees to use the knowledge and skills they have learned after returning to their posts after training. In order to learn useful things, managers should try their best to provide trainees with opportunities to practice new skills, which is reflected in many aspects. For example, after receiving promotion training, employees should be more authorized at work so that they can handle certain affairs independently.
4. Technical support: After the concept or skill of training is applied to practical work, it will often be different due to the different working environment and nature. At this time, managers or trainers need to follow up in time to understand the practical difficulties faced by employees in implementation and provide targeted help. When employees apply training knowledge to their work, they will encounter many unexpected problems. If managers or trainers do not follow up, help employees solve difficulties and provide support, the effect of training will gradually decline or even disappear in the face of many difficulties.
Therefore, whether the training is effective or not and whether everyone actively participates in it is more complicated. You can refer to some of my personal views and comprehensively analyze your training work.