Based on the importance of the construction of internal trainers, this paper analyzes the methods and management system of the construction of internal trainers in enterprise training, and puts forward the ways to solve the problems. Here are some related materials I shared for your reference.

First, the necessity of establishing an internal team of trainers.

Internal trainer is one of the important resources of human resources training in enterprises, and the establishment of internal trainer team is of great significance and role for the development and training of human resources in enterprises.

(a) The establishment of internal trainers is an important part of the human resources training and development system.

A set of perfect enterprise internal human resources training and development system, from its framework, the internal trainer team is an indispensable and important part. Establishing a strong internal trainer team plays an important role in the smooth and effective implementation of the training plan and promoting the training and development of human resources. The internal trainer mentioned in this paper refers to the part-time trainer in other departments except the training center. Selecting and hiring part-time trainers is a creative job. Once this work is done well, it will greatly promote the development and training of human resources. Therefore, from this perspective, the discovery, excavation and training of internal part-time trainers is an act of human resource development and training, which belongs to the category of human resource development and training.

(2) Making full use of internal training forces can effectively reduce training costs.

Now Dongfang Electric has outsourced some training and development projects. As one of the effective ways of training and development, training outsourcing is understandable. However, which is more effective, outsourcing training programs or making full use of internal training resources? Nowadays, consulting companies or consulting companies generally have a business dedicated to training enterprises. There are two main types of this kind of business. One is the self-office training program, which costs from nearly 1,000 yuan to several thousand yuan per person, and the other is to send trainers to enterprises for training, which costs from nearly 1,000 yuan to several thousand yuan per hour. No matter what kind of training, their fees are quite high. However, if we make full use of the training resources within the enterprise, the required cost is very low. Therefore, a very important way to use the internal training resources of enterprises is to establish an internal trainer team and play its role.

(c) The use of internal trainers can effectively improve the effectiveness of development training.

In recent years, enterprises have outsourced management training projects such as cost control, project management and engineer design concepts. However, the students' reaction is that most of the trainers are talking in general terms, and there are no existing schemes for practical work problems, and there are no specific cases or methods to learn from or operate, so the training effect is not ideal. The requirements of enterprise training effect are: first, the trainer has skilled training skills and superb business knowledge and skills; Second, the training content is tailor-made and applicable; Third, the training method is practical, interactive and infectious. Among them, the first factor has two aspects. The training skills of the former are the basic skills of training, such as classroom organization and control skills, expression skills, and skills in using training tools. This training skill and style have a direct impact on training methods. The latter's business knowledge and skills are closely related to the training content. This kind of business knowledge and skills must be concrete and practical before they can be used? Expert? Explain the training content to the trainees and train them. If we compare the training skills of outsourcing trainers and internal trainers, the former is slightly better, but its pertinence and applicability are far less than the latter in terms of business knowledge and skills, including training content. Although some trainers of outsourcing projects have worked in similar or identical enterprises and posts, the management system and corporate culture of different enterprises are very different. In addition, the trainers of most outsourcing training programs have the same training content and training methods. Even if some consulting companies or consulting companies do the pre-training survey, the survey is only to fill in a questionnaire, and there is little face-to-face communication with senior executives and relevant supervisors. Such an investigation simply can't understand the actual situation of the enterprise. Many training teachers will ask some questions in class to understand the situation, but there is no targeted preparation of relevant training content before class, and the training content is mostly general and abstract. Even if the training content is a little practical, it is only scratching the surface and has little connection, which leads to unsatisfactory training effect and benefit. However, internal trainers are familiar with corporate environment, corporate culture and students. , better understand the training needs and training purposes of enterprises, make the training more targeted, and help enterprises improve the training effect. Although the training skills and styles of internal trainers and the training methods they influence are not as specialized as those of trainers who outsource projects, these external forms can be significantly improved after short-term training and exercise. It can be seen that the training effect is obviously better than that of project outsourcing by tapping the potential of existing internal trainers and giving full play to their roles.

Second, ways to strengthen the construction of internal trainers

Through the exploration of training work by Dongfang Electric in recent years, the enterprise has also formed a team of nearly 100 internal trainers with the characteristics of TEPCO. Because the enterprise has been engaged in the processing of machinery manufacturing industry for a long time, most of the part-time internal trainers are engineers and technicians, and their courses are mainly for workers' skills training. There is still a lack of teachers for the training of enterprise management knowledge and skills, enterprise culture and management system, and professional knowledge of technicians. In this case, the training center still organizes teachers to enrich the team of trainers in various ways.

(a) Developing internal trainers for teaching staff.

This is the first step to build an internal trainer team. Because the internal trainers are all part-time, and most of them are the backbone of various positions, the work is heavy, and the training is part-time. Therefore, on the basis of extensive mobilization, the training center can get the support of senior managers and their departments. ? We recruit trainers through the following channels: first, we hire department leaders and technical experts from various professions; The second is to ask department leaders to recommend technical backbones of various majors; Third, the training center goes to various departments to optimize teacher training; Fourth, contact outside the school, select qualified teachers, sign long-term contracts, and hire them to do internal training.

(B) to strengthen the skills training of internal trainers

Training internal trainers is the most important link in establishing the internal trainer team, which is directly related to whether the internal trainer team can play its role effectively, and also to the effect of human resource development and training in the company. Because most of the part-time internal training teachers are engineers and technicians with high academic qualifications and very professional knowledge and skills, but they lack training teaching skills. The main problems are as follows: first, I don't understand the characteristics of adult learning, and think that it is enough to talk about knowledge points. I just take a book, a piece of information or a computer in class, and the teaching form is single; Second, classroom activities such as discussion, comments and games are not arranged in teaching, so students' participation is poor and the training effect is not ideal; Thirdly, there are great differences among trainers, and teachers' expression and communication skills have a great influence on the classroom effect. Some internal trainers who are good at expression and communication skills are very popular; However, internal trainers with sufficient expressive and communication skills are very nervous when teaching, and it is difficult to explain clearly, which greatly affects the teaching effect. Fourthly, teachers are not professional, meticulous and casual in curriculum development and design, classroom teaching organization and after-class evaluation. To solve this problem, Dongfang Electric Training Center adopts various methods, such as organizing internal trainers to participate in stages? TTT internal trainer skills? Training PPT course training, participating in teaching skills seminars, teachers learn from each other and observe each other. Through training and communication, they also realize that in order to achieve good results, teaching activities must aim at the characteristics of adult learning, master various training methods and scientific teaching link design, and try to let students participate in teaching activities to achieve ideal training results. At present, the company's training courses are in various forms, combining classroom teaching with on-site guidance, and the teaching content is presented as far as possible in the form of cases and pictures, discussion, exchange and comments. Students' participation is strong and the classroom atmosphere is active. In addition to classroom study, some courses also have after-school action plans and inspections by relevant departments, which greatly improve the training effect.

Third, the management system of the internal trainer team

Because internal trainers are basically part-time and need to be managed in a unique way. First, grant them qualifications and encourage them. The second is to strengthen coordination and give guidance and supervision.

(1) Grant qualifications and give corresponding encouragement.

Internal trainers have their own jobs, and giving lectures or presiding over the training of students is their extra work. Therefore, how to stimulate their enthusiasm and initiative in extracurricular work is a problem that must be solved. At present, our company's practice is mainly to give a certain class fee in material terms, but the class fee is still relatively low relative to their income; At the end of the year, there will be a competition for internal trainers, which will give some rewards to teachers who teach seriously and have high class hours, but it is not enough to stimulate their enthusiasm and initiative in training. In my opinion, in addition to material rewards, the training center should also hold an activity ceremony, issue letters of appointment or honorary certificates to the selected teachers, and invite senior leaders to participate, so that they can realize the importance of participating in the training. On the other hand, some important training projects of the company can be rewarded and encouraged through project operation.

(2) Strengthen coordination, give guidance and supervision.

The trainer's work is managed by his department, and the training center does not need or interfere, and is responsible for communication and coordination with his department and its management personnel to ensure the smooth and successful completion of his work. The training center of human resources department should give them proper guidance and supervision in a timely and regular manner. Training centers and part-time trainers should handle the following aspects together. First, in terms of curriculum development, textbook compilation, training activity planning, etc., try to ensure that trainers operate independently according to the actual situation of their own departments. The training center supports and encourages trainers to carry out training development according to the actual situation, and gives cooperation or help when necessary. Second, the training center should incorporate the training development courses of trainers from all departments into the whole training plan and make overall arrangements. For example, courses that need to be promoted can expand the training target. Third, in the specific training implementation process, the training center should assist and track the formulation of the trainer training plan. In the process of training implementation, guide their training skills and methods at any time, and better convey the training content to the students.

In a word, strengthening the construction of internal trainers, tapping the potential of existing internal trainers and constantly improving internal trainers can play a very good role in promoting the strategic development of enterprises.

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