Online training system is only a supplement to traditional training in the initial stage of enterprise application implementation (that is, the entry stage). With continuous exploration and practice, a set of online learning methods suitable for enterprises will be sorted out before they formally enter the implementation stage. Enterprises entering this stage (the second stage) can be called mixed training, that is, the combination of online and offline. How long will this process take? In the actual operation process, each enterprise will be different, ranging from 3 months to 1 year. If we can't find a suitable method for the enterprise after 65,438+0 years of implementation, we should reposition and consider the necessity of the enterprise. Under today's technical conditions, it is impossible for online learning to completely replace the traditional offline training. If there is such a day, there will be a revolutionary breakthrough in technology, and we are also looking forward to this day.
2, the object needs to be clear.
The instinctive reaction of enterprises, the core backbone of enterprises and the managers of enterprises are the most in need of training. Yes, the starting point is correct, because the contribution rate of such people determines the development of enterprises. But companies often ignore a detail. Is it really suitable for the management literacy training of middle and high-level enterprises? No matter how busy the business manager is, he will calm down and study systematically. Will core cadres with many training opportunities cherish this online learning opportunity given by enterprises? Through these simple questions, we find that it is more suitable for ordinary employees and business line employees to learn. Enterprise managers are more inclined to help team members learn online and do a good job in teaching and counseling in business lines. Of course, there are also the company's system, new products and related internal training. Enterprise managers still need to learn and master online. Therefore, it is best to implement it by all employees, but if it is implemented by some employees, it should be best to start with new employees, products, sales and project management.
3, the content needs to be accurate
Too many enterprises have thought of training managers' management skills through online training. When selecting suppliers, whether there are management courses and the number of courses are all regarded as a very important evaluation standard. Enterprises that have implemented it all know that when the enterprise first went online, the learning atmosphere of employees was not bad, and their initiative was ok, but slowly, the effect became worse and worse, and fewer and fewer people studied. A very important reason for this result is that the management skills of enterprise managers through online learning are too general and not targeted, which can not be applied to practical work and can not solve the pain points of managers. Management training should be available, but it needs to be linked with the business of the enterprise to be more effective. Besides management training, what other training contents are more suitable?
1) corporate culture. For new employees, we should first introduce the development history and present situation, planning and prospects, characteristics and advantages, cultural traditions, business philosophy, classic marketing cases, and the guarantee of the company's sustainable development. In the process of training, the main purpose is to establish the confidence of new employees and improve their attraction and sense of identity to the enterprise, which is the basis of training. In particular, the content of corporate culture should be regarded as a long-term training content, and employees who have been employed for a long time should be constantly instilled with the content of corporate culture, such as management concepts and behavior habits, so that they can be constantly influenced by corporate culture, improve their recognition and loyalty, lay an emotional foundation for employees' long-term development in the enterprise, and play the role of cultural retention.
2) Products and technologies, the products and technologies of enterprises are the core contents of training. Without the support of products and technology, enterprises will be passive water. It is necessary to introduce the technical support, technical principle, uniqueness and characteristics of product development in detail, so that employees can understand the products and better provide quality products and services to customers of enterprises.
3) Sales business skills, because the quality of sales itself is mixed, management is often empirical and habitual, and management mode is often ignored or impossible to implement. Training plans often focus on technical training, while ignoring sales management training, which should arouse the high vigilance of enterprises. In the training, advanced management concepts and methods are used to promote enterprise management, market expansion, procurement management, production research and development, logistics distribution management and enterprise informatization to a new management level.
4) Policies and systems, etc. The training content should not lack the policies and systems of enterprises, but emphasize the benefits brought by policies and systems. The training should also emphasize the legal provisions related to the business operation of enterprises.
4. Senior management needs support.
If enterprise training wants to be effective, it must be supported by the company's big leaders, and top-down training can ensure the training effect. Learning needs the support and capital investment of company leaders. HRD must manage the big leaders well and communicate constantly in order to win the recognition and long-term support from the leaders of all departments at the big leadership level. Understand what company leaders care about, and then provide them with relevant information, such as how many employees use online learning and how many courses they have attended. How much learning content has been uploaded by the enterprise itself, how many internal lecturers are teaching online, and how effective the training is.
5. The system needs to be guaranteed.
Enterprises should not only encourage employees to use it, but also require employees to use it. Traditional classroom training forces employees to put down their work and come to the classroom for training, but there is usually no fixed training time for learning, which is easily overlooked when employees are busy with their work. The best way to make online learning function is for enterprises to stipulate the use of employees, supervise the use of employees, and restrain them through relevant systems and management methods. Practice has proved that all online learning, such as herding sheep and welfare learning, is unsatisfactory, especially in state-owned enterprises. Online learning linked with performance appraisal can achieve better results by completing a task in learning, which is more obvious in foreign capital and private enterprises.
6, the effect needs to be managed
Don't be naive to think that sending an email to employees will inform them of their learning websites, user names, passwords, required courses and so on. It will allow employees to learn according to the plan spontaneously. Such an era has passed. As an enterprise's HRD, the former administrative department has changed into the current business service department, which requires employees to manage and serve their own customers among learners. Enterprises need to have performance appraisal, bonus incentive and quantitative appraisal standards for well-operated HRD, HRM and TM, just like people in business departments. There must be a brave man under the reward, and the person in charge of training will try their best to run the training program, the company leaders and students who run the training program. Give a specific implementation process of a case:
1) Clarify the original intention of implementation, what problems need to be solved in enterprise development and what job skills need to be improved;
2) Determine the coverage of people to be implemented, whether it is all employees or talents in certain positions;
3) Make an online learning plan, which is organically combined with traditional training;
4) The establishment of on-the-job curriculum system requires the combination of courses and elective courses, and the combination of enterprise-owned courses and external courses;
5) Design the management system and assessment method of online learning, and combine it with performance;
6) Strive for continuous support from leaders and department heads, and hold a project kick-off meeting;
7) There is a special person to manage, track, supervise, assess and evaluate the online learning process;
8) Establish a study day, summarize and share weekly, monthly and quarterly, put forward improvement suggestions and improve the application implementation;
9) Strengthen the development and production of independent courses within the enterprise, create an enterprise learning atmosphere, and shape learning benchmarks and star students;
10) Grasp the long-term project of enterprise talent development in online training system, and don't rush for success.
Wine culture and marketing majors mainly study management basics, introduction to tourism, digital marketing,