The effect of enterprise training depends largely on the choice of training methods. At present, there are many methods of enterprise training. Different training methods have different characteristics and their own advantages and disadvantages. Choosing an appropriate and effective training method needs to comprehensively consider the training purpose, training content, the characteristics of the training target and the training resources owned by the enterprise. Below, I will introduce the characteristics and scope of application of eight methods commonly used in enterprise training for your reference.
● Teaching method: A traditional training method means that the trainers systematically impart knowledge to the trainees through language expression, hoping that these trainees can remember important concepts and specific knowledge.
Trainers are required to have rich knowledge and experience; Teaching should be systematic, clear, focused and difficult; The teaching language is clear, vivid and accurate; Use blackboard writing when necessary; Necessary multimedia equipment should be equipped as far as possible to enhance the training effect; After the lecture, the trainer should be given appropriate time to communicate with the students, and the feedback of the students on the lecture content should be obtained by asking and answering questions.
The advantages are convenient use, ability to train many people at the same time, economy and high efficiency; It is beneficial for students to systematically accept new knowledge; Easy to master and control the learning progress; It is conducive to deepening the understanding of difficult content.
The learning effect of shortcomings is easily influenced by the teaching level of trainers; Because it is mainly one-way information transmission, there is a lack of necessary communication and feedback between teachers and students, and the knowledge learned is not easy to consolidate, so it is mostly used for the training of some conceptual knowledge.
● Job rotation method: this is a method of on-the-job training, that is, trainees can change jobs within a predetermined time in order to gain work experience in different positions. Generally it is mainly used for new employees. Nowadays, many enterprises adopt job rotation to train young managers who are new to the enterprise or future managers with management potential.
It is required that when arranging job rotation for employees, the trainees' personal abilities, needs, interests, attitudes and career preferences should be considered in order to choose suitable jobs; The length of job rotation depends on the trainees' learning ability and learning effect, not a mechanical time.
Advantages job rotation can enrich the work experience of trainees; Job rotation can identify the strengths and weaknesses of trainees, and enterprises can understand the expertise and hobbies of trainees through job rotation, so as to better play the strengths of employees; Job rotation can enhance trainees' understanding of the management of various departments, expand employees' knowledge and lay the foundation for trainees to complete cross-departmental and cooperative tasks in the future.
Disadvantages: if employees stay in each rotation position for too short a time, the knowledge they have learned is not refined; Because this method encourages generalists, it is suitable for the training of general line managers and not for functional managers.
● Work guidance method or counseling/internship method. This method is to train the trainees on the job by experienced technical experts or direct supervisors. If it is a single one-to-one on-site individual training, it is commonly used in our enterprise as mentoring training. The task of the coach in charge of guidance is to teach the teachers how to do it, put forward suggestions on how to do it well and encourage the students. This method may not have a detailed and complete teaching plan, but we should pay attention to the main points of training: first, the requirements of key work links; Second, the principles and skills of doing a good job; Third, problems and mistakes that must be avoided and prevented. This method is widely used and can be used by grass-roots production workers.
It is required to prepare all appliances and put them in order before training; Let each student see the demonstration clearly; The coach demonstrates the operation and explains the action or operation essentials. After the demonstration, let each student imitate the exercise repeatedly; Give immediate feedback to each student's attempt.
Advantages can usually form a good relationship between trainers and students, which is helpful to the development of work; Once the master is transferred, promoted, retired or resigned, the enterprise can have well-trained employees on it.
Disadvantages: It is not easy to select qualified coaches or masters. Some masters are afraid of "starving apprentices" and are unwilling to do their best. Therefore, we should choose a coach with strong communication skills, strong supervision and guidance skills and broad mind.
● Discussion method: According to the complicated procedures of cost and operation, it can be divided into general discussion and group discussion. Most seminars focus on special lectures, allowing students to communicate with the keynote speaker halfway or after the meeting, which generally costs a lot. It costs less to discuss the rules in groups. The purpose of seminar training is to improve ability, cultivate consciousness, exchange information and generate new knowledge. More suitable for training managers or solving some management problems. Require each discussion to establish clear goals and let each participant know these goals; Let the trainees have an inherent interest in the issues discussed and inspire them to think positively;
Advantages emphasize students' active participation, encourage students to think actively, ask questions actively and express their personal feelings, which is helpful to stimulate their interest in learning; In the discussion, information between teachers and students and between students can be transmitted in many directions, and knowledge and experience can be exchanged, inspired and complemented with each other, which is beneficial for students to discover their own shortcomings, broaden their thinking, deepen their understanding of knowledge and promote the improvement of their ability. According to research, this method is particularly effective in improving the sense of responsibility of trainees or changing their work attitude.
The application of short board has higher requirements for training instructors; The choice of discussion topics will directly affect the training effect; The level of students themselves will also affect the training effect; It is not conducive to the trainees to master knowledge and skills systematically.
● Audio-visual technology method: it is to train employees by using modern audio-visual technology (such as projectors, videos, televisions, movies, computers and other tools).
It is required that the training purpose should be clearly stated before broadcasting; Choose the appropriate audio-visual teaching materials according to the theme of the lecture; Express everyone's feelings with the broadcast content or discuss it with "how to apply it to work". It is best to discuss it while watching it to increase understanding; After the discussion, the trainer must make a key summary or tell the trainees how to apply it to their work.
Advantages Audio-visual training is more impressive than lectures or discussions, because it is intuitive and vivid by using visual and auditory perception methods; The teaching materials are vivid, giving students a sense of reality and easily arousing their attention and interest; Audio-visual teaching materials can be reused to better adapt to the individual differences and different levels of requirements of students.
Disadvantages: Audio-visual teaching equipment and teaching materials are expensive and easily outdated; It is not easy to choose suitable audio-visual teaching materials; Students are in a negative position with poor feedback and practice, which can generally be used as an auxiliary means of training.
● Case study method: it is a training method that provides trainees with a written description of how employees or organizations deal with difficult problems, so that trainees can analyze and evaluate the cases and put forward suggestions and solutions to the problems. Case study method was introduced by Harvard School of Management in the United States and widely used in the training of enterprise managers (especially middle managers). The purpose is to train them to have good decision-making ability and help them learn how to deal with various events in an emergency.
Case study method usually requires that trainees be provided with a case that describes a complete business problem or organizational problem, and the case should be authentic and can not be fabricated at will; The case should be consistent with the training content, and the students should form a group to complete the analysis of the case, make judgments and propose solutions to the problems. Then, express your group's views in the collective discussion and listen to others' opinions at the same time. After the discussion, the results will be announced, and the teachers will guide and analyze the students until they reach an understanding.
Advantages: students' participation is high, which changes students' passive acceptance into active participation; Integrating the improvement of students' problem-solving ability into knowledge transfer will help students to participate in solving practical problems in enterprises; The teaching method is vivid and concrete, intuitive and easy to learn; It is easy for students to form the habit of actively participating and learning from others.
Short-board cases take a long time to prepare and have higher requirements for trainers and students; The source of cases often cannot meet the needs of training;
● Role-playing method: In the simulated working environment, let participants play a role, understand the content of the role through role drills, simulate work affairs, and improve their ability to deal with various problems. This method is more suitable for training interpersonal skills such as attitude, appearance and manners. Such as inquiry, telephone answering, sales technology, business negotiation and other basic skills. Suitable for new employees, employees with job rotation and promotion, the main purpose is to adapt to the new position and new environment as soon as possible.
Teachers are required to prepare role-playing materials and some necessary scene tools to ensure that each item can represent the behavior taught in the training plan. In order to boost the morale of exercisers, all students should applaud before and after the performance. After the performance, the teacher analyzed and commented on the problems existing in each speaker. Role-playing should be combined with teaching and discussion to produce better results.
Advantages: students' strong participation and full interaction between teachers and students can improve students' enthusiasm for training; The specific simulation environment and theme are beneficial to enhance the training effect; By performing and observing the performance behavior of other students, you can learn various communication skills; Through the guidance after the simulation, you can know your own problems in time and correct them.
The effect of role-playing method mainly depends on the level of training teachers; The analysis of problems in acting is limited to individuals and is not universal; It is easy to influence students' attitude, but it is not easy to influence their behavior.
● Enterprise internal computer network training mode: This is a new type of computer network information training mode, which mainly refers to that enterprises put training materials such as words, pictures and audio-visual files on the Internet through the intranet to form an online information base, and use online classrooms for employees to learn courses. This method is rich in information and has obvious advantages in transmitting new knowledge and new ideas, which is more suitable for adult learning. Therefore, it is especially favored by powerful enterprises, and it is also an inevitable trend of training development.
Advantages: flexible use, in line with the new trend of decentralized learning, students can flexibly choose learning progress, learning time and place, learning content, saving students time and cost of centralized training; Under the online training mode, the content on the network is easy to modify, and there is no need to re-prepare textbooks or other teaching tools when modifying the training content, so the cost is low. The training content can be updated in time with low cost; Online training can make full use of a large number of sound, pictures, audio-visual files and other resources on the network to enhance the interest of classroom teaching, thus improving students' learning efficiency.
Disadvantages Online training requires enterprises to establish a good online training system and a lot of training funds; This method is mainly suitable for knowledge training, but some skills training such as interpersonal communication is not suitable for online training. For the above training methods, we can choose one or more of them as needed, or we can use them in combination or cross-application. Because of the complex personnel structure, various internal jobs and different technical requirements, enterprise training is bound to be multi-level, multi-content, multi-form and multi-method. This feature requires the training department to truly teach students in accordance with their aptitude and pay attention to practical results when making training plans.