Theme background
? As soon as Friday's training was over, Xiao Zhang was depressed to death. This training is a biweekly study meeting of the company, all of which are conducted by CD-ROM teaching. Every study meeting requires the participation of the general manager team, ministers of various departments and senior managers of molecular companies. After the study, the general manager personally presided over the discussion of what he had learned, which not only played the role of learning, but also played the role of management communication.
? Because the general manager didn't attend the training, Xiao Zhang didn't expect it to end like this. Director Wang of the office smoked on the spot. Xiao Zhang reminded him not to smoke, saying that it would cause a fire. Director Wang said no, keep smoking. Because all the participants in the training are the ministers and middle and senior managers of the branch, Xiao Zhang is very helpless. Others saw it and lit cigarettes. At the training site, the sound of mobile phones is constant, and there are always people walking around and entering and leaving at will. After the training, the original 32 people were only 13, and Xiao Zhang was very disappointed. Finally, he asked 13 employees to sign in again and prepare to report the matter to the general manager.
? Anna Karenina asked: What if the training is embarrassing? If you were Xiao Zhang, what would you do?
? ponycomb:
? Whether the training is effective or superficial depends on many factors. Situations similar to those encountered by Xiao Zhang are very common in enterprises, especially when the training target is middle-level cadres. I think there are the following measures:
? First, establish and improve the training system and let the system speak for itself. On the eve of training, it is necessary to formulate corresponding rules and regulations, such as attendance system, assessment system, training promotion and salary increase system, etc., which requires the establishment and improvement of the company's corresponding training system.
? Second, establish a corporate culture and training atmosphere for study and work. This is not a one-time event. Need to communicate with the upper level, starting from the long-term and overall situation.
? Third, the training forms are diversified to stimulate and maintain interest in learning. CD-ROM training itself is so boring that students can't participate in it. Training depends largely on personal consciousness, which is very difficult. If the lecturer's level is not high, such as no cases, no stories and no interaction, it is conceivable. Therefore, in the form of training, you can use? Please come in and send it out? Lecturer training and self-study, CD-ROM learning and other forms. If it is CD-ROM study, then pay attention to the combination of rest and study. During the break, students can be guided to play some games, enliven the atmosphere, have some refreshments and so on.
? Four, the training content should be practical and available, which requires the investigation of training needs.
? Fifth, the most important thing is to start with the students themselves and do a good job of publicity, so that students can realize that training and learning are for their own growth and development.
? linzi922696:
? One of the reasons for the above problems is that students' own consciousness is not enough. They don't realize the importance of training, and of course they don't pay attention to it. This kind of training may be considered important by the general manager and unimportant by others. To solve this problem, we should tell them the importance of training, which can be analyzed by the general manager before training.
? Second, why would anyone not want to hear it? Must feel useless. Did the company ask these people for advice or investigate their needs during this weekly routine training? Training has little to do with work, and no one will listen. Therefore, the training demand survey is very important.
? Third, no corresponding system has been established. There is no attendance system and training assessment system. They don't know what effect this will bring. If it is linked to their performance, who dares not to participate? After the training, he must be evaluated. How can he take the exam if he doesn't attend class? Xiao Zhang, as the system maker of the human resources department, can require employees' behavior to be bound by the system and be responsible for it.
Emerald city:
? This phenomenon is not surprising. The general manager attaches great importance to company training, which can be seen from every participation and summary. Xiao Zhang should take the initiative to report to the leader. Reporting method and content: 1. Report the truth and suggest to the general manager not to criticize by name, but only to criticize the overall effect, so that everyone can be conscious, otherwise it will be difficult for Xiao Zhang to carry out his future work. 2. Nominate the corresponding vice president to preside over the meeting, with Xiao Zhang as assistant and the vice president only responsible for order. 3. When the general manager is absent next time, employees will sum up their experience in the next period after attending. 4. Improve the training methods and enrich the content (the combination of lecturers and CD-ROMs), and the scene is not recommended to be too rigid and streamlined. 5, training effect test, give oral or written praise to outstanding performance in all aspects.
? Beautiful mood Yang: There are two sets of long-term and short-term solutions to solve this problem. First of all, in this case, we must immediately formulate corresponding policies. For example, there is bound to be a training report to be done after the training. In this training report, we will emphasize discipline and other issues. If necessary, we can point out who should be named, submit this report email to the superior leader, copy it to the general manager, report it orally to the superior leader, and provide corresponding solutions. Secondly, according to the situation of this training, we should see the shortcomings of the company's training system, establish and improve the training system from all aspects, and pay attention to implementation.
? An ascetic monk is on the road:
? There should be several reasons for this result:
? First, the preparatory work before training was not done well. The company's training is not like teaching in schools, but passively accepts knowledge. Therefore, the preparation before training is very important, such as investigating the needs of various departments, the opinions of department personnel and so on. These can be asked in person, called or emailed, and the importance of training can be fully stated from the perspective of individuals and companies, so that they can feel it personally.
? Second, the work in training is not perfect. Enterprise training is more about full participation. Through the training content and the guidance of teachers, we can tap the potential of employees and understand the shortcomings of employees and company departments. * * * Discuss strategies that are more conducive to the company's future development. Instead of just watching CDs, why doesn't Xiao Zhang want to start from these aspects besides being anxious?
? Third, the post-training work can't just report the results directly. Afterwards, Xiao Zhang should communicate sincerely with those employees who don't abide by discipline, instead of reporting the results to the general manager.
? Kuner:
? As a training supervisor, we should first make clear our responsibilities, mainly to do a good job in training.
? First, when there is a problem in training, we should first consider whether there is a problem with the training method. Listen to CD-ROM teaching, unless the speaker is very strong, no one wants to listen.
? Second, communicate with the trainees, understand why they are in two States before and after leadership, listen to their ideas, what kind of training they need, and which one they think needs key training to meet their requirements as much as possible.
? Third, discuss relevant issues with leaders and let them know as much as possible that training is not to force a group of people to sit there and waste time, but to train effectively, otherwise these will become the cost of the company.
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