The first article: summary of the trainer's work and model essay on the plan for the coming year.
As an enterprise trainer, I have been engaged in management training for five years recently. Over the years, the discussion on improving the training effect has never stopped. The mainstream view is that the focus of improving the training effect is not in the classroom, but in the transformation of the results after training. Personally, I think this view is half right and half wrong. The right part is very gratifying, and the person in charge of enterprise training has finally turned his attention outside the classroom. The wrong part is that for most domestic enterprises, the focus of improving training effect is actually before training rather than after training. Compared with the results obtained after training, the needs analysis, goal setting and project setting before training are more critical.
If there is no necessary demand analysis and goal setting before the implementation of enterprise management training, there is no need to talk about the so-called training effect evaluation. These are just some training programs with welfare nature and lack of goals, and there is no way to consolidate training and transform results. If the person in charge of enterprise training is still thinking about how to transform the results of these projects, it can be said that it is all in vain.
A lot of company training can be summarized in one sentence: indiscriminate bombing has little effect. It is completely a business model that wins by quantity. Personally, if training is to be more effective, we should learn from the reform of modern military operations. Traditional warfare uses 20% of various resources to find targets and prepare before the war, and 80% of resources to destroy operational targets. Modern warfare is just the opposite. The two wars in Afghanistan, the former Soviet Union and the United States today are the contrast between traditional wars and modern wars. The latter won the war in Afghanistan with only 150 special forces.
Most training is precisely because of vague goals, which leads to half the effort. If we want to see the effect of training, we should learn from the modern war experience of the United States in Afghanistan: First, clearly analyze the objectives. In order to achieve the goal of "effective training", it is necessary to start before training. To some extent, as far as training is concerned, the effectiveness of training has been decided at the design stage. In my cooperation with some companies with rich experience in training institutions, I also found that training work and development are still regarded as an isolated event. Coupled with some considerations, choosing lecturers and courses of institutions has become a very safe choice. Therefore, in order to make the training effective, we must pay attention to the work before, during and after the training, and invest more resources and energy at both ends.
The second part: summary of trainer's work and model essay for the coming year.
I. Implementation of the Training Plan
With the support of company leaders and the cooperation of various departments, our department carried out various trainings in 20 19, and successfully completed the annual training objectives. 20 19 * * * organized and implemented the first-level training for 24 times, and trained a total of 1097 employees, with an average class time of 23 hours. The overall training basically covers all employees of the company.
Second, the main implementation of training content
The training of 20 19 mainly focuses on the basic quality, professional quality and management quality training of basic employees. The main training contents include: quality system training, special drug management training, new employee training, etc.
Third, the training effect:
By carefully organizing the training, evaluating the training effect and perfecting the training files, on the one hand, the professional quality and working ability of employees were improved, on the other hand, the training inspection in gsp audit and Sanofi audit were successfully passed.
Fourth, the problems existing in the training work
1, communication between level 1 and level 2 training needs to be strengthened:
During the inspection of gsp and Sanofi, it was found that there were problems in the communication between the first-level training and the second-level training. Some employees' necessary training items are not listed in the first-level training plan, but listed in the second-level training, and are not filed in the first-level file after the second-level training. In addition, insufficient guidance for secondary training leads to irregular secondary training files.
2. The company's internal trainers lack strength and skills;
In the training organized by 20 19, the team of trainers is relatively single and the training skills are insufficient, which makes it difficult to arouse the interest of the participating employees.
3, department leaders training is not enough:
In many trainings, the department leaders who should attend are often late, leave early, absent and deal with business, which has a bad influence on the overall training effect.
Part II: Training Work Plan
I. Summary of Training Plan
In order to strengthen the management of training and education, improve the planning, effectiveness and pertinence of training, and enable training to effectively promote the realization of the company's business strategic objectives, this plan is specially formulated.
Second, the training plan basis
This plan is mainly based on the company's development strategy and specific work arrangement in 20 19, the summary of training needs of various departments, gsp and other relevant laws and regulations.
Three. Guidelines, policies and requirements for training.
1, training principle
(1) The principle of training on demand and combining learning with application.
(2) The principle of close cooperation and cooperation between the first-level training and the second-level training.
(3) The principle of giving priority to internal training, supplemented by external training.
(4) The principle of strengthening the feedback of training effect and adjusting relevant contents in time according to the actual situation of the company.
(5) The training content must be beneficial to the interests and development of the company.
2. Training policy
Based on the corporate culture of "lifelong learning, continuous innovation and continuous improvement" and focusing on improving employees' actual job skills and work performance, we will establish a full-time training mechanism of "combining comprehensive training with key training, combining self-training with lecture training, and combining job training with professional training" to promote employees' development and enhance the overall competitiveness of enterprises.
3. Training requirements
(1) to meet the company's future business development needs.
(2) Meet the needs of corporate culture construction.
(3) Meet the needs of the development of middle managers and reserve talents.
(4) To meet the needs of internal promotion's self-training skills.
(5) To meet the needs of the development and perfection of the internal training system.
Fourth, the training objectives
1, training system and training time
Establish and constantly improve the company's training organization system and business process to ensure the efficient and normal operation of training work and ensure this year.
Provide no less than 20 hours of training for all managers and no less than 12 hours of business and skills training for employees.
2. Main contents and courses of training
(1) management skills training for junior managers;
(2) Training required by relevant laws and regulations such as 2)gsp;
(3) Process training;
(4) Safety management training;
(5) induction training for new employees.
3. Team of trainers
Select and train potential trainers, expand and effectively manage the internal trainer team, investigate and collect students' opinions, and ensure the ability of trainers and the actual effect of training.
Verb (abbreviation of verb) 20 19 training plan content
1 and 20 19 master plan of new employee training courses
Induction training for new employees is a compulsory item for every new employee who enters the enterprise. The induction training of new employees is divided into two aspects: the first is the simple induction training and labor relations training on the day when new employees report to the enterprise; The second is the new employee training organized by the company regularly and irregularly, which covers the development status, corporate culture, organizational structure, rules and regulations, relevant laws and regulations, etc.
2. 20 19 on-the-job employee training course plan
(Training schedule)
Six, 20 19 training effect control
1, training effect evaluation
For training, collect the opinions of trainees from time to time, evaluate the training effect, fill in the "training evaluation summary table" and communicate with instructors in time as the basis for continuous improvement of trainers.
2. Secondary training control
The human resources department guides the secondary training of the department, urges the department to complete the training task, checks the effect of the secondary training of the department, and improves the training files of the secondary department.
The third part: the summary of the trainer's work and the model essay for the coming year.
The analysis of training in 20 19 years is as follows:
I. Training:
In 20 19, our company cooperated with trainers to hold 2 1 period of new employee training, and the qualified rate of each training period reached over 90%, basically meeting the target requirements; Internal staff training 12 times (including outdoor development training 1 time, marketing knowledge training for 6 times, business etiquette training for 5 times), and examination for more than 20 times.
Second, the training work analysis:
Compared with the first half of the year, the training of 1 and 20 19 has made great progress, and both the training courses and the training quality have been improved to some extent. For internal training, the mode of concentrated surprise training, additional assessment and demonstration is mainly adopted, which greatly helps the company to absorb outstanding new employees. Foreign training mainly adopts the mode of conference marketing, inviting customers and marketing in the mode of salon and wealth class. Since the end of 20 19, * * * has conducted six conference marketing. With the cooperation between our company and the bank, the follow-up conference marketing work will be carried out one after another, and the prospect will be extremely broad.
2. Complete the training plan, establish a programmed training system, strengthen the weak training management scope and intensity, and change the situation that employees have poor training awareness and training work is difficult to carry out. After many times of internal communication, the trainer integrated "why and what to train" into the training work of the whole company, optimized the importance of training, paid attention to strengthening the comprehensiveness of training content and improved the institutionalized management of training work.
3. Continuously improve training methods and actively explore new training modes.
In the training work of 20 19, we mainly use the methods of slides, practical training and the combination of theory and practice to improve the training work, so that new employees can master the relevant knowledge as soon as possible and devote themselves to their work with full work enthusiasm and professional knowledge.
Third, the outlook for the coming year:
1, I hope to have more learning and training opportunities to strengthen my own learning: constantly optimizing the training system has formed a more efficient working mode.
2. Cooperate with the department head * * * to do a good job in the department, improve and implement the department system, work hard, and resolutely complete the tasks delivered by the company.
In view of the cooperation between the company and the bank, we hope to cooperate sincerely with all departments and make contributions to the long-term and stable development of the company.
In the face of the vigorous 20 19 years, only by adhering to the principle of "taking work as the first priority and training as the purpose" can we standardize and regularize our work. Of course, we also look forward to a new beginning, new progress and new goals in the new year and meet new challenges with a brand-new look!
Chapter four: summary of trainer's work and model essay for next year's plan.
As a trainer of outward bound training, the requirements of my job require me to carefully observe the students' behavior and understand their psychological changes. Having experienced many teams, similar things always happen, which inspires me to think.
After the completion of the expansion project of grabbing bars in the air, I will ask those students who have successfully grabbed bars a question-if you were given another chance, would you ask the coach to further adjust the distance of bars? Fortunately, all my students gave me positive answers. I think, judging from their answers, people like to change.
At the same time, I will ask those students who didn't catch it a question-if it was on the flat ground and you were asked to catch it at the same distance, would you catch it? Most of the answers are "I can", but why can't they catch the same distance on the 8-meter platform? I got most of the answers because the environment changed, so they didn't catch it. I think. Judging from their answers, people are afraid of change.
If these two points represent some kind of human nature, then each of us is actually full of these two contradictory mentality, both for people and enterprises.
People at work are a process of knowing everything from beginning to end. Working for a long time will lead to a state of "no passion", because no one likes a "static" working state. Therefore, seeking "change" is an inevitable psychology.
But when "change" really happens, we often don't like it very much. I thought there was an "uncertainty" that made us uneasy. Uncertainty means that we are not sure about things. At this time, people's attitudes and reactions to change are reflected-different people will have different reactions to this sense of uncertainty. For example, in the project of grabbing bars in the air, some people are determined not to do it, using "fear" as a reason. It can be said that such people are determined not to change. The selected people can also be divided into different types. Some people stand on the stage and dare not jump out. The focus of his concern is that they are afraid of falling, even though he knows that the seat belt will ensure his safety. This is purely a fear of environmental change and excessive concern about the adverse consequences. What he thinks is not that he can catch it, but more the possibility that he can't catch it. There is a tendency of negative thinking in this kind of person's heart. There is another kind of person who can't go out and rob a bar. What they care about is not safety, but results. They're afraid they won't catch it. They are not afraid of the height of 7 meters. They really want to catch it, but the motivation is too strong. They said to themselves, they must catch it. If they can't catch it, it means they are denying themselves. Sometimes they will ask the coach to adjust the distance closer to ensure that they are more sure. These two kinds of people are diametrically opposed, one is too worried and the other is too strong, but they have one thing in common, that is, they are both afraid of facing failure and can't accept their own failure. In fact, the distance given by the coach will not be unreachable, but it needs to be grasped through hard work. One of the main factors of the arrested person is to go all out to do it. Go all out, that is, he puts all his attention on the goal and catches all his strength. People who jump out and don't catch are mainly because this is unsuccessful. Some people are trying to grasp it, but they are not fully involved in their own actions, and their inner fears are not completely overcome; Some people devote themselves wholeheartedly, both in faith and in action. What he was thinking at that time was how to catch the target, not how to keep himself from falling.
Therefore, one of the charms of expansion activities is that it can simulate the real environment and examine people's reactions. Therefore, people's attitude in activities can also be transferred to the attitude of facing the real working environment. In the face of uncertainty, some people are avoiding uncertainty, some are dealing with uncertainty, and some are eliminating uncertainty. Behind different attitudes is actually a manifestation of different ways of thinking-negative or positive ways of thinking. For people with positive thinking, expansion activities will strengthen their confidence and ability; For others, expanding activities is an opportunity to exercise, especially after their own personal experience, sharing and summarizing with teammates and coaches will make them more deeply aware of what they need to change and strengthen, thus improving their personal quality and ability. For enterprises, the improvement of employees' ability is an indispensable condition for the development and growth of enterprises. Through the promotion and expansion activities, it will provide assistance and stronger driving force for enterprises to accelerate their progress. Coupled with the cooperation of other team projects in the expansion activities, the team's communication and cooperation ability will be strengthened, providing a more complete power for the enterprise to move forward at full speed.
?
Work summary of trainers in the coming year and articles related to model essays;
1. Lecturer's personal work summary and model essay for the coming year.
2. Four essays on personal work summary of trainers.
3. Trainer's annual work summary model essay for 3 minutes.
4. Engineer's work summary and model essay for the coming year.
5. Summary of teachers' work in training institutions and selection of model essays for the next year.