Speaking of getting to the point, I thought of the idiom story "getting to the point". The protagonist of this story is the famous Zhang Qian. In the Western Han Dynasty, there was a people named Yue (between Gansu and Qinghai today). After being defeated by the Huns, they had to flee far away. They hated the Huns, and they always wanted to avenge themselves, but they suffered from no help, so they had to submit to humiliation for the time being. The Han Dynasty tried to defeat the Huns. After receiving the news of the Huns who surrendered to the Han Dynasty, Emperor Wu of the Han Dynasty wanted to send an envoy to contact the Yue people and jointly destroy the Huns. However, the road of Yueshi must pass through Xiongnu. In BC 139, Zhang Qian, the Duke of Bo, was appointed as the envoy of Yue. After passing through the Huns, he was caught by the Huns and held there for more than ten years. Zhang Qian also married and had children. But even so, he did not forget the task given by the emperor. Later, Zhang Qian led his men to escape while the Huns were not paying attention, and continued to look for the Yue people. Since the King of Yue was killed by Huns, China people have made his prince king. The new king led his subjects to attack Daxia country (in present-day northern Afghanistan) to the west and occupied most of the territory, because the land there was fertile and rich in products, and there was little harassment from foreign enemies. With the ease of life and the passage of time, the Vietnamese people's idea of revenge against the Huns gradually faded. Zhang Qian and his party arrived and talked to them about beating the Huns. The Vietnamese people were not interested at all, and their words were beside the point. Finally, Zhang Qian and his party had to return to the Han Dynasty in disappointment.
This story illustrates several points:
1, the strategic intention should be clear.
2. In order to accomplish the task, we must not only know our strategic goals, but also know whether the strategic goals of our partners are consistent with ours.
If the partners are not interested and feel worthless, nothing will work.
4. Everything has timeliness. You are insisting that others may have the same goal, but the result is that time has passed and the other person's goal has already changed.
Second, look at the value of training evaluation from the perspective of training function
Training is to achieve unified technical specifications and standardized operations, enrich and update knowledge, improve operational skills and work level, and finally achieve the role of unifying thoughts and rallying morale.
Being able to have an independent training department shows that training is in an important position in the company, and the number, frequency and frequency of training are many. Therefore, a good evaluation of the training department is also a means and tool to promote the quality and effect of training, and also a good opportunity to establish the image of the training department. Of course, all the challenges we face, once passed, are glory.
Thirdly, how to evaluate the training department from the perspective of training function?
Therefore, the training effect mainly includes the following four points:
1, the basis of training to improve skills and work ability.
Work is carried out through modern information processes such as goal planning and setting, knowledge and information transmission, skill proficiency drills, homework performance evaluation, results exchange announcement, etc., so that employees can reach the expected level through certain educational and training technical means to improve their goals, enhance their combat effectiveness, personal ability and work ability. This is training.
2. Training activities to convey the company's values and basic requirements.
Especially in the process of teaching new employees or existing employees the correct thinking cognition and the basic knowledge and skills necessary to complete their jobs.
3. Promote the improvement of organizational and personal performance.
Training needs are usually generated by bridging the gap between team, individual and organizational needs. Therefore, no matter how difficult the performance evaluation is, this role is definitely a point to be considered in training design.
4. Promote the change or change of ideas.
An easily overlooked function of training is to promote the unification and transmission of ideas and viewpoints, especially in the face of ever-changing changes and the arrival of the VUCA era. Training is often to convey new management objectives and requirements, such as the company needs to carry out corporatization reform of factory enterprises and mixed ownership reform. These are the new policies and trends since 20 17, and the training we do at this time is often to help promote it. Therefore, this should also be considered as an effective evaluation of the performance of the training department.
Fourth, evaluate from multi-level training.
Training is a systematic project, involving a wide range, from the company's business strategy, the boss's intention to the training demands of employees participating in the training. I like the word appeal very much. Why I didn't use employee training requirements. Because the demand is the demand that employees have expressed and expressed, we must meet it as much as possible. If we say that it is a potential need that we can't say and don't know how to express, we can ignore it and forgive it.
1, the boss and department heads evaluate the annual plan.
After collecting and sorting out the annual training plan, you can ask the boss and department leaders for advice first. At this time, the general task, monthly training workload (including times, number of people and time), training content distribution, training coverage and training intention of an annual training work are basically clear.
Number Training Name Training Theme Training Object Training Personnel Time Training Duration Training Place Training Lecture Training Form
So, at this time, in fact, the work of our training department has passed the audit of the boss, senior leaders and department leaders in the form of training plan.
2. Correctly understand the distribution and timeliness of training workload.
Training is for production and operation, and it is best not to overlap with the rhythm of production and operation services.
As far as the monthly workload is concerned, the number of advantages is not the key to evaluate the training quality.
There may be more arrangements in July, because we have just finished the annual meeting summary for half a year, and there will be professional title evaluation in September in the second half of the year, so we may arrange more frequency and courses in management, sales, public training and professional training. There are few arrangements in January and February. On the one hand, it is usually an annual work summary, and the whole company is full at the end of the year. Not to mention training, it is even difficult to find a date to hold the annual meeting smoothly. At this moment, training takes up everyone's time. More importantly, many training materials provided by the training department throughout the company are also important support for internal and external audits of quality management systems such as HSE, ISO900 1. If you are a member of a group company, the company has to face the training assessment of the group company, so the training department should sort out and summarize the training materials and do it by itself. This is all very heavy work. Including the training of company employees throughout the year, the workload of sorting out electronic watches is very huge.
3. Participate in the evaluation of cadres and employees.
Whoever eats pears has the right to speak. The interests, concerns, needs and pain points of participating cadres and employees are the direction of our training. You can learn from the method of evaluating trainers to evaluate each training and annual training. Of course, this kind of evaluation is of great help to understand the needs and value preferences of cadres and employees, and also to harmonize the relationship between training departments and students.
4. Human resource assessment.
As a professional functional department, human resources can be evaluated from the perspective of professional management.
Verb (verb's abbreviation) What kind of training is there besides explicit open training?
There are various training forms, including PPT courses, on-the-job education, online courses, rotation training organization, mentoring system, learning group construction and so on. Therefore, it is necessary to find out how many training forms in the company have been ignored or ignored.
For example, job rotation training is part of career planning. In this training session, we need to do a lot of work, such as system construction, personnel selection, personnel rotation configuration, receiving unit negotiation and work arrangement, work flow record of rotation personnel, work effect evaluation and so on. In many cases, it is generally necessary to organize relevant department leaders, directly affiliated senior leaders and experts to hold a PPT rotation work report meeting. Therefore, no work is simple, only we think that work is simple.
Six, don't let the training department become the victim of performance appraisal.
The fourth level of Koch's four-level evaluation is the most difficult to achieve the training effect. Even if American enterprises do a lot of training and development, the probability of using it is probably 10%.
Therefore, how to use performance appraisal is a science, otherwise the training department of the branch of human resources department will become the victim of performance appraisal itself. Therefore, the evaluation work must have a point.
Seven, the main points of training evaluation
1. It is suggested to set indicators from the aspect of training system construction.
1) Training system construction
Improvement, revision, supplement and perfection of the training system;
2) Training hardware construction progress
Whether there are all kinds of equipment, equipment utilization rate.
3) Construction of training institutions
How to have an independent training department, training work distribution and assume functions.
4) Integrity of training materials
Training materials are a key management link, but they are easily overlooked.
2. Training effect evaluation
It's time to evaluate the training details. Including training times, person-times, effects, etc. It can be done in this department. If you want to evaluate, it is best to invite the leaders and staff who participated in the training to evaluate their work. Comprehensive evaluation can be made from the aspects of training theme selection, training form, training effect and training suggestions.
1) Completion rate of training plan; This is the basic indicator. There is a trick in the assessment of this indicator, that is, we must understand that it is normal to adjust the plan, and the key is that it can be handled properly. For example, at the beginning of the year, you designed the safety training of enterprise legal person according to the previous practice. As a result, the district safety supervision bureau changed the requirements for safety training of enterprise legal persons this year. Without this training, do you want to finish it? Based on the experience of internal and external experts, I finally come to the conclusion that you can add a "training change order" to the training, and the addition, deletion and modification of the training plan can be adjusted. For example, the deduction of points for this training can be regarded as complete as long as there is a notice to cancel the training, explain the reasons, and a Training Change Form signed by the competent leader; If they replace this training with new training, it will be regarded as completed. In addition, you were originally a training for some employees, but due to the adjustment of business policies this year, other cadres and employees need to understand and master this part, so you can make an additional item. The content of additional items can be designed in advance: increase the number of people, increase the content, increase the duration, etc.
2) Training workload: total duration and training times;
3) The number of new courseware to be trained: This is the key link of training quality.
4) Training of trainers and new trainers. This is the living water that students can continue to train.
5) Opinions or satisfaction evaluation of participating cadres and workers.
6) Promote participation in the annual key work training, etc. The training conference involves some important work in enterprise management. Designing this special index is not only conducive to correctly evaluating the work of the training department, but also the most important thing is to promote the training department to actively participate in and promote the important work of enterprise management.
Training helps to improve performance. It is best not to hurt the heart of the training department, and it is best not to be sad, and to make an objective, fair and scientific evaluation. We should not only consider short-term indicators, but also understand the long-term impact of training on enterprises. Remember a word, we don't want to be slaves of numbers. We must be able to see the present and the future.
In short, the training evaluation must have the essentials and keep up with the strategic arrangements of the boss and the company; Ensure to keep up with the training needs of departments and employees; Be sure to master the diversity of training content; We must be able to evaluate explicit partial values and implicit partial values; There must be both data indicators and reasonable non-quantitative indicators. Therefore, the index design must be evaluated from many aspects, otherwise the value and significance of training can not be fully expressed. As for whether we can solve the performance problem, that is, we pursue Excellence from Excellence. Don't do performance for performance evaluation. It is also important to grasp what you want from the training and evaluate what you want.