1, by mail
Human resource training, strategic management training, procurement training, production training, logistics training, equity incentive training, corporate culture training, business etiquette training, marketing training, sales training, employee professionalization training, responsibility system training, financial management system training, etc.
2. According to the training method.
1) internal enterprise training
It is an enterprise course tailored by the training company according to the training needs of enterprises, and the training time and place are fully flexible. Internal training is a common training scheme adopted by Fortune 500 companies, and more and more domestic companies are beginning to realize that enterprise training can usually meet their training and development needs.
It can be divided into company training, department training, on-the-job training, self-study and out-of-town training.
(1) Company training, which is organized and implemented by the training management department of the company according to the overall training plan, is a part of company training, such as GMP basic knowledge, pharmaceutical regulations, microbial knowledge, 6S knowledge, QC activity knowledge, safety knowledge, etc. ;
(2) Department training refers to all kinds of knowledge training related to the department organized by each department according to the company's general training plan, such as job responsibilities and job operation methods in the company's training;
(3) On-the-job training, the training of employees' practical operation skills and mutual learning within the post.
(4) Self-learning, in which employees actively re-learn professional knowledge and exercise operational skills.
2) Open classes for enterprises
Enterprise open class is a training service for enterprises or individuals to improve their work skills in the form of public lectures. The crowd suitable for open class training covers all social strata, such as sales knowledge training for new recruits or senior president training with experienced experience.
3) Online network training
Network training: the information revolution has had a profound impact on all fields of society. The development of society requires people to have an updated knowledge system and grasp the ever-changing times more quickly. However, the traditional education model obviously can't keep up with the pace of knowledge updating and information explosion. At the beginning of the century, education is developing towards "lifelong". As a natural carrier of information, the network will respond to the information trend through its unique function in the field of education.
3, according to the training responsibilities
The first category: On-the-job training, which aims to make employees meet the post requirements.
The second category: improve training and improve work performance.
The third category: development training, providing employees with training in career planning. There are10 million enterprises in China, and less than one thousandth of them provide such training.
The fourth category: humanities training, mainly in humanities, music, parenting education and clothing collocation, less than one in ten thousand.
The fifth category: outward bound training, which is an outdoor experiential training. Experiential training emphasizes that employees "feel" learning, not just listening to lectures in class. In experiential training, employees are the masters of the process. If employees feel that the course process is under their control, they will pay more attention to the process of activities-no one can be closer to their hearts than themselves. Outward bound training is also a type that enterprises prefer, which is more pragmatic.
Second, determine the basis of the training plan.
1, based on job criteria. Employees in enterprises have standards and requirements for taking up their posts. These standards and requirements are the basic standards for employees to take up their posts. Enterprise employees do not have the post standards and requirements to be employed, and they must meet the post standards through training.
2, based on production quality standards. Quality is the life of an enterprise, and different production quality standards have different requirements for the structure and grade of human capital of an enterprise. In today's era of rapid development of scientific and technological knowledge, production quality standards are constantly updated and improved, so that the survival and development of enterprises are always in a constantly changing economic and technological environment. Employees who are human capital of an enterprise can't do without the environment in which the enterprise is located. They must adapt to this changing external environment in knowledge, skills and working attitude, constantly update their knowledge and improve their skills to meet the requirements of production quality standards.
3. Based on the development goals of the enterprise. The establishment of enterprise development goals will inevitably put forward requirements for the structure and level of enterprise human capital. From two aspects, first, when there is a gap between the target requirements of a job and the existing knowledge, skills and work attitude of employees, training is needed; Second, when there is a gap between the enterprise's goal and the human capital conditions necessary to achieve this goal, training must be organized to eliminate this gap.
Third, determine the analysis methods of training programs.
1, task analysis method
Through the systematic analysis of a task, find out the work difficulty or quality control point. First of all, we should decompose a task, analyze and judge the difficulty and importance of each work item by item according to the requirements of ISO9000 international quality standard system and production quality standard, and then conduct simulation operation analysis according to the current situation of human resources in an enterprise or a unit to determine the quality control process and links to complete this task. These control links are the items we want to train.
2. Defect analysis method
In the production process of an enterprise, there will be many accidents and defects in a certain job. By analyzing the causes of accidents and defects in work, we can find out which factors are related to people's quality. Then, according to the post standard and production quality standard of the enterprise, combined with the present situation of human quality of the enterprise, the knowledge, skills and work attitude of the employees are compared and analyzed, and the training items are determined to determine what knowledge and skills to train.
3. Skills analysis methods
This paper mainly analyzes the work of non-management personnel in enterprises.
The contents of the analysis: first, whether the working facilities are suitable for the physical conditions of employees; Second, whether the working environment conditions have an impact on the physiology and psychology of employees; Third, whether the employees' working attitude is correct and whether their enthusiasm is high; The fourth is a detailed analysis of the working process of employees. Through the above analysis, find out the gap and determine the training items and contents.
4. Target analysis method
When an enterprise determines its development goal, in order to achieve this goal, it is necessary to put forward standards and requirements for the human quality of the enterprise, that is, the ideal human quality. Compare and analyze the structure and grade of human capital in the ideal state with the structural ability of human capital in the real enterprise state, find out the gap and determine the training items, contents and methods.
Fourth, the role of enterprise training.
Effective enterprise training is actually a process to enhance the comprehensive competitiveness of enterprises. In fact, the effect of training does not depend on the individual trainees. On the contrary, the enterprise itself, as an organism, plays a very key role. Good training has the following five benefits for enterprises:
1. Training can enhance employees' sense of belonging and ownership.
2. Training can promote the two-way communication between enterprises and employees, management and employees, enhance the centripetal force and cohesion of enterprises, and shape excellent corporate culture.
3, training can improve the overall quality of employees, improve production efficiency and service level, establish a good image of enterprises, and enhance the profitability of enterprises.
4, adapt to market changes, enhance competitive advantage, cultivate enterprise reserve force, and maintain the vitality of enterprise sustainable operation.
5. Improve work performance. Effective training and development can enable employees to enhance the knowledge they need in their work, including the organizational structure, business objectives, strategies, systems, procedures, work skills and standards, communication skills and interpersonal relationships of enterprises and departments.