First, there are misunderstandings in the management training of employees.
There are common misunderstandings in the training of enterprises. Some enterprises think that the improvement of employees' quality and skills after training will increase the possibility of leaving their own enterprises. Training is "making wedding clothes for others", which is not worth the loss, thus reducing the investment in training. In addition, some enterprises think that training is only a kind of welfare, and often cut training costs or even stop training when enterprises face certain business problems. Some enterprises think that training is a waste of time and money. These misunderstandings are obviously not conducive to the role of enterprise employee management training.
Second, the demand for employee management training is not clear.
The lack of scientific and detailed analysis of the training needs of employees in enterprises makes the management training of employees in enterprises very blind and arbitrary. For the formulation of training needs, some companies put forward training needs entirely by employees themselves, and the company's personnel department simply responded; Some companies only make their own training plans by experience or imitating competitors in the industry, or according to the plan of the previous year, rather than making training plans according to the actual situation; In some companies, training is entirely decided by the company leaders.
Third, the management and training system of enterprise employees is unreasonable.
At present, the management training of employees in Chinese enterprises is still in the primary stage, and the training system is unreasonable, which is manifested in teacher training and training methods.
1, training teachers
At present, some teachers in enterprises grow up in enterprises and have enough practical experience, but they are not mature in theory and teaching methods. Some teachers in colleges and universities have enough theoretical knowledge, but lack of practice. Training teachers should have professional knowledge and teaching ability. In addition to solid professional knowledge, we should also understand the company and industry environment. Enterprise training emphasizes practicality and adaptability. Only by understanding the needs and market of the company can the training of lecturers be more effective. However, as far as the present situation of enterprises is concerned, the lack of teachers with professional knowledge, practical experience and teaching ability will affect the effect of training and teaching.
2. Backward training methods and techniques.
In terms of training methods, most enterprises adopt the traditional mode of teaching, and the training parties lack communication, and employees lose interest in training, so the training effect can't be guaranteed. This traditional training method is far from the effect of "case teaching method", "group discussion method" and "module training mode" which have emerged in recent years.
Fourth, the communication, feedback and supervision mechanisms are not perfect.
Establishing communication, feedback and supervision mechanism is an important guarantee to ensure the implementation of enterprise training. For enterprises, when training enters the implementation stage, it is necessary to supervise the training, feedback the learning information of students in real time, and make continuous improvement in the process of continuous feedback. However, the reality is that many enterprises have not established corresponding systems to follow up the training, but only conducted simple tests after the training. The imperfect communication, feedback and supervision mechanism, on the one hand, makes employees unable to feedback problems in time, and the enthusiasm of employees' training is damaged; On the other hand, it is not conducive to improving the training system of enterprises, which leads to a big gap between the training system and practice.
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