How to improve the training effect of SMEs
Author: Jia Changsong original.
In the forum of human resource management, many business managers told Mr. Jia Changsong: We hold training every month. The training plan is very detailed and the cost is high, but the training effect is very general. What is the reason? In view of this problem, the author thinks about how to improve the training effect of enterprises, discusses with many experts, and then writes it out to encourage enterprise managers.
90% of enterprises in China are small and medium-sized enterprises, and it is impossible for many enterprises to have their own business schools and universities. Therefore, it is a good training form to introduce excellent lecturers for training or to participate in open classes.
We roughly divide training into three types:
Low-end training: training centered on mental adjustment. In fact, working with a sunny attitude is the most basic requirement for an employee. However, China people's ability to be cautious and independent is generally low, and their self-management ability is not high under the current mechanism. So successful training is very popular now, and the low-end training mainly includes: mentality training, quality training, time management training and successful training.
Low-end training focuses on the past, comparing successful people and things in the past with those in the present, encouraging people in the present to work hard and develop their potential. Low-end training is an important part of training. For performance-oriented employees, it can obviously improve the work effect. However, the low-end training is out of date, and the fever is gone, but after a while, everyone will not feel it. This is a normal phenomenon. We'll talk about how to lengthen the effect time later.
◆ Intermediate training: skill-based training. When an employee's mentality is very good, he needs very important skills to support it, otherwise the employee will return to an area with low quality, so mid-range training is very important for an enterprise. For example: human resource management, financial management, management art, leadership training, production management, marketing management and so on.
Middle-level training focuses on the present, analyzes the basic situation of employees now, and then conducts training selectively.
High-end training: training centered on strategic development. Such as management by objectives, corporate culture, strategic management and brand management.
High-end training focuses on the future, researching and thinking about the future of enterprise development.
The proportion of low-end, middle-end and high-end training in an enterprise training can show the scale and state of enterprise development.
As for how to adjust, there is actually no fixed answer, and any training should be combined with the actual situation of the enterprise.
Part one: Misunderstandings in enterprise training.
First, the theory of all-round training.
Some enterprise managers, once there are some problems in management, especially when they can't solve them, think of training, thinking that by using some methods and asking a teacher to brainwash employees, employees can unconditionally accept the company's requirements and work unconditionally without other reasons; There are also some bosses who have a wrong understanding of some training. For example, detail management requires employees not to make any mistakes, and employees have no excuses. Imagine, if this can be done, will this employee go with you?
Some lecturers promise that the loyalty of employees will be greatly improved after training, which is actually impossible. There must be two reasons why a person is loyal to another person or enterprise: 1. He will be loyal only if he needs this unit, money and life. If he doesn't get the income he wants, may he be loyal to you? 2. You must be strong, which is strong for him. If your business has been losing money for several years in a row, it is meaningless to talk about loyalty. Therefore, employees can't shout out loyalty unilaterally, that is, no one can guarantee that it is true.
In addition to training, enterprises should give employees more opportunities and environment, rather than just learning or learning for the sake of learning. A human resources minister who often studies said to me: I study performance management every day, but I don't have the power of performance management system! This shows that this enterprise did not give the human resources minister a chance.
Enterprise training is by no means omnipotent, its real function is to apply the training content to the work reasonably.
Second, the whole staff training theory
A company held a leadership training, and all employees of the company took classes. Finally, the security guards, drivers and cleaners stopped working and went to the classroom to study. As a result, a large number of calls went unanswered, important customers were lost, and bankers were recruited. I wanted to know if the company was short of people and how to handle the loan.
Many bosses think that the more employees come to class, the better. In fact, otherwise, the effect will be greatly reduced for the following reasons:
1, different levels of students will cause problems for lecturers. Jia Changsong's lecturers have encountered this situation many times. If the teaching level of the course is high, some students can't understand it. If the course is simple and others find it boring, they have no choice but to take the middle route. As a result, everyone felt that they could not be satisfied with 100%. The reason is that the level of students is different.
2. All-staff training can easily reduce the discipline of the training course, because some people and positions can't guarantee that their mobile phones are turned off during the training process. So in the course of class, they go out to answer the phone for a while, whisper in class for a while, and ask the boss to go out and sign. As a result, I didn't learn well, which also affected my work.
3. The biggest problem of all-staff training is that the training is ineffective, because when a topic is useless to some employees, these employees can't attend classes with peace of mind, which is understandable. What you think is good, he doesn't need it, it's bad, so many students sit there in pain, which makes the teacher very sad.
Third, the theory of all-round training
Some enterprises train all courses, and some bosses learn all courses without analysis.
A friend of mine, who attends classes for about 70 days a year, is a complete training idiot. He quoted Mr. Lu Changquan's words and adapted them. We call improper training: death training, death training and death training.
In the process of arranging training, some enterprises think that there are sufficient funds, so they arrange training every month or even every week, because most of the training is carried out on weekends, which greatly affects the rest and life of employees and turns good things into bad things.
Some enterprise managers are under great work pressure, so they regard training as a way to relax. Once they encounter any problems, they don't face them, but run into the classroom.
In fact, what kind of training each employee needs can be learned through performance management and investigation. If employees participate in what kind of training, it will not only affect their normal work and rest, but also increase the expenses of enterprises and affect their emotions. Therefore, the theory of all-round training is very harmful in reality.
Fourthly, field effect theory.
Once when I was training a human resource skill, the HR director of this company asked me, Teacher Jia, when we were training, the students were shouting. Why don't they scream now? I asked him if the company took the training effect as an assessment index. He said, "Yes," and I told him, "We call part of the training three heads: the excitement on the stage, the impulse off the stage, and the immobility after going back.
It is understandable to pursue the on-the-spot effect in training, but not all classes do, thinking that the purpose of training can be achieved by making employees shout. Actually, it's not. Really high-quality training will definitely be reflected in the work.
Later, the director of human resources suggested that the last time they held training, all the students cried. As a result, the boss gave him an extra 5,000 yuan bonus that month and asked me if I could make the students cry several times in this class. I told him that some training crying is a way to show the past life history and reflect on the route you have taken, but if every training is measured by "crying", then tell sad stories.
Therefore, field effect can be pursued, but it depends on what kind of training.
Five, high-end training theory
Now some enterprises have learned the golden rule: Harvard theory, barrel theory, people-oriented and so on, but they have forgotten the reality of their own development.
We must admit that the western enterprise management has been baptized for hundreds of years and is very good. However, our enterprise is different from other enterprises:
1, the mechanism is different: the equity distribution mechanism in western countries is very mature, so many problems are avoided in management. In our country, many enterprises are powerful bosses, and there are many human factors. Borrowing other people's things will make you unhappy. A few years ago, MBO prevailed, and everyone took action. As a result, many enterprises died and independent directors became popular. As a result, several experts really played independent directors with different mechanisms and environments.
2. Different talents: In enterprises in China, most managers are incompetent, that is to say, there is a lack of market-oriented talents, and many managers have problems from the source, so learning and applying from the top will make employees panic.
3. Different scales: the management methods of foreign enterprises generally originate from large enterprises, while many enterprises in China belong to small and medium-sized enterprises (enterprises with annual sales of 300 million yuan and net profit of 30 million yuan are small enterprise standards). It is necessary to broaden your horizons through high-end training, but you can't hide in high-end training every day. How do you face the reality?
Six, fire training theory
What is the theory of fire training? It means that training is not easy. When something goes wrong, the boss will say, Let those who have an accident go out to study. Training has become a method of introspection, which has hit these people's self-esteem. This is the lowest level of post-event management. In fact, training should focus on the long term, and there should be a long-term arrangement and a scientific system, so that the power of training can be revealed.
Seven, the theory of economic benefits
There are two kinds of economic benefit theories:
1, thinking that training cannot directly produce benefits, blew out the theory of training uselessness.
2. It is considered that training should be regarded as an important part of realizing the company's profits, so as to turn it into a job that can directly produce benefits. The main forms are: attracting dealers with training and making them pay more; Use training to attract customers, let customers learn, pay money, etc. And many results are not ideal.
Either way, the fundamental purpose of training is to maintain the realization of enterprise goals. Therefore, training will not become a direct part of economic benefits, but if there is no benefit for a long time, I am afraid that enterprises will not accept it.
Eight, training loss theory
Once in Chengdu, a boss complained to me: Teacher Jia, I can't train my subordinates now for two reasons: 1. I trained an adult who suddenly resigned from me one day. What should I do?
2. After the training, the employees who study publicize how poor the management of our company is to other employees every day, which has played a negative role. As a result, I had no choice but to fire him.
Nine, speculative quotation theory
During a training in Zhengzhou, the director of a large enterprise whispered to me: Teacher Jia, do you have a performance management system formed in the medical field here? I said yes, but I won't give it to you, because if I give it to you, it will not only lose the meaning of learning, but will harm you, because each company has developed under its specific environment and conditions, and the backgrounds of its products and personnel are different, so it is impossible for a company to directly quote another company's plan.
Now, after the emergence of training citation theory, some training has become consulting training. Imagine what will happen if no one investigates for several weeks and how to consult.
Of course, many enterprises like to directly quote the training content and apply it directly to enterprises without processing. To prevent indigestion!
X. theory of training times
At a forum in Beijing, a business owner said: We have to conduct more than 20 trainings every year. Some enterprises here have turned training into a form. In fact, the amount of training is related to the actual needs of enterprises, not the more the better, because training needs to pay capital cost, time cost, site cost and so on.
The second part: The phenomenon that enterprise training is prone to problems.
First, a high-priced teacher was invited, and the content gap was large.
Many enterprises invite teachers for training, basically they invite famous teachers, and the price is very high. A lecturer who can be called a famous teacher will have several characteristics:
1. If the schedule is full, you won't stay in your company for a long time, and of course you won't have time to do a detailed investigation before determining the training content.
2. The content of the lecture hasn't changed much, so I usually speak with my own ideas.
3, some teachers, the actual use of things in the course is relatively small, more fancy things, one day listening to it, except jokes or jokes.
Inviting famous teachers should be encouraged, but it should be combined with the actual situation of the enterprise (cost, scale, etc.) In addition, we should know more about whether the teacher's lectures meet the actual needs of our own enterprises.
Suggestion: If you are a famous teacher, I suggest you take an open class, and then please go back, it will be better.
Second, there is less communication before class and more useless knowledge.
Enterprises do internal training, and after the teacher's course is booked, there are basically fewer opportunities to communicate with the teacher, and some may not have communicated. Last year, I did more than 30 internal trainings for enterprises, and the human resources department of enterprises rarely gave me in-depth communication on some problems of enterprises. Basically, I took the initiative to find relevant personnel and found some problems after in-depth communication.
What the teacher prepares before the lecture is not necessarily what everyone needs, but if you don't say what everyone needs, you may always listen to useless things, which is unfair to both students and teachers.
Suggestion: organize internal training courses, communicate with teachers in depth, and explain the purpose, requirements and existing problems of the enterprise in detail. It is better to form written materials, which is more conducive to teachers' teaching.
Third, the level of participants is uneven, and the training effect is affected.
Generally, the theme of a course is suitable for some people and not for others. The personnel involved are too diverse, which directly leads to a great reduction in the training effect.
Suggestion: targeted training, don't let people who have no necessary relationship participate.
Fourth, the company's employees are all out, and the training has become a criticism meeting.
Once the company held a training meeting, and all employees of the company participated. The boss spoke first and told all the places where the company has not performed well recently. Then the vice principal said, and then the human resources minister said, the training turned into a criticism meeting, which made everyone nervous, and the result can be imagined.
Suggestion: Don't attack students' emotions during training.
Fifth, the boss told me what to do instead of the teacher's opinion.
I was doing team building training in a large feed enterprise, and my boss also participated in the training. He sat next to me and criticized the employees from time to time. Every time after class, he takes up a lot of time to lecture, so that the students don't leave any rest time. Many bosses like to talk, impose their opinions on employees, and always want to turn the talents of enterprises into slaves one day.
Suggestion: When training, the boss should learn to govern by doing nothing.
Six, a number of companies jointly trained, and excellent courses were greatly reduced.
I went to an enterprise for training in May. In order to save money, the boss found several companies to train together. Although they share the cost, the quality of employees in other companies is different from this company. It happens that training is experiential training. Halfway through the training, the boss regretted it and claimed that other companies were not allowed to participate in the training.
Suggestion: The development of one enterprise is different from that of another enterprise, so the course of mentality adjustment must not be held jointly.
Seven, there is no training survey, wasting students' time.
It is not safe to organize training immediately without in-depth investigation of trainees. For example, not all salespeople need sales skills in marketing, and not all production quality training needs all production employees. If you force some students who really don't need training or some employees who don't need it at all, it is disrespectful to the students and a waste of their time.
Of course, some employees will say they don't need it in order not to take part in the study. In this case, we should make an objective evaluation in performance management, so that those who want to make achievements in their work can naturally return to the learning classroom.
Suggestion: Do a detailed investigation before training.
Eight, hire teachers to do research, and have little practical management experience.
Some enterprises invited experts, consulting experts or professors from research institutions, but found that it was of little practical use after class.
Now many professors have left the market and gone to teach in enterprises, and they have done a great job. However, if there is no precipitation in the enterprise for ten years and eight years, it is still lack of depth to solve the actual problems of the enterprise.
Suggestion: Invite more research experts for high-end training, more professional managers for mid-end training and more expert motivators for low-end training.
Nine, complete the company's tasks and let go of training.
Many enterprises' training was made artificially at the beginning of the year. Every time everyone takes training as a form, the boss dare not give it up easily, because the training in the same industry is like this, for fear that employees will lose to other units if they don't train, so the actual effect of training is greatly reduced.
Suggestion: It is not easy to practice the Book of Changes.
Ten, there is no program after the training, wonderful training become memories.
Some enterprises carry out training in the form of training, and after the training, they enter intense work. After a long time, the feeling of training gradually faded, and finally they became inactive, and training became a response.
Suggestion: After the training, arrange various activities to implement the training content.
Part III: How to participate in high-quality training.
First, the development needs of performance management
Through performance management and evaluation, we can find the training needs of employees. For example, Xiao Wang in the office always makes mistakes in printing materials, which may be the reason why computer application technology needs training. In performance management, poor performance is often the content that needs training. So different departments may need the same training content, while other knowledge points may not be needed by everyone, even the same department.
The human resources department of an enterprise shall investigate and evaluate the training contents at least twice a year to ensure the scientific source of the training topics.
Second, make a reasonable training plan.
What should a reasonable training plan include?
It should include training purpose, training time, training theme, training content, participants, training place, training participating departments, training teachers and introduction, course background, training preparation, training expenses, training effect, training emergency handling methods, cooperation units, training failure measures, training contract samples, training contact information, training managers, training organization departments, examination time and graduation certificate samples.
Third, there are tricks to choose trainers.
An excellent trainer can't be evaluated by education background, study abroad experience, professional title and experience. We can choose from three aspects:
1. Ask professional questions: When choosing a trainer, find out several difficult professional questions in advance. You can ask or consult by telephone, interview, email, etc., so that you can roughly see the professional level of teachers.
2. Collect materials, including articles and CDs published by teachers, and choose teachers by reading their materials.
3, audition courses, generally an excellent teacher has many courses, then we can squeeze out an hour to audition, and basically understand the strength of the teacher.
Four, reasonable arrangement of trainees
The number of trainees is related to the following factors:
1. Course features: Generally, there are no more than 60 people in the sand table, which has strong requirements for experiential training. The requirements for lectures will be a little looser, and some tools may only need 30 people. If there are too many people, it will have a great impact on the course.
2. Students' quality: We try our best to train students at the same level together, otherwise sometimes some students dare not speak and express their opinions under the condition of strong communication and dialogue, which will directly affect the classroom effect.
3, according to the work situation, on the premise of training, but also to ensure the normal operation of the business.
Verb (abbreviation of verb) Pre-training education before training
Education before training is very important. Generally speaking, the effect of pre-training education is higher than that without pre-training education 10% or more. Pre-training education mainly includes the following contents:
Training discipline, training content introduction, training teacher introduction, training attitude, training assessment, training participation methods, training assessment and other contents, so that students have a basic understanding of training, it is important to encourage students' enthusiasm, and never ask everyone to participate by means of dead orders. Imagine the influence of an emotional student.
Sixth, trainees participate in curriculum development
In order to maximize the training effect, it is best for students to participate in the compilation of the course, at least to put forward their own opinions on the training outline, and not to leave the lecturer alone. If the training content is communicated in depth, the lecturer will further understand the situation of the enterprise and have a more flexible grasp of the practicality of the teaching content, which is an initiative to maximize the learning effect of the lecturer and students.
Seven, communicate with the trainer in detail the goals and needs.
Some enterprises communicate well with lecturers, but they only don't tell the lecturers the training objectives, while others dare not tell the lecturers the objectives, so that teachers can only speak according to their own feelings.
Eight, the time, place and environmental details are great.
The time, place and details of enterprise training are very serious matters and part of enterprise culture. If it is changed, it will affect the work arrangement of employees and produce distrust.
Nine, immediately after the lecture evaluation.
There are many advantages to evaluating immediately after class:
1. Evaluate the organizer's achievements.
2. Evaluate students' feelings.
3. Evaluate the teaching quality of lecturers.
Step 4 assess the environment
5. Evaluate practicality.
The evaluation should include the following contents: lecturer's teaching content, lecturer's teaching style, teaching materials, time arrangement, service, topic practicability, etc. There are no students' comments, no topics that I want to study again, and no list that recommends others to attend classes.
Curriculum evaluation is also an important basis for assessing the human resources department.
X. exams are required after training.
Just because some students don't pay attention when studying doesn't mean they don't need this skill or knowledge. Maybe they didn't realize it. In order to improve the training effect, students can be forced to study through exams, such as failing exams and deducting relevant bonuses, so that they can passively accept them.
Part IV: What must be done after training.
Post-training work is very important for training, mainly including the following contents:
I. Training evaluation and reflection
The contents of training evaluation and reflection mainly include
1. Is it appropriate to choose a training instructor? What is the reason?
2. Is the training topic appropriate? What is the reason?
3. Is the training time appropriate? What is the reason?
4. Is the training content reasonable? What is the reason?
5. What is the participation of students? What is the reason?
6. Is the service in place and why?
7. Is the practicality of knowledge reasonable? What is the reason?
8. Is the composition of the trainees appropriate? What is the reason?
9. Is the cost ratio appropriate? What is the reason?
And write an evaluation report in triplicate, one for the general manager, one for the human resources department and one for the announcement.
Second, the mobilization meeting after the training
Mentality training, just after training, employees are full of enthusiasm and positive emotions. At this time, the company should seize the opportunity to hold a mobilization meeting after the training, mainly from three aspects:
What am I like?
What do I want now?
What will I be in the future?
Discussing three issues and letting employees think deeply and communicate will play a good role in the training effect.
Third, sign the target responsibility book.
After a training, it is a good idea to sign a target responsibility letter with the relevant person in charge.
The contents of the target responsibility book mainly include:
Target person, target task, target responsibility, target return, supervisor, witness, date
In the content of the target responsibility book, we should pay attention to encouraging more, criticizing less, allowing failure and not affecting wages too much.
Fourth, lose no time in emotional contact.
After the training, the human resources department should seize the opportunity to set up class committees, liaison groups and other organizations, so that there will be more reasons for the arrangement of future activities, and at the same time issue certificates of completion, reward academic employees with good examination results and issue certificates.
Doing so can not only improve the sense of belonging and centripetal force, but also increase the feelings between students.
Verb (abbreviation of verb) is managed by borrowing training content.
Some training contents are the experience of lecturers for many years and can be directly applied to enterprise management. For example, once I gave a performance management class in Tianjin, and I made a demonstration of a performance management meeting on the spot. Some students went back and held a meeting as I said, which received a lot of results. Another time, when I was talking about Human Resource Management for Non-human Resource Managers, I demonstrated how to give a speech to unsuccessful candidates, which was quoted by many enterprises.
Six, the use of training means to deal with contradictions.
Sometimes a teacher's words may be recognized by many people. Once I gave training to a listed company in Singapore, I said: When two people have conflicts, one of them must come forward first. We told Shan not to move, but the man came over. Whenever there is a contradiction between employees in this enterprise, everyone always says: mountains cannot be crossed by people, and then, no matter how deep the contradiction is, it is easy to solve it.
Enterprises should be good at using these words to solve difficulties in their work.
Seven, timely contact with the trainer, to solve the follow-up practical problems.
The end of training does not mean the end of teacher service. There are still many problems in enterprises. Contact the trainer in time to discuss practical problems with the teacher. Because of training, trainers have a certain understanding of the enterprise, and it is very easy to solve many practical problems.
Eight, held a forum after the training.
Holding post-training seminars is a very common way, and the main contents are as follows:
Talk about feelings
Table attitude
look into the future
It is a meaningful activity to stimulate the potential of employees and promote their enthusiasm by setting goals.
Nine, regularly review the training knowledge.
Review knowledge regularly to prevent training from cooling down.
It can be held in the following forms:
1, blackboard newspaper: let everyone's thoughts return to the classroom through blackboard newspaper.
2, tabloid: through the tabloid content, send what the teacher said to everyone.
3. Teacher card: Remind students of the training content by sending teachers' greeting cards.
4. Summary: Summary is a fixed module, the main module is my application of training knowledge.
X. Conduct performance appraisal for employees after training.
After the training, it is the most critical part to evaluate the performance of the employees who participate in the study, because the fundamental purpose of our training is to achieve the goal and improve the employees. Only through performance evaluation can we see the real effect.
Of course, there are many ways to improve the training effect, but it must be remembered that form is as important as content. The above contents are some of Mr. Jia Changsong's views. Please criticize and correct me. Thank you.
Jia Changsong: A famous human resource management expert and trainer, and chairman of Beijing Liujunqiao Enterprise Consulting Center. Main training topics: human resource management, performance management and salary management. Training form: tool sand table training. Mr. Jia Changsong has conducted public classes and internal training for 300 colleges and universities, and is also a lecturer in CHRP distinguished professor and many colleges and universities.