I. Introduction
Robert owen once said that spending money on improving the quality of labor force is the best investment for enterprise managers. The property management industry, known as sunrise industry, has shown more and more vitality after more than 20 years of development. In order to meet the needs of market economy development, the staff training of property management enterprises has become very important.
Second, the purpose and significance
(A) Staff training is the need for property management companies to participate in market competition.
In the final analysis, the competition of property management enterprises is the competition of talents. In addition to recruiting suitable talents from the market, a more effective way for property management enterprises is to improve the quality of existing employees through training to meet the needs of enterprises.
(B) Staff training is a way for managers of property management companies to motivate employees.
In today's society, learning and training have become an important means for many people to change their lives and environment. Almost everyone has the need and desire to learn. The rich learning atmosphere and effective learning policies in property management enterprises will be attractive enough for employees and conducive to the stability of the workforce. Far-sighted managers even regard learning and training as employee benefits, giving or rewarding employees.
(C) Staff training is the foundation of the modernization of property management enterprises.
After more than 20 years of development, the property management industry has changed from the traditional cooperative housing management to the market-oriented management based on entrusted management. This socialized and market-oriented management mode puts forward higher requirements for the quality of property management practitioners. Property management is not only a labor-intensive industry, but also needs a large number of excellent talents who are proficient in management to promote its development. Therefore, staff training is the basic link and reliable guarantee to realize the modernization of property management enterprises.
Three, the development of property management enterprise training regulations
Training is a long-term work of property management enterprises, and property management enterprises should formulate training regulations according to their own conditions to make training institutionalized and standardized. Training regulations mainly include the purpose and significance of training, the basic content of training, training methods, training classification, training organization and implementation, training supervision and management, training effect evaluation, etc.
Four, the content of property management enterprise training
Property management involves a lot of content and training is relatively complicated, but generally speaking, training can include three aspects.
(A) enterprise-related knowledge training
This kind of training is to make every employee have a comprehensive understanding of the company's history, present situation, future planning, management service concept, business scope, internal rules and regulations, human resource management, etc.
(B) property management basic knowledge training
This kind of training is mainly to make managers and operators familiar with and master the basic knowledge related to enterprise management and property management.
(3) Special skills training for property management practitioners
This kind of training is to improve the practical work skills of grass-roots managers and operators.
Verb (abbreviation of verb) property management enterprise training plan
(a) training needs analysis
1, the content of training demand analysis
Before making a training plan, we should first make a comprehensive analysis of the training needs of enterprises, mainly including three aspects.
(1) tissue analysis
Combined with the annual management development plan of enterprises, this paper analyzes what training enterprises and departments need to ensure the implementation of the plan.
(2) Task analysis
According to the work content of the enterprise, analyze what training individuals need to carry out to ensure the completion of the task.
⑶ Personal analysis
According to the present situation of enterprise human resources, analyze who needs training and what the specific content of training is.
2, the method of demand analysis
(1) questionnaire survey method
Send out a training demand questionnaire to the employees of the enterprise, so that the employees can make suggestions on what kind of training the enterprise should organize in combination with the development strategy of the enterprise. Let employees put forward training needs according to their own work tasks; Let employees put forward training needs according to their personal development. Questionnaire survey is a very common and effective method. This method can cultivate the enthusiasm of employees who care about learning, love learning and participate in learning. It is not only a training demand analysis method, but also an important content of corporate culture construction, which is more effective.
(2) Appointment interview method
Managers are selected from different management levels, different departments and different types of operators for interviews, and the overall training needs of the company are determined according to the information obtained from the interviews.
(3) Meeting survey method
Hold a training demand analysis meeting, so that participants can put forward training needs.
(4) Performance evaluation method
According to the daily work performance of employees, we can determine which aspects of employees have defects, so as to carry out targeted training and improve employees' working ability in these aspects.
5] Report review method
Conduct a comprehensive review according to the training demand reports provided by various departments to determine the required training content.
(2) Make a training plan. The purpose of the training plan is to define the objectives of the training work and make an overall plan for achieving these objectives; The training plan will be formulated layer by layer to coordinate and integrate various activities.
1, development program
According to the content of training demand analysis, combined with departmental training objectives and annual development plans, all departments of the enterprise make their own annual training plans, which are reported to the human resources management department of the enterprise, and then the human resources management department of the enterprise makes the training plan of the whole enterprise in combination with the annual development plan and the overall training objectives of the enterprise.
2, the plan content
In order to ensure the quality of training on time, the training plan should include five aspects: training objectives, curriculum, training methods, training control and training evaluation.
(1) culture target
Training objectives refer to the expected results achieved through training, including the training results required by individuals, departments and the whole enterprise. Training goal is the basis of making training plan, which determines a series of contents such as training courses and training methods. At the same time, training objectives are the basis of training evaluation and training evaluation. Therefore, the formulation of training objectives should be accurate, detailed and measurable.
⑵ Curriculum setting
Training courses include training course name, training time, training place, introduction of trainers, training requirements of training courses and so on. Clear training requirements help employees to prepare and pay attention to the training content in advance, which is conducive to improving the training effect.
(3) Training methods
According to different training contents and training objects, different training methods can be adopted. Commonly used training methods include lectures, apprenticeships, island discussions, role-playing, management games, observation examples and so on.
① Teaching methods
Teaching methods are the most commonly used. A teaching method is usually to let the teacher impart some knowledge directly to the students. The advantages of this method are saving money, teaching many subjects, facing many students at the same time and benefiting many students at the same time.
② Apprenticeship
Apprenticeship is the oldest teaching method, but it is still the most commonly used method for enterprises to train new people. It is characterized by an experienced master who is responsible for helping one or several new employees to improve their work skills through a series of processes such as teaching, demonstration, practice, inspection and feedback. Apprenticeship system is more suitable for technical work such as security, greening, cleaning and maintenance in property management practice.
③ Island discussion method
In groups of 5-7 people, employees discuss specific topics or themes around a round table (also known as an "island"). Instruct teachers to control the time and progress of training. Every employee is free to express his opinions, but he is not allowed to refute others' opinions. The tutor writes everyone's opinions on the blackboard and encourages employees to say newer or weirder ideas. When everyone has finished all their ideas, under the guidance of the instructor, the employees evaluate each opinion and finally choose the answer that everyone is satisfied with. This small island discussion is an effective way to guide employees to solve management problems themselves.
④ Role-playing method
Role-playing method is to let trainees imagine that they are a role of the company and solve problems accordingly. This method can make trainees analyze and solve problems in an immersive way, which is very helpful for employees to improve their work skills and change their work habits. For example, let employees play the role of owners to provide corresponding services and improve their service awareness; Only when employees with bad work habits change roles with their superiors can they change their work habits.
⑤ management games method.
This method integrates education into the game, and lets students understand the management ideas by completing the exquisite game designed in advance. For example, organize employees to debate controversial property management events and raise awareness in the debate.
⑥ observation and example method
By organizing on-the-spot investigation, the relevant materials and information are displayed to students by using TV sets, video recorders, slide projectors, tape recorders, projectors and other equipment, so that employees can learn experience, find problems and improve their work.
3. Training control
The purpose of training control is to monitor the training activities to ensure that the training activities are carried out as planned and correct the deviation in the training process. Training attendance system and teacher evaluation system can be adopted. Employees can also be assessed at the end of each training, and the assessment results can be included in the performance appraisal and linked to the treatment of employees.
4. Training evaluation
After each training, we can evaluate the training effect through the employee's training report and employee's performance, so as to take better training measures in future training.
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