The first is to impart knowledge: to impart experience and knowledge.
Value lies in imparting experience and knowledge.
The second is to give the system: common sense of the system.
The value of training lecturers is to give the system, help students sort out their experience, and combine the lecturer's system with the students' experience.
The third is the idea: the lecturer's idea.
Training lecturers to teach? Master? The viewpoint is inevitable, but what about the story? Master? In the future, we should combine our own experience and impart our own views. Whether this view is right or wrong in the eyes of students, at least, the lecturer gave students a different view and a different angle, which helped students broaden their horizons and expand their thinking.
The fourth is to give experience: to mobilize students to exchange experiences.
Therefore, in the process of training, excellent lecturers must not have the final say, but fully mobilize the students to participate and let them learn from each other. The lecturers gave their own opinions and comments on the problems discussed by the students. This can not only fully exchange students' experiences, but also absorb the views of lecturers and improve lecturers, so that teaching and learning can learn from each other. The specific teaching methods can be traditional methods such as group discussion, and can also be game experience and outdoor experience.
? Give knowledge? Test the theoretical level and knowledge of the lecturer; ? System? Test the logical thinking and overall thinking ability of the speaker; ? Give experience? Test the teaching skills of lecturers; ? Give an idea? Test the practical experience and summing-up ability of the lecturer.
Training planning
1 Plan the training system according to the company's development strategy.
think of a way
1 Design the post functions of key positions according to the company's operation mode.
2 Investigate the training needs.
3. Design the training theme according to the job function and the training needs of employees.
Specific steps
1 Collect relevant training materials by subject.
2 Combining the gap between the existing knowledge and skills of employees and the knowledge and skills that need to be achieved after training, the training materials and teaching plans are compiled.
Assist the lecturer to complete the teaching work in the course and make course records.
4. Complete the first-level evaluation of training effect and make statistics on the evaluation results.
Project course
1 Keep up with the new knowledge structure to get the latest training information.
2. According to the new information, modify and improve the original training courses.
Design various training forms and methods to teach training courses.
1 Flexible use of various training methods according to the content of training courses and the status of students.
Pay attention to students' reaction in the teaching process and adjust the course content and teaching methods in time.
Evaluation effect
1 Design the assessment content according to the course content.
2. According to the teaching content and students' characteristics, design a reasonable assessment method.
Design to evaluate the training effect from different latitudes in different time periods after training.
According to the feedback from students and their tutors, the teaching content is constantly revised and the teaching methods are optimized.
Classification of enterprise trainers
Domestic enterprise trainers are mainly divided into Shanghai school and academic school. Academic school refers to professors and teachers in universities. They have rich and perfect theoretical knowledge and a certain theoretical height, but they have no real practical experience in enterprise management. Shanghai style refers to having served as an executive in the world's top 500 or well-known enterprises for many years, with rich management experience and certain management opinions.