What are the main methods of employee training?

As the human capital investment of enterprises, the success or failure of training depends largely on the analysis of training needs. As the training demand analysis is the first link of the whole training management activity, it determines whether the training can aim at the correct goal, and then affects whether the targeted training courses can be designed and provided, so it plays a vital role in the effectiveness of the training. Without effective training demand analysis, the goal of enterprise training is inaccurate, and the lack of targeted training will lead to the failure of human capital investment and a lot of waste of resources. Nowadays, more and more attention has been paid to human capital investment. Although it is necessary for enterprises to increase investment in training, the premise is that effective training demand analysis must be carried out, otherwise the rationality of training expenditure cannot be proved. The most important reason for the poor training effect of some enterprises is the lack of effective training demand analysis.

However, as the key link of enterprise training management, the success of training demand analysis depends to a great extent on whether enterprise managers can master certain training demand analysis techniques. With the advent of information economy, training demand analysis technology is not only a skill that human resource managers need to master, but also a skill that line managers need to master, which is an obvious development trend. Facing the complicated and changeable market competition, enterprises increasingly need to rely on their own employees to quickly respond to the environment. Only through training can employees' abilities (including job skills, innovation ability, adaptability and innovation ability) be improved and the competitiveness of enterprises can be maintained continuously. On the one hand, the expansion of training content increases the difficulty of training demand analysis, which requires not only human resource managers but also line managers to participate in training demand analysis, so as to grasp the training needs of employees in time through the cooperation of the two; On the other hand, rapid response to environmental changes also requires methods and tools suitable for line managers and human resource managers (including human resource consultants) to quickly analyze training needs, so that they can make appropriate training arrangements in time.

The general training demand analysis technology starts with organizational analysis, job analysis and personnel analysis to find the performance gap. This systematic method is more suitable for human resources departments of large and medium-sized enterprises to conduct annual or medium-and long-term training demand analysis, but it is more complicated for line managers and is not suitable for enterprises to conduct short-term or timely training demand analysis. Therefore, in order to meet the needs of quick response and line managers' participation in training demand analysis, it is necessary to develop a feasible, simple and fast training demand analysis method. The rapid analysis method of employee training needs introduced in this paper is just to meet this demand.

First, the basic analysis framework of training demand analysis

Training demand analysis can use complex methods or simple methods. The simple method comes from the basic analysis framework of training demand analysis and can be summarized into three logical steps:

The first step is to find the performance gap. Where should the training demand analysis begin? Training theory holds that we should start with the performance gap: traditional theory holds that training is necessary because there is a gap between the performance standards required by enterprises and the actual performance of employees; According to the new theory, it should also include the gap between the employee's ability required by enterprise strategy or enterprise culture and the employee's actual ability, which leads to low efficiency and hinders the realization of enterprise goals. Only by finding out where the performance gap is, can we make clear the goal of improvement, and then determine whether we can eliminate the gap through training and improve the productivity of employees.

The second step is to find the reason for the gap. Finding the existence of performance gap does not mean that the training demand analysis has been completed, and the reasons for the gap must be found, because not all performance gaps can be eliminated through training. Some of the performance gap is due to the environment, technical equipment or incentive system, and some are due to the insurmountable personality characteristics of employees. Training is necessary only when employees lack knowledge, skills and attitudes due to insurmountable personality characteristics.

The third step is to determine the solution. By finding out the causes of the gap, we can judge whether we should use training methods or non-training methods to eliminate the gap. Enterprises sometimes adopt training methods, sometimes non-training methods and sometimes a combination of training and non-training according to the reasons for the gap, and everything is decided according to the analysis results of the reasons for the performance gap.

Second, the rapid analysis of employee training needs of the three steps and the corresponding tools

The basic analysis framework of training demand analysis points out that the method of training demand analysis can be summarized into three simple and quick steps. As long as you are equipped with certain analysis tools, you can get the necessary information and identify the actual meaning of the information, which can help managers complete the relevant analysis.

1. Methods and tools for finding performance gaps

First of all, getting information from line managers is one of the important ways. Because line managers are familiar with their subordinates, most of them

Understand the problems of subordinates' work performance, so as long as we provide certain tools, we can help them or get the information of performance gap through them, so as to identify which aspects have performance problems. The specific method is to use a blank list of training candidates, then fill in relevant information, and then determine the performance gap area from the relevant information. Questionnaires for finding performance gaps are a tool for obtaining information, which can help line managers and human resources managers find out who has performance problems, where the problems are, the nature and severity of the problems, etc. (see tool 1).

Second, the main points of work guidance training

Employment guidance training is an extremely effective on-the-job training method, because it can quickly train a large number of novices. The work fallback instruction lists all necessary steps in a job in an appropriate logical order, and lists the corresponding "points" next to each step. These steps explain what to do, and these points explain how to complete these steps and why. When using post guidance training, the training implementer should first explain and demonstrate the work content, then let the trainees practice, demonstrate the operation step by step, and correct the mistakes when necessary until the trainees can perform the work.

Work guidance training is very effective for trainees to complete a relatively single task, and its effectiveness comes down to providing trainees with extensive practical opportunities and getting useful feedback. This method is rarely used alone, and most of them need to be combined with other methods to get good results.

What are the main methods of employee training?

1, teaching methods

Traditional teacher-student training is convenient for enterprise managers to manage and control the whole process. Unidirectional conduction.

2. Audio-visual technology law

Train employees through projection, video engraving and video recording. This teaching method is more intuitive and the cost of purchasing teaching materials is higher. No interaction.

3. Discussion method

There are two ways to embody this training method. One is group discussion, which has low cost, fast grouping, multi-directional transmission and high employee participation. The second is the seminar. The topic of training knowledge is a special speech, which can be delivered in many directions, and the cost of inviting lecturers is higher. The similarity between them is helpful to consolidate knowledge and cultivate employees' communication ability and problem-solving ability.

4. Case study method

Providing employees with relevant background information and finding suitable solutions is low in cost, and can be effectively used for knowledge training and cultivating employees' communication skills and problem-solving skills.

5, role-playing method

Simulate and demonstrate real scenes, employees will be there and stimulate their ability and thinking.

6, network training method

The emerging computer network information training mode has a large investment. Because it is flexible to use and conforms to decentralized learning, it saves the time and cost of students' concentrated training. There is a large amount of information, and the advantages of new concept communication are obvious. For example, enterprise Huitong network training system.

How to carry out training

The training process is as follows:

(A) the determination of training objectives

Determining the training objectives will provide a clear direction for the training process. With the training goal, we can determine the specific content such as training object, content, time, teachers and methods, and evaluate the effect against this goal after training. After the overall training goal is determined, the training goal will be refined and become the specific goal at all levels. The more specific the goal, the stronger the maneuverability, and the more conducive to the realization of the overall goal.

(B) the choice of training content

Generally speaking, the training content includes three levels, namely knowledge training, skill training and quality training.

Knowledge training is the first level of enterprise training. Employees can acquire corresponding knowledge by listening to lectures or reading books. Knowledge training is conducive to understanding concepts and enhancing adaptability to the new environment. Skills training is the second level in enterprise training. Recruiting new employees, adopting new equipment and introducing new technologies all require skills training, because abstract knowledge training cannot adapt to specific operations immediately. Quality training is the highest level of enterprise training. High-quality employees will learn effectively and actively to achieve their goals even if they lack knowledge and skills in a short time.

What level of training content to choose is determined by the specific situation of different students. Generally speaking,

Managers prefer knowledge training and quality training, while general employees prefer knowledge training and skill training.

(3) Determination of training instructors

Training resources can be divided into internal resources and external resources. Internal resources include enterprise leaders and employees with special knowledge and skills, while external resources refer to professional trainers, public seminars or academic lectures. External resources and internal resources have their own advantages and disadvantages, which should be determined according to the training demand analysis and training content.

(4) Determination of training objectives

According to the training needs and training content, determine the training objectives. Pre-job training is to introduce new employees to corporate rules and regulations, corporate culture, job responsibilities and other content, so that they can quickly adapt to the environment. On-the-job training or off-the-job training can be provided for employees who are about to change jobs or can't adapt to their current positions.

(v) Selection of training dates

Usually, there are four situations that require training: new employees join the enterprise, employees are about to be promoted or rotated, and changes in the environment require constant training of old employees to meet the needs of development.

(vi) Selection of training methods

There are many methods of enterprise training, such as lectures, demonstrations, case studies, discussions, audio-visual and role-playing. Various training methods have their own advantages and disadvantages. In order to improve the quality of training and achieve the purpose of training, it is often necessary to combine various methods and use them flexibly.

(seven) the choice of training places and equipment

Training places include classrooms, conference rooms and workplaces. If skills training is the content, the most suitable place is the job site. Due to the particularity of the training content, many work equipment can not be put into the classroom or conference room. Training equipment includes teaching materials, models, slide projectors, etc. Different training contents and methods ultimately determine the training places and equipment.

Fifth, write the general steps of skill training guidance.

Common methods of technical personnel training

First, general teaching.

(1) operation introduction

1. Technical experts or experienced technicians will explain relevant knowledge.

2. Wide application range and low cost, which can increase students' practical knowledge.

3. One-way communication, students have fewer opportunities to participate in the discussion.

(ii) Scope of application

Enterprise and product knowledge, technical principles, mentality and professional quality training

Second, the work guidance

(1) operation introduction

1. The lecturer is appointed by the HR manager to give one-on-one guidance to the trainees.

2. Trainees learn and apply technology in the course of work.

(ii) Scope of application

Operating procedures, professional and technical skills training

Third, the security discussion

(1) operation introduction

1. The manager of production safety and information safety presided over the discussion, and the students participated in the discussion.

2. Two-way communication is conducive to mastering the importance of "safety" and related laws and regulations.

(ii) Scope of application

Safety production and operation standard training

Fourth, video and multimedia teaching

(1) operation introduction

1. Record the production process for students to study.

2. Indirect on-site teaching saves the time of teachers.

(ii) Scope of application

Operating standards and process training

Verb (abbreviation of verb) certification training

(1) operation introduction

1. Amateur learning mode, taking correspondence courses.

2. Take the exam after the training, and those who pass will get a certificate.

3. Avoid falling into a misunderstanding-just to get a certificate for training.

(ii) Scope of application

Professional skills training

What are the methods of technical training and guidance?

Common methods of technical personnel training

First, general teaching.

(1) operation introduction

1. Technical experts or experienced technicians will talk about relevant knowledge.

2. Wide application range and low cost, which can increase students' practical knowledge.

3. One-way communication, students have fewer opportunities to participate in the discussion.

(ii) Scope of application

Enterprise and product knowledge, technical principles, mentality and professional quality training

Second, the work guidance

(1) operation introduction

1. The lecturer is appointed by the HR manager to give one-on-one guidance to the trainees.

2. Trainees learn and apply technology in the course of work.

(ii) Scope of application

Operating procedures, professional and technical skills training

Third, the security discussion

(1) operation introduction

1. The manager of production safety and information safety presided over the discussion, and the students participated in the discussion.

2. Two-way communication is conducive to mastering the importance of "safety" and related laws and regulations.

(ii) Scope of application

Safety production and operation standard training

Fourth, video and multimedia teaching

(1) operation introduction

1. Record the production process for students to study.

2. Indirect on-site teaching saves the time of teachers.

(ii) Scope of application

Operating standards and process training

Verb (abbreviation of verb) certification training

(1) operation introduction

1. Amateur learning mode, taking correspondence courses.

2. Take the exam after the training, and those who pass will get a certificate.

3. Avoid falling into a misunderstanding-just to get a certificate for training.

(ii) Scope of application

Professional skills training

7. Basic procedures of employee training

1, organize new employee training.

2, the corresponding functions of professional and technical training.

3. The management of the company holds training on enterprise development, enterprise culture, functions and relationships of various departments from time to time.

Staff training can be divided into two types according to the content: staff skill training and staff quality training.

1, employee skill training: it is the job ability training for employees according to job requirements.

2. Staff quality training: it is the enterprise's requirement for staff quality, mainly including psychological quality, personal work attitude, work habits and other quality training.

(7) The steps of employment guidance training include extended reading.

Training methods

1, teaching methods

It belongs to the traditional training mode, and its advantage is that it is easy to use and the trainer can control it all the time. Disadvantages are one-way information transmission and poor feedback effect. It is often used for the training of some conceptual knowledge.

2. Audio-visual technology law

Train employees through modern audio-visual technology (such as projectors, DVDs, video recorders and other tools). The advantage is that it is intuitive and vivid by using visual and auditory perception methods. However, students' feedback and practice are poor, production and procurement costs are high, and they are easy to become outdated. It is mostly used for training content such as enterprise overview and skill transfer, and can also be used for conceptual knowledge training.

3. Discussion method

According to the complex procedures of cost and operation, it can be divided into two ways: general group discussion and seminar. Most seminars focus on special lectures, allowing students to communicate with the keynote speaker halfway or after the meeting.

Group discussion is characterized by multi-directional information exchange, high student participation and low cost. Most of them are used to consolidate knowledge and train students' ability to analyze and solve problems and interpersonal skills, but the application requires higher training teachers.

4. Case study method

By providing students with relevant background information, they can find a suitable solution. This method has low cost and good feedback effect, and can effectively cultivate students' ability to analyze and solve problems. In addition, training research shows that cases and discussions can also be used for knowledge training with better results.

5, role-playing method

The trainer plays a role in the works designed by the training teacher, and other students and the training teacher make appropriate comments after the students perform. Because of the multidirectional information transmission, good feedback effect, strong practicability and low cost, it is mostly used for the training of interpersonal skills.

6. Self-study method

This method is more suitable for learning general conceptual knowledge. Because adult learning has the characteristics of emphasizing experience and understanding, it is economical and practical to let students with certain learning ability and self-awareness learn, but this way also has the defect of poor supervision.

7. Interactive grouping method

Also known as sensitivity training. This method is mainly suitable for practical training and communication training of managers. Let students experience it personally in training activities and improve their ability to deal with interpersonal relationships. Its advantage is that it can obviously improve interpersonal relationship and communication ability, but its effect largely depends on the level of training teachers.

8, network training method

It is a new training method of computer network information, and the cost is high. However, due to the flexible use, it conforms to the new trend of decentralized learning and saves the time and cost of students' centralized training.

9, individual guidance method

The inheritance of mentoring is also called "mentoring", "apprentice system" and "individual guidance method". It is a system in which an experienced employee supports a less experienced person in personal development or career development.

10, scene recovery method

Scene restoration is a new way of employee training. The main way is to let new employees have a way to understand the cause and effect of things from multiple dimensions such as projects, tasks, customers and colleagues, and this way is "activity flow".

What steps do you need to do a good job in training?

The first step is to promote learning-this is a key step for Cheng Yuan to become a successful trainer, which includes how to implement the remaining seven steps.

The second step is to improve performance-determine the training objectives and ensure that you move in the right direction from the preparation stage of training.

The third step is to organize learning carefully-pay attention to the characteristics of adult learning and organizational learning to ensure that students get the maximum benefit from training.

Step four, make full preparations-prepare all the necessary materials. Organize them in the most suitable order to ensure that they can be used at any time.

Fifth, improve teaching efficiency-learn interpersonal communication skills to effectively teach training courses.

The sixth step is to mobilize students to participate-learn how to give full play to students' enthusiasm and master various methods for training.

Step 7: Get information feedback-master various methods to evaluate the success of training.

The eighth step is continuous improvement-to ensure that all kinds of knowledge and skills you need as a trainer are constantly updated and enriched.