Many business managers report that companies spend money on training, and sometimes they invest a lot, but they can't see the effect. So, how can enterprises train most effectively?

After investigation, we found that most of the reasons for the large investment and low output of enterprise training are that it has not done a good job in four aspects:

First, arouse the learning enthusiasm of employees. what's up Want me to learn? Or? I want to learn? The training effect will be very different. If you want to do it? I want to learn? First of all, we need the standardization of the system. We know that the ultimate goal of training is to produce performance, and performance comes from ability, so training should focus on skill improvement, which is also the main difference between training and education. In view of this, the company should first establish a clear and standardized performance appraisal system to prevent? Good job, bad job? And other phenomena, resulting in the external driving force of learning; Secondly, it is necessary to do a good job analysis, so that everyone can understand the requirements of their positions on personal abilities and their own shortcomings, and generate the internal driving force for learning.

The second is the training demand survey. Only through scientific and rigorous demand investigation can we decide who needs training, what training, what training methods, when training, how much training will cost, and so on. And many companies are? What's popular at present and what's training? ,? Training is one size fits all. Everyone attended the same training. ? Without a rigorous and scientific demand survey, training is blind.

The third is to choose the right trainer and training method. As we all know, training is divided into three aspects: attitude training, knowledge training and skill training. Different trainers and training skills should be selected for different levels of training. Well-known trainers are not necessarily good, and unknown trainers are definitely not good. ? What is suitable is the best? . In addition, different levels of training should choose different training methods.

For example, attitude training is better than heart-to-heart and experiential training; Knowledge training can be taught or recorded (of course, case or interactive is better); Only through interactive training can skills training achieve the best results. Next, let's look at the relationship among attitude training, knowledge training and skill training.

Attitude is the cornerstone.

Attitude is everything. Victory comes from the correct attitude, while failure often comes from the incorrect attitude. The same is true of training. Without a correct attitude, there can be no internal motivation to learn knowledge and skills.

Knowledge is the backbone.

With the right attitude, we can learn relevant knowledge, but without relevant knowledge, it will be very difficult to learn skills, so knowledge is the only way from attitude to skills.

Skill is the ultimate goal.

Only with the right attitude and enough knowledge can we acquire the corresponding skills, and we can't acquire higher skills without any of them.

It can be seen that if you want to train in knowledge, you need to train in attitude first; And if you want to carry out skills improvement training, you must go through: cultivate attitude? Teach knowledge? Three stages of ability training.

Many trainers do not train their attitudes first when training knowledge, so the training effect is often not ideal, and more trainers do not adjust their attitudes in the early stage when training skills, so it is difficult to achieve satisfactory results with the popularization of knowledge.

So, how to carry out attitude change training? Can we change people's attitudes in a short time? The answer is yes.

The available methods are: ① experiential training, ② heart-to-heart talk (listening to students' complaints) and ③ scenario simulation (avoiding preaching). The number is 20? 40 people is better.

Is it possible to increase the amount of knowledge in a short time? The answer is also yes. To expand everyone's knowledge in a short time through training, it is necessary to go through the pre-screening and screening of trainers, so that everyone can get a lot of necessary information in a limited time.

The training methods that can usually be adopted are: ① giving lectures; ② Case-based; (3) video, etc. , participants can be more or less.

How to carry out skills upgrading training? Many people often mistakenly think that training is to invite teachers to give lectures, without paying attention to the choice of training courses, trainers and training methods, which often leads to large training investment, low output and even ineffective training, which makes leaders dissatisfied and employees full of complaints. Interactive training is the best way to improve skills training, including: ① scenario simulation, ② actual combat simulation, ③ sand table simulation, etc. Because it is interactive teaching, the number of students in each class should not be too large, 20? 40 people is better. In particular, it should be noted that skill training cannot be taught like knowledge training, otherwise it will easily lead to low thinking. There are a lot of certificates, and you are stupid when you encounter problems? problem

The fourth is the follow-up training after training. Most enterprises rarely carry out follow-up training after training, and only a few enterprises carry out some training evaluation, which is one of the reasons for the poor training effect of many enterprises. We all know that one of the characteristics of adult learning is to forget quickly. If you don't transform the training results after training, you will soon forget what you have learned. Confucius once said? Just listen and you will soon forget; Look with your heart and you will remember; Do it yourself and get the news. ? This shows the importance of interactive training after training.

Therefore, in order to make the training more effective, enterprises should first mobilize the learning enthusiasm of employees; Secondly, it is necessary to conduct a scientific and rigorous training demand survey; Third, choose the appropriate trainers and training methods; Fourth, we must carry out training on the transformation of training results!

;