The training specialist has been engaged in the training industry for six or seven years now. It's really hard to say. I seldom see the training specialists of several companies get promoted because their training work has been approved by their bosses. The reason is that they are not satisfied with their training work.

When it comes to training, many enterprises are caught in a strange circle. Leaders pay special attention to oral training, and the general meeting emphasizes the importance of talents and the urgency of training. But when it comes to the implementation stage of training, when applying for funds and occupying employees' working time, especially when there is conflict between training and other work, leaders often speak insincerely, and the priority of training work is put at the end. In this case, the training specialist is undoubtedly the most depressed. If you want to do a good job, there is no resource support and cooperation from other departments, but you can't explain it to your boss if you don't do it well. But the boss is the most forgetful. Speaking of results, as long as your work doesn't achieve his ideal results, he doesn't care how many grievances and good reasons you have. If you don't do well, you don't do well, and there is no result. Do you dare to say that the resources you applied for are invalid because the boss broke his promise?

In fact, an excellent training specialist is not only proficient in his own training business, but also will do his job well. More importantly, you can manage and influence your boss. A truly outstanding person can influence anyone to finish the work. As long as we grasp one thing, the company can get the greatest benefit by doing so. The most terrible thing I have encountered in recent years is that many training specialists are very upset because of the above reasons, but they don't take the initiative to change, just complain, and slowly many human resource managers and training specialists have become Xianglinsao.

According to my own experience, if training specialists are graded according to their influence and ability to provide work results, training specialists can even be divided into nine parts:

In the second stage, the training specialist basically works passively, and the leader designates the training theme and delineates the participants' participation scope. What the training specialist can do in the second stage is to find several training companies to compare the price, course quality and teacher level, conduct training communication, and then do some training preparations, such as venue service, teacher service and on-site training service.

On the basis of the second paragraph, the third-phase training specialist can not only inspect the purchased courses and provide good course services, but also actively communicate with the trainees before and after the training, and do a good job in the management and communication of the training site during the training process.

While doing the above work well, the four-level training specialist can provide trainees with training services before and after training, such as releasing and reminding the key points of the course after training, investigating and collecting the problems before the course, defining and communicating with the training company before the course, evaluating and managing the completion of the training course, etc.

Five-stage training experts do not need leaders to specify clear training topics. As long as the leader delineates a general range of personnel ability requirements, the five-stage training specialist can communicate with the training company and the training teacher himself, and make a preliminary training plan according to the range delineated by the leader and report it to the leader for approval. After the approval of the leader, the five-stage training specialist can immediately organize pre-training research, course design, pre-training counseling and pre-training management process formulation. And assist the instructor in training management and after-class tracking to ensure the training effect.

The six-stage training specialist can train himself as a training consultant while doing the above work. After each training course, they can help all departments to make their own training plans, quickly copy the training knowledge of external teachers, effectively spread it within the enterprise, and truly implement the training effect.

According to the training management process before, during and after training, the seven-stage training specialist formulates the training performance appreciation method, effectively coaches the trainees and truly implements the training performance. When necessary, under the guidance of the tutor, he can independently guide the students in the course and act as a learning consultant for the students.

Eight-stage training specialists can make an annual personnel capacity plan according to the company's strategic requirements and annual business plan, conduct a thorough investigation on the current situation of human resources according to the annual personnel capacity plan, analyze the personnel's competence, and make a targeted capacity training plan according to the gap between the existing personnel's competence status and competence standards. At the beginning of the year, they communicated with leaders and applied for resource support. After receiving the support of the leaders, we will organize training, coaching, coaching, rotation training, benchmarking, mentoring training, self-study and other forms of training in an orderly manner throughout the year, and implement the training effect according to the process, directly linking the training with the overall performance of the enterprise, and the training specialist will become the performance improvement assistant and even coach of the leaders and departments, truly changing the training work from passive to active.

Jiu Duan Training Specialist is not only a master of training organization and operation, but also a master of training management. On the basis of the above work, he can clarify the training process and training management system, make the training standardized, reproducible and establish contact with the enterprise performance appraisal system, and realize the systematization, effectiveness and standardization of the training work.

Training specialists can only be regarded as the boss's right-hand man, the boss's performance assistant and the coaches of all departments of the enterprise if they reach the nine-level level, and then they can truly gain the boss's recognition and respect from their colleagues. If you are still complaining about your untimely birth and the inhumanity entrusted to you, it is better to review how many paragraphs you have done in your work.