Conceptually speaking, training is an organized behavior of knowledge transfer, skill transfer, standard transfer, information transfer, belief transfer and management exhortation. Through certain educational and training technical means, employees can achieve the expected improvement goals.

Training is the effective development of the existing human resources of enterprises, including the development of the intelligence and skills of personnel, mobilizing the enthusiasm of personnel, enhancing organizational cohesion, and providing basic support for the rational allocation of human resources in the future development stage of enterprises.

Importance and function of training

In developed countries, most enterprises have a set of strict training measures and have invested a lot of money in it. Why are you doing this?

Because training is productivity. According to the monitoring of authoritative organizations in the United States, the return rate of training is generally around 33%. For example, Motorola provides at least 40 hours of training for all employees every year. The survey shows that for every $65,438 +0 training fee, Motorola can achieve a production benefit of $40 in three years. UPS, the world's largest parcel delivery company, believes that its most valuable asset is loyal and capable employees. Employees' job commitment can be realized through two long-standing company policies, one of which is training. Therefore, training can not only improve the skills and level of employees, but also enhance their sense of security and belonging to the enterprise and cultivate stronger loyalty.

At the same time, on the one hand, training is an enterprise behavior, on the other hand, the state has explicit provisions and requirements. In the eighth chapter of People's Republic of China (PRC) Labor Law, there is a separate chapter on vocational training. Article 68 clearly stipulates that the employing unit shall establish a vocational training system, draw and use vocational training funds in accordance with state regulations, and conduct vocational training for workers in a planned way according to the actual situation of the unit.

The role of training has at least the following three points:

First, improve the working methods of managers or employees through training, improve their working ability, and realize the benign development of fast, abundant and good talents;

The second is to adjust the gap or contradiction between the responsibilities and requirements of developers and posts through training, so as to realize the benign interaction and growth between employees and posts;

Third, training is a powerful means to improve employees' enthusiasm, transfer and cultivate organizational culture.

Systematic training

With the recognition of the importance of training by enterprises and the whole society, the demand market for all kinds of academic education, computer application and language skills training, management training and production training is growing, and all kinds of training institutions are booming like mushrooms after rain. But I often hear managers complain that employees are not motivated. What should I do? ,? The training cost a lot of money, and the effect was average? .

In fact, there are not many managers who know and are good at training. In some people's minds, inviting some well-known professors and scholars to give lectures in enterprises or attend various expensive lectures in society is all training.

Enterprise training is an important part of human resources investment. The ultimate goal is to improve the skills, quality and concept of employees, and then improve the performance level and work attitude, and create more value for enterprises. However, improper training operation not only fails to meet the basic requirements of improving the quality of employees, but also wastes manpower, time and money greatly. From this perspective, training is a comprehensive and systematic work. If the pre-training content does not match well with the business objectives, needs and training objects of the enterprise, the training effect will be difficult to guarantee, and there will be a phenomenon of lively training and little training effect.

We should do research before the training begins. One is to see what kind of training managers and employees want most or what problems need to be solved, and the other is to choose training lecturers or training institutions. It is wrong for top managers to improve their management knowledge, but you let them participate in skills training. Employees are unfamiliar with business processes, so we can choose internal training instead of inviting foreign teachers to do marketing training.

Second, make a training plan on the basis of investigation. Through the above investigation and analysis, we will know what knowledge enterprises need to train employees most at present, and make targeted training plans for existing problems.

The third is to pay attention to the reaction of the participants in the training and evaluate the effect of the learners. If it is skill training, it can be tested by exams; If it is the training of marketing skills, it can only be observed through the change of performance. Summarize the training situation in time and actively provide experience for the effective development of training in the future.

Therefore, scientific and systematic training can not only save manpower, material resources, financial resources and time of enterprises, but also achieve the purpose of improving management level and efficiency.

Selection of training methods

Many enterprises have found that the quality of employees determines the effectiveness of these weapons after fighting for products, brands, exhibition halls, advertisements, prices and relationships, so everyone began to invite lecturers to train employees. What can be done to improve the training effect?

The effect of training depends on the comprehensive consideration and selection of training content and training methods, and is related to the business objectives, training targets, practical problems and enterprise needs. Considering the requirements between these aspects, the effect of training will be well guaranteed.

If training is closely related to the following four elements, the effect of training will be guaranteed.

First, enterprise training should fully consider the business objectives of enterprises.

The second is to organically combine the training purpose of training employees with the training content. For example, when training senior managers, it is mainly to update and upgrade business concepts and thinking, while when training middle managers, it is mainly to emphasize how to authorize, implement and communicate in the work. Focus on quality management and operational skills training for grass-roots employees, especially production workers; For marketers, focus on training related business knowledge such as marketing skills.

The third is to combine the interest of training with the practicality of trainer's work.

Fourth, pay attention to the preparation of training plan. A good training plan is the key to realize the above three points.

Training can be divided into internal training and external training according to the identity of the training teacher; As far as training forms are concerned, there are eight training methods, which are briefly described as follows:

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

The second is the audio-visual technology method: training 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 mode: According to the complicated procedures of cost and operation, it can be divided into general group discussion and special discussion. Most seminars focus on special lectures, allowing students to communicate with the keynote speaker halfway or after the meeting. The advantage is that information can be transmitted in multiple directions. Compared with the teaching method, the feedback effect is better, but the cost is higher. 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.

Fourth, case study method: by providing the trainees with relevant background information, let them 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, recent training research shows that cases and discussions can also be used for knowledge training with better results.

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 for students with certain learning ability and consciousness to learn by themselves, but this method has the defect of poor supervision.

7. Interactive group method: it is mainly suitable for interpersonal relationship 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.

Eight, network training method: it is a new computer network information training method, with a large investment. 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. This method is rich in information and has obvious advantages in transmitting new knowledge and new ideas, which is more suitable for adult learning. This is the new trend of training development.

In a word, systematic and scientific training is not only the basic work of human resource management and development, but also an effective means of sustainable development and competitiveness enhancement. Training is constantly applied in the work, expanding ability, updating ideas, and at the same time, deepening training, promoting management and improving efficiency are achieved in the sustainable development of enterprises.

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