Training demand management is also a continuous cycle process. The goal of this circular process is to continuously improve the value of enterprise human capital through training, realize the matching between personnel and positions, and improve the utilization efficiency of enterprise human resources.
In this process, a systematic tool is also needed to record and manage relevant employee competency data.
Why do some people say that management is a science (although management is also an art, it is a higher level of management after all)? Science must have inviolable laws and rules, otherwise this theory cannot be called science.
Tan Xiaofang, a well-known enterprise management expert, believes that enterprise management is a highly practical science, but if you violate the objective laws of enterprise management, for example, you ignore the interests of employees who are the main body of enterprise development, or ignore the interests of partners and suppliers, your enterprise will definitely fail to develop and die. This is the law.
As for how to follow this rule, each enterprise may be different when you deal with it concretely, but you can't ignore their existence, otherwise you will suffer.
Why do I emphasize the combination of theory and practice? It is because theory cannot be divorced from reality.
No matter how good the theory is, it is useless if it is divorced from reality; A method without theoretical support can only be regarded as experience.
In addition, when I first started consulting in the enterprise, in order to ensure the progress of the project, I asked the enterprise personnel to do it according to my method.
But they won't do that. They said they didn't know why, so we stopped doing it.
After consulting for half a year, they invited me to be an expert. All aspects of enterprise management are involved. I have to think and answer. A year later, when I did the consulting project again, I was handy. Second, write some articles about my management experience when you are free.
2. All-staff training can easily reduce the discipline of the training course, because some people and positions can't guarantee that their mobile phones are turned off during the training process. So in the course of class, they will go out to make a phone call, whisper for a while in class, and then ask the boss to go out and sign. I didn't learn well as a result, which affected my work.
3. The biggest problem of all-staff training is that the training is invalid, because this topic has no time for some employees, and these employees cannot attend classes with peace of mind. That's understandable. What you think is good, he doesn't need it, it's bad, so many students sit there in pain, which makes the teacher very sad.
Compared with training at home and abroad, the training cost in China market is relatively low at present. Most of the money is earned by training lecturers in individual enterprises, and their salary may be higher than that of a CEO.
The main reason for this phenomenon is that everyone embodies the value of training in a trainer, but ignores that a successful training should be completed by a team.
Some training companies in China are often like this: hire a teacher, then go to the bookstore to buy a book as a teaching material, and find a classroom to complete a training, no matter how many chapters are useful to customers, so they rely heavily on training lecturers.
Professional training institutions will generally give customers a training framework first, and the content will be formulated according to the specific needs and reality of customers.
Trainers are only part of the implementation here, and they are concerned with the cooperation of the whole training team.
No course is suitable for all companies, because courses should be formulated according to the actual situation of enterprises, the quality of personnel and the company's goals.
Similarly, the introduction of foreign courses should not be scripted.
At present, many domestic courses are relatively old, mainly academic courses, and training courses are very scarce.
As far as the popular MBA courses in China are concerned, foreign MBA courses are mainly used to improve personal quality, ability and thinking method; However, enterprise training is not aimed at individuals, but at the whole company, and is committed to improving the overall quality of enterprise teams.
The training system is mainly composed of three elements: training course, trainer and training process, and the most important thing is the training process.
Through the integration of training courses and trainers, through the understanding of customer needs, through the personalized customization of courses, through the evaluation and tracking of the effect after training, the maximum effect of training can be achieved.
Another significant difference between domestic enterprise training and foreign training is that domestic training is often for training, which is sudden and random.
The training of foreign excellent enterprises has strong planning and foresight.
How do excellent foreign companies do training? Basically, the purpose of their training is very clear, and the company also has certain ideas and operation methods. They hope to unify these contents through training, so that every employee of the company has a unified value direction.
Every year, they will have a relatively complete definition of the training plan. For example, this year, the overall sales staff will be improved in consulting sales and customer relations will also be improved. These contents will be clearly listed in the enterprise training plan at the beginning of the year.
The situation of each enterprise is different. Before the training, we will have a detailed understanding of the current situation and existing problems of the enterprise, and come up with specific solutions to the problems that need to be solved urgently, instead of mechanically copying those academic and teaching things to the enterprise. Doing so can't achieve the goal of solving the problem, and it's not Brother Lan's wise style.
In recent years, I have been advocating practical training, aiming at the difference of the foothold or demand point of training services required by each enterprise, not sticking to the rigidity and dogma of the training system, designing different training contents through different training objects, using more cases, brainstorming and discussion, and mobilizing students' subjective initiative in many ways, such as teaching the steps, methods and skills of market development for grass-roots marketers and fully explaining marketing strategy formulation and organizational design for middle and high-level marketers.
The training method is different from that of ordinary university lecturers. They abandon the stereotyped training and require each course to be developed and adjusted according to the individual needs of enterprises and personnel for different enterprises and different people. This requires profound knowledge and practical experience, and has extraordinary ability of thinking, induction and summary.
After the management training, a case competition was held, and each project team actively applied the management theories and tools they had learned to summarize and show their achievements and gains. In terms of rewards, the winning team received a special budget for team activities.
Through careful planning, the budget originally used for training implementation was transferred to the promotion of the effect, which effectively guided the students to explore and show the actual effect spontaneously and broke through the bottleneck that the training was difficult to achieve results.
In the aspect of encouraging internal trainers, exchange formulas are set up, and internal trainers are graded according to teaching time and other indicators. These points can be redeemed regularly. In each exchange season, the human resources department will offer exquisite prizes, including paid holidays, clothing bags with company logo produced by world-renowned manufacturers and tickets for pop culture performances. The trainer with the highest score will also receive a crystal badge engraved with the trainer's name at the annual meeting. These incentives often make trainers pinch their fingers to prepare lessons.
Effectively use the theory of enterprise training evaluation to carry out multi-level and multi-mode evaluation.
According to kirkpatrick's four-level evaluation model, the evaluation should be gradually deepened in the reaction layer, learning layer, behavior layer and result layer, in which the reaction layer evaluation is that the training department evaluates the students' response to lecturers, training projects and training environment; The learning layer examines what students have learned in terms of knowledge, skills or attitudes; The behavior layer examines whether students can apply what they have learned after training and whether it has a positive impact on their work behavior; The result layer examines whether the trainees will ultimately benefit the enterprise through training.
Scientific and effective evaluation should be carried out step by step at multiple levels. From the four-level model, each of these four levels is very important and will have an impact on the next level. Each level has appropriate evaluation methods, including scale, questionnaire, examination, observation, 360 evaluation and so on. Appraisers should choose the appropriate method to evaluate according to the actual situation.
Finally, pay full attention to the training evaluation results and effectively apply them to practical work.
Many enterprises have done a lot of work in the evaluation, but only evaluated, and did not pay attention to and use the feedback information, making the evaluation a mere formality.
Apply the feedback results of training evaluation to the next training, and take the employees' responses and suggestions as the reference for the next training plan; In addition, by linking the training evaluation results with employees' own interests, we can better urge employees to treat training with a positive attitude, design different linking methods for different employees, and find the most important part to link with the evaluation, so that every training can achieve a win-win effect.