The change of training concept not only refers to the change of high-level training concept, but also needs the change of the concept of trained employees.
On the one hand, change the high-level training concept. Business leaders need to pay attention to training. When deciding whether or not to participate in a certain training, they must make a detailed and in-depth investigation, make detailed training plans for various departments and positions according to the current situation, environment and development goals of the enterprise, and make personalized training plans for each employee according to their career design, so as to achieve clear training goals.
On the other hand, try to change the concept of training employees. Enterprise managers need to make employees realize that training is an important way for employees to acquire knowledge and improve their ability to use knowledge. Training can bring more development opportunities for employees, make employees realize from the bottom of their hearts that training is a real event related to their immediate interests, let employees establish a sense of urgency and stimulate their enthusiasm and motivation for learning.
Second, establish a qualified training system and management system.
The focus of enterprise training is to institutionalize the employee training plan, training scale, training purpose and direction, and bring employee training into the enterprise employment system.
Enterprises should carefully define the training plan and incorporate it into the overall planning of enterprise development, formulate a feasible annual training plan in time, and systematically arrange the training content, methods, teachers, courses, funds and time of employees. Establish employee training incentive mechanism, check the operation of various systems and mechanisms in time, and ensure the systematic, scientific and sustainable employee training plan.
Third, combine training with employee career development planning.
The purpose of establishing an enterprise training system centered on employees' career development is to combine the strategic objectives of the enterprise with the characteristics and training needs of employees at different stages of their career development, and to formulate a training development plan for employees in a targeted manner, so that the enterprise development goals can be linked and coordinated with the employees' personal development goals.
The development of employees is synchronized with training, or training is slightly ahead of career development. Through the analysis and evaluation of employees' abilities and values, the career goals acceptable to both parties are determined, and the career goals of employees are gradually realized through a series of measures such as training and job rotation.
Fourth, determine the training objectives.
Training objectives are the basis for guiding training work and the standard for measuring the effect of training work. The direct purpose of training is to improve the knowledge and skills of employees and change their attitudes. After that, the indirect purpose is to make the enterprise and employees form a consistent goal to maintain the sustainable development of the enterprise.
Fifth, accurately analyze the training needs.
The so-called "training needs" include organizational analysis, task analysis and personnel analysis. It is necessary to analyze the gap between the existing competence level of employees and the expected competence level of employees to achieve organizational goals through scientific investigation tools and data, and analyze the beneficial aspects of these gaps for training, and then determine the training content. Training needs analysis can help training managers determine who needs training and what needs training.