What are the employee training methods?

Text inner link_click entity word" target="_blank"> Enterprise training methods The effect of enterprise training depends largely on the choice of training methods, at present, there are many kinds of enterprise training methods, different training methods have different characteristics, their own advantages and disadvantages. To choose the appropriate and effective training methods, you need to take into account the purpose of training, training content, the training object's own characteristics and the enterprise has the training resources and other factors. Below I will introduce the characteristics and scope of application of the eight methods commonly used in corporate training for your reference. Lecture method: belongs to the traditional mode of training, refers to the trainer through the language expression, systematically impart knowledge to the trainees, the trainees are expected to remember the important concepts and specific knowledge. Requirements The trainer should have a wealth of knowledge and experience; the lecture should be systematic, well-organized, focused, difficult to highlight; the language is clear, vivid and accurate; the use of boards when necessary; should be equipped with as much as possible the necessary multimedia equipment in order to enhance the effectiveness of the training; lecture should be retained for an appropriate period of time to allow the trainer and the trainees to communicate with each other, using the question and answer method to obtain the feedback of the trainees on the content of the lecture. Advantages Convenient to use, you can train many people at the same time, cost-effective; conducive to the systematic acceptance of new knowledge; easy to grasp and control the progress of learning; conducive to deepening the understanding of difficult content. Disadvantages: The learning effect is easily affected by the level of the trainer's teaching; because it is mainly a one-way information transfer, lacking the necessary communication and feedback between the teacher and the trainees, the learned knowledge is not easy to be consolidated, so it is often used in the training of some conceptual knowledge. Job rotation method: This is an on-the-job training method, which refers to letting the trainee change jobs within a predetermined period of time, so that he or she can gain work experience in different positions, generally mainly used for new employees. Nowadays, many enterprises use job rotation to train young managers who are new to the enterprise or future managers with management potential. Requirements When arranging job rotation for employees, it is necessary to consider the personal ability of the training target, as well as his needs, interests, attitudes and career preferences, so as to choose the job that is suitable for him; the length of job rotation depends on the learning ability and learning effect of the training target, instead of mechanically stipulating a certain period of time. Advantages Job rotation can enrich the working experience of the trainees; job rotation can identify the strengths and weaknesses of the trainees, and the enterprise can understand the expertise and interests of the trainees through job rotation, so as to better develop the strengths of the employees; job rotation can enhance the understanding of the trainees on the management of various departments, expand the knowledge of the employees, and lay the foundation for the trainees to complete the cross-departmental and cooperative tasks in the future. Disadvantages If employees stay in each rotating job for too short a period of time, the knowledge they learn will not be refined. Since this method encourages "generalization", it is suitable for the training of general line managers, but not for functional managers. Work guidance method or coaching/internship method This method involves an experienced technician or direct supervisor training the trainee on the job, or in the case of a single one-on-one on-site individual training, it is called "teacher-take-apprentice" training, which is commonly used in our enterprises. The task of the trainer in charge of instruction is to teach the trainee how to do it, make suggestions on how to do it well, and encourage the trainee. This method does not necessarily require a detailed and complete teaching plan, but attention should be paid to the main points of the training: first, the requirements of the key work areas; second, the principles and techniques of doing a good job; and third, the problems and mistakes to be avoided and prevented. This method is widely applied and can be used for grassroots production workers. Requirements Before the training, all the utensils should be prepared and set aside neatly; let each trainee see the demonstration clearly; the trainer explains the action or operation points while demonstrating the operation. After the demonstration, have each trainee repeat the exercise; give immediate feedback to each trainee on what he or she has tried. Advantages Usually forms a good relationship between the trainer and the trainee, which helps the work to be carried out; once the master is mobilized, promoted, or retires or resigns, the enterprise can have well-trained staff to take over. Disadvantages It is not easy to select qualified trainers or masters, some masters are worried about "bringing the apprentice starving masters" and are not willing to give their best. Therefore, coaches with strong communication skills, supervisory and instructional skills, and a broad mindset should be selected. ● Seminar method: According to the cost and the complexity of the program, it can be divided into two ways: general seminar and group discussion. Seminars are mostly based on presentations, and participants are allowed to communicate with the speakers in the middle or after the meeting, so the cost is generally higher. The group discussion method is less expensive. The purpose of the seminar method of training is to improve the ability to develop awareness, exchange of information and generate new knowledge. It is more suitable for the training of managers or for solving certain management problems that have a certain degree of difficulty. Requirements Clear objectives should be established for each discussion and each participant should be made aware of these objectives; the trainees should be made intrinsically interested in the issues under discussion and inspired to think actively; Advantages Emphasizes the active participation of the trainees, encourages them to think positively, take the initiative to ask questions and express their personal feelings, and helps to stimulate interest in learning; in the process of discussion, the information between the instructor and trainees, and trainees and trainees, can be Multi-directional transmission, knowledge and experience can be exchanged, inspired and complemented by each other, which is conducive to trainees' discovering their own shortcomings, broadening their minds, deepening their understanding of knowledge and promoting the improvement of their abilities. According to research, this method is particularly effective in improving trainees' sense of responsibility or changing their work attitude. Disadvantages The requirements for training instructors are high; the choice of discussion topics will directly affect the effectiveness of the training; the level of the trainees themselves will also affect the effectiveness of the training; and it is not conducive to the systematic mastery of knowledge and skills by the trainees. Audio-visual technology: It is the use of modern audio-visual technology (such as projectors, videos, TV, movies, computers and other tools) to train employees. Requirements: The purpose of the training should be clearly stated before broadcasting; appropriate audio-visual materials should be selected according to the topic of the lecture; the content of the broadcast should be used to express the feelings of each person or to discuss "how to apply it to work", and it is better to discuss the content while watching it in order to increase the understanding; after the discussion, the trainer must summarize the key points or tell the trainees how to apply it to their work in a specific way. After the discussion, the trainer must summarize or tell the trainees exactly how to apply it on the job. Advantages Because audio-visual training uses visual and auditory perception, it is intuitive and distinctive, so it gives a deeper impression than lectures or discussions; the teaching materials are vivid and give the trainees a sense of reality, so it is easier to arouse the trainees' interest and concern; audio-visual teaching materials can be used repeatedly, so it can be better adapted to the individual differences of the trainees and the requirements of different levels. Disadvantages The cost of audio-visual equipment and teaching materials is high and easily outdated; it is not too easy to choose suitable audio-visual teaching materials; trainees are in a passive position, with poor feedback and practice, and it can generally be used as an auxiliary means of training. ● Case study method: This refers to the training method that provides participants with written descriptions of how employees or organizations deal with difficult problems, and allows participants to analyze and evaluate the cases, and put forward suggestions and proposals for solving the problems. The case study method was introduced by the Harvard Graduate School of Management in the United States and is now widely used in the training of corporate managers (especially middle managers). The purpose is to train them to have good decision-making skills and to help them learn how to deal with all kinds of events in emergency situations. Requirements The case study method usually provides the training target with a case describing a complete business problem or organizational problem, the case should be authentic and cannot be fabricated; the case should be consistent with the training content, and the training target will form a group to complete the analysis of the case, make judgments, and put forward solutions to the problem. Subsequently, in the collective discussion to express their own group's views, while listening to the views of others. At the end of the discussion, the results of the discussion will be announced, and the instructor will guide and analyze the trainees until they reach a **** knowledge. Advantages Participation of students is strong, changing the passive acceptance of students into active participation; the improvement of the problem-solving ability of students into the knowledge transfer, which is conducive to enable students to participate in the solution of practical problems in the enterprise; the teaching method is vivid and specific, intuitive and easy to learn; easy to make the students to form the habit of active participation and learning from others. Disadvantages: The preparation of cases takes a long time, and the requirements for trainers and trainees are relatively high; the source of cases often can not meet the needs of training; ● Role-playing method: refers to a simulated work environment, the participants are designated to play a certain role, with the help of role play to understand the content of the role, simulation to deal with the work of business affairs, so as to improve the ability to deal with a variety of issues. This method is more suitable for training interpersonal skills such as attitude and demeanor. For example, learning and improving basic skills such as inquiries, telephone response, sales techniques, and business meetings. It is suitable for new employees, employees in job rotation and position promotion, and the main purpose is to adapt to the new position and new environment as soon as possible. Requirements The instructor prepares materials for the role-play as well as some necessary scenario tools to ensure that each matter represents the behavior taught in the training program. In order to motivate the morale of the performers, all the trainees should applaud and express their appreciation before the performance starts and after it is over. At the end of the performance, the instructor analyzes and comments on the problems of each demonstrator. The role-play method should be used in conjunction with the lecture method and the discussion method to produce better results. Advantages Strong participation of the trainees and sufficient interaction and communication between the trainees and the instructor can improve the enthusiasm of the trainees in training; the specific simulation environment and theme are conducive to enhancing the effect of training; through playing and observing the playing behavior of other trainees, various communication skills can be learned; through the guidance after the simulation, the trainees can recognize their own problems in time and make corrections. Disadvantages The effectiveness of the role-playing method mainly depends on the level of the trainer; the analysis of the problems in the role-playing is limited to individuals and is not universal; it is easy to influence the attitude of the trainees but not easy to influence their behavior. ● Internal computer network training method: This is a new type of computer network information training method, mainly refers to the enterprise through the intranet, the text, pictures and audio-visual files and other training materials on the Internet, forming an online library, online classroom for employees to learn the course. This way due to the large amount of information, new knowledge, new ideas to pass the advantage of obvious, more suitable for adult learning. Therefore, especially for strong enterprises favored, but also an inevitable trend in the development of training. Advantages Flexible use, in line with the new trend of decentralized learning, students can flexibly choose the learning progress, flexible choice of time and place of learning, flexible choice of learning content, saving the time and cost of centralized training of trainees; in the online training mode, the network is easy to modify the content of the network, and modify the content of the training, do not have to re-prepare teaching materials or other teaching tools, low-cost. The training content can be updated in time and at low cost; online training can make full use of a large number of resources on the network, such as sound, pictures and audio-visual files, to enhance the interest of classroom teaching, thus improving the learning efficiency of the trainees. Disadvantages Online training requires companies to establish a good network training system, which requires a lot of training funds; the method is mainly suitable for knowledge-based training, some skills such as interpersonal communication training is not applicable to online training methods. For the above various training methods, we can choose one or several kinds according to the need and use or cross-application. Due to the complexity of the personnel structure of electric power enterprises, a variety of internal types of work, technical requirements vary, corporate training is bound to be multi-level, multi-content, multi-form and multi-methods. This feature requires the training department in the development of training programs, we must really do according to the need to teach, according to the teaching materials, focus on effectiveness.