How can enterprises effectively promote the implementation of tutorial system?

Tutorial system is a traditional, effective and convenient training mode. This training method is the most effective, direct and concrete way to grow talents. Through this training mode, on the one hand, the master of important technical positions can inherit knowledge and skills, on the other hand, it can also quickly promote the growth of young employees. At the same time, this training mode has the following advantages: 1, enhancing the cohesion among employees and expanding the team of professional and technical personnel in enterprises; 2. Saving enterprise training cost is helpful to enterprise management innovation; 3. Avoid the contradiction between work and study brought by general training and make up for the lack of training divorced from production practice. 4. This training mode is also a quick and effective management method for enterprises to train employees to improve their business knowledge, skill level and comprehensive quality as soon as possible, which can get twice the result with half the effort in training employees and improving their skills. As a small-scale enterprise, it is best to choose a few positions or jobs that are easy to evaluate employees' skills and knowledge, such as general electric tongs welding, finance, marketing, etc., and it is not suitable to implement tutorial system for all positions, especially some positions or jobs with low technical content and simple working procedures, such as cleaners and porters, so it is difficult to identify or evaluate their knowledge and skills. First of all, in addition to a set of practical assessment methods and management systems, we should also grasp the following key points: (1), and choose a good master. (2) Choose a good apprentice. (3) Establish a scientific evaluation system. (4) Introduce an incentive mechanism in the post where the tutorial system is implemented. (5) Establish a mutually restrictive contract mechanism. (6) Improve the internal tutor system. (7), tracking, supervision and assessment should be timely and in place. A. choose a good teacher. We should choose employees with real high quality, high skills, good professional ethics and a high sense of responsibility to be teachers. B, choose the training object, that is, the apprentice. The selection of apprentices cannot be carried out in an all-round way, and it must be focused and selective. We should choose some employees with high cultural knowledge, strong learning ability and strong thirst for knowledge, hoping to improve their knowledge and skills and promote apprenticeship as soon as possible through the guidance of teachers. C. Establish a scientific evaluation system. For the jobs that have implemented the tutorial system, regular assessment and follow-up feedback must be conducted. It is necessary to establish a perfect examination method and examination question bank in combination with the actual situation of enterprises; In the assessment, not only the theoretical level of students, but also the practical skills of employees should be tested. At the same time, we should also pay attention to the evaluation of their comprehensive qualities such as ideology and morality. We should not only impart knowledge and skills, but also pay attention to educating people. Only in this way can we cultivate qualified talents that enterprises need. D, timely introduction of incentive mechanism in the tutorial system. Teachers have devoted some efforts, knowledge and skills while cultivating students. As an enterprise, we must give them a certain reward for cultivating students. On the one hand, it is a reward for their knowledge and skills, on the other hand, it is also a means to motivate them. This part can be used as an extra bonus. If the employees trained by the master meet the knowledge and skill standards stipulated by the enterprise, they should be rewarded vigorously. If the employees who meet the needs of the enterprise are not trained, the enterprise does not need to be rewarded, and the title of master can be cancelled. Generally, one to three years can be set as an assessment period, and the assessment period should not be too long. It is also necessary to establish an incentive mechanism for students. Students with good performance will be given cash rewards, job promotion and certain titles after assessment, and employees with unsatisfactory performance will be given appropriate punishment or demotion. Establish a mutually restrictive contract mechanism. Master and students must sign an agreement with each other, and master and students and enterprises must also sign an agreement to clarify the rights and obligations of both parties, the level of knowledge and skills taught by master and the level of knowledge and skills that students should master. At the same time, formulate detailed theoretical and practical skills assessment and scoring rules and standards. F. improve the internal guidance system. In this enterprise, we should constantly improve the system and process of internal teacher (master) evaluation and professional title award. Every year, the internal teachers (masters) of the enterprise are assessed, and the teachers who participate in the assessment are graded and awarded certificates and honors. Excellent tutors (masters) can give priority to job promotion, advanced selection, enterprise orientation training, welfare treatment, internal shareholding, etc. G, establish the necessary organization. For the daily management, assessment and supervision of teachers and students, as an enterprise, it is necessary to set up a leading group composed of human resources department, technology research and development department, the workshop or team where employees work, and it is best to have a vice president of the enterprise as a member of the leading group. The responsibility of the group is to supervise and inspect some problems in the implementation of teaching, coordinate the contradictions and differences between teaching and learning, organize assessment, develop test questions, select teachers and students, and put forward opinions and suggestions on rewards and punishments for teachers and students. When implementing the tutorial system, we must combine the actual characteristics of our own enterprises and remember to copy things from other enterprises. When there is no suitable teacher in your own enterprise, you can try to hire a teacher from outside, but you must do a good job of supervision and assessment, and you must make clear the responsibilities and obligations between teachers and students, as well as the goals that both teachers and students should have. You can try to implement mentoring, helping one, pairing and other forms, starting with employees who are willing to teach and learn, and then gradually promoting them, starting with jobs or positions that are easy to assess. Teachers must be carefully selected according to their technical characteristics, professional knowledge and teaching skills. For the selection of students, we should also pay attention to their personal knowledge level, cultural level and acceptance ability, and train them in stages. What kind of knowledge and skills should be achieved at each stage should be clear. The assessment of teachers and students should be timely, strict and in place.