How to establish and optimize enterprise training system

With the further development of economy and the deepening of opening to the outside world after China's entry into WTO, enterprises are facing increasingly fierce competition from home and abroad in the process of survival and development. Enterprises gradually realize that only by constantly improving their core competitiveness can they occupy a place in the market. To enhance the core competitiveness of enterprises, it is necessary to improve the management level of enterprises themselves. Peter drucker said: The management of enterprises is ultimately the management of people. To improve people's management level, training is undoubtedly an indispensable method. Whether a company's training system is perfect and scientific determines the competitiveness of the company to a certain extent.

Second, the common problems in enterprise training?

Although many enterprises realize the importance of training, in many enterprises, training still does not play its due role. In the process of training implementation, there are also many problems, mainly in the following aspects:

(a) Limited attention to training?

According to the sampling survey results of some state-owned enterprises, only 5% of state-owned enterprises have strengthened their investment in human capital; About 20% of state-owned enterprises spend only 10 yuan ~ 30 yuan on education and training every year; 30% of enterprises only allocate a little training fee symbolically, and the annual per capita is below 10 yuan; Most other state-owned enterprises are loss-making enterprises and have stopped investing in human capital. In contrast, most foreign-funded enterprises have increased their investment in employee training, so that enterprises can maintain a strong competitive momentum through employee training. Obviously, the investment of state-owned enterprises in employee training is not enough.

(b) The training needs are unclear.

When determining the training needs, we usually formulate training topics or blindly pursue some novel training topics without analyzing the organization, personnel and tasks of the needs. Results After the training, employees' enthusiasm for participation was not high, and they felt that the training was a waste of time. Companies will also feel that training has not improved employees' performance.

(3) Lack of training plan?

The implementation of training in many enterprises is completely arranged according to the likes and dislikes of managers or the free time of various departments, and there is no scientific training plan and reasonable training schedule. Therefore, it is easy to form a fire-fighting training that treats the headache and the foot pain, and it cannot fundamentally solve the problems faced by enterprises.

(d) The training content is too single?

When many enterprises offer training courses, the training of employees' operating skills and implementation processes accounts for the vast majority, while the training of employees' thinking and management is less. As a result of this training mode, many technical talents have been trained, but there are no suitable management talents; At the same time, employees know little about the company's strategy and culture, and fail to keep the development goals of departments and individuals consistent with the company. ?

Insufficient implementation of training.

The training was not supported and cooperated by the line manager. In enterprises, many line managers do not realize the importance of training, but only treat it as the requirement of human resources department or training department, which makes training a mere formality and fails to achieve the effect of training. Finally, training and enterprise management have not formed a good circulation system. Training is only a separate work content, and it is not linked with employee performance, salary, assessment and career planning system, which leads to poor enthusiasm of employees to participate in training and high turnover rate of outstanding employees.

Third, establish a training system.

A survey on the current situation of "Worry-Free Future" talent training in 2006 showed that at least 97% of the valid questionnaires 1282 were dissatisfied with the company's training. 45.0 1% people think that they will get something after listening, but little after doing it. 75% employees have participated in training, but 60% employees think that there is no progress after training; 33.46% of the trainees are not satisfied with the training content, and think that many training programs are empty. This survey shows that although enterprises have a certain understanding of employee training, the actual effect is not ideal. [1] How to establish a scientific training system and optimize the training process in enterprises, I think we can start from the following points. ?

(A) improve the company's leaders and employees' understanding of the importance of training

To establish a scientific training system within the enterprise, we must first get the approval and support of the company leaders. Only with the strong support of middle and senior managers can the training system be established and the training implementation be put in place. To this end, training departments (such as human resources department, corporate culture department or training department, etc. ) We should fully communicate with middle and senior managers to make them realize the importance of training. At the same time, by reading excellent books, participating in foreign training courses and university business management courses (MBA, EMBA), leaders can establish modern business management thinking and support the company's management innovation. Secondly, gradually form a good cultural atmosphere within the company, so that ordinary employees can understand the importance of training and recognize the value of training. The training department can convey the spirit of establishing and optimizing the training system through preaching, document distribution and internal media publicity.

(2) Do a good job in the investigation and evaluation of training needs.

The investigation and evaluation of training needs is the basis for formulating and implementing training plans. In many domestic enterprises, there is no training demand and evaluation or just a general summary of the survey results, and there is no scientific evaluation and analysis. To do a good job in the investigation and evaluation of training needs, we should start from three levels. At the company level, it is necessary to clarify the development strategy and vision of the enterprise and clearly convey the strategic objectives and steps of the enterprise to all departments. At the departmental level, each department decomposes the company's strategic objectives and implements them in its own department.

In the process of realizing the strategy, we should make the training plan of our department through organizational analysis, personnel analysis and task analysis. At the employee level, according to the strategy of the company and the department, combined with personal situation, put forward the training needs of this position. After summarizing the requirements put forward by various departments, the training department analyzes the training requirements in combination with the company's strategy and departmental responsibilities, and forms the final training plan through communication with leaders and line managers.

(3) Determination and implementation of training plan?

After the training plan is determined, all departments should implement various trainings in strict accordance with the training plan. In China, several problems often appear in the process of training implementation. First, the training progress cannot be carried out as planned; Due to the increase of business volume, many business departments are busy, and in this case, training time is often cut off first. Second, the training funds will exceed the budget; Third, the training process is a mere formality; The root cause of these problems is the lack of understanding of training. Training is not placed in an important strategic position, so training time will be cut off first. In addition, unscientific training plan may also lead to training time conflict and training funds overrun. Therefore, only when making training plans, fully communicate with business departments and strengthen budget management. ? (4) Do a good job in evaluating the training effect?

Training effect evaluation is a link neglected by many enterprises, and there is no serious evaluation and summary in training implementation. In fact, the evaluation of training effect is very important, and it is the key link to measure the training effect. Training effect evaluation can adopt KirkpatrickModel four-level evaluation mode.

1, reflection grade; Real-time evaluation after training mainly includes the evaluation of training content, training conditions and lecturers, which reflects the psychological reaction of the trainees to the training and the attraction of the course, but it cannot reflect the actual effect of the training. ?

2. Acquisition level; Applicable theory and hard skill training: to some extent, it reflects the actual effect of training, but it does not reflect the attitude of trainees to training;

3. Behavior level; It is helpful to improve the training content to reflect the positive changes of trainees' work performance.

4. Performance level; Reflect the benefits and influence of training on the organization, which can best reflect the actual effect of training; To achieve performance appraisal, we need the active cooperation of business departments and financial departments.

5, according to the evaluation results, put forward suggestions for improving the training system and plan.

The core significance of training effect evaluation is to put forward suggestions for the continuous improvement of training system and training plan. Only by summarizing and analyzing the training implementation can we find out the problems, improve the existing system and perfect the next round of training plan. ?

Through the above five links, the training system is effectively controlled, and finally a benign training cycle diagram is formed.

Fourth, the optimization of the training system?

To establish a complete training system, we must organically combine training with other human resource management systems. Enterprises expect employees to provide good performance and employees expect enterprises to provide good wages and benefits; The author believes that training is also a kind of welfare provided by enterprises to employees, which is not only an effective way to improve employee performance, but also an effective way to improve enterprise cohesion and reduce the turnover rate of excellent employees.

Human resource management system mainly includes recruitment, training, performance, salary and welfare, and training is closely related to each system. To improve the overall competitiveness of the company, training must be effectively combined with these aspects. The author will elaborate from two angles.

Training of new employees

The training of new employees is the first opportunity for enterprises to fully display their history, development, culture, strength and strategy. Doing a good job in training new employees can improve employees' confidence in the enterprise and is also one of the driving forces for employees to work hard in the future. The author believes that a virtuous circle can be formed by training new employees and on-the-job training. ?

In order to achieve the ideal effect and avoid the process becoming a mere formality, training methods are particularly important. Traditional teaching methods are becoming more and more boring. Some enterprises have arranged special time. Spent a lot of money and invited experts to give lectures to employees, but the effect was not very good. How can new employees quickly adapt to the new working environment and give full play to their role? The practice of Korean companies is very worth learning. ?

1. Experience the development process of the company through deduction; Samsung has adopted a new way, called "Samsung Drama". In this activity, new employees will play senior leaders such as the former president of Samsung in turn and experience the history of Samsung personally.

2. Field training? Modern Mobius, a subsidiary of the Youth League, will organize new employees to conduct three-day mountain training in the mountainous areas along the east coast of South Korea. Members of each group should cooperate with each other. In these activities, one person's negligence may lead to the failure of the whole group, so we are required to unite and cooperate everywhere, so as to cultivate the team spirit of new employees.

3. Dismantle the products of the company; New employees of Hyundai Motor Group, whether technical department or management department, will actually participate in automobile assembly on the first production line of the factory, learn the basic knowledge about automobile structure in the company's research institute, and everyone will disassemble the main parts of the teaching car. Through this study, the new employees have a perceptual understanding of the characteristics and functions of most spare parts, and also have a certain understanding of the main models, laying a foundation for future work. [2]

(2) Training for old employees?

The training of old employees is actually the main part of a company's training. Training plays an important role in improving employees' ability, stimulating their potential and improving their performance. Many excellent enterprises attach great importance to training. For example, German enterprises generally attach great importance to employee training. Volkswagen has established many training points around the world, and they mainly carry out two aspects of training: first, let new employees become skilled technicians; The second is to let skilled technicians keep up with the world's advanced technology and constantly improve their knowledge and skills. Siemens is more meticulous in improving people's quality. They always pursue that "people's ability can be improved through education and continuous training", so they insist on "cultivating and bringing up talents by themselves". [3] For the training of on-the-job employees, many domestic enterprises are biased. If the training investment is too much, the enterprise will have to face the investment risk of the loss of training staff. [4] On the other hand, in the current labor market, supply exceeds demand, and enterprises can completely recruit the needed talents from the market, thinking that investment in training is an unnecessary waste. [5]

For these views, the author believes that enterprises must establish a complete and long-term training mechanism if they want to develop by leaps and bounds, rather than solving the urgent needs of talents through recruitment in the short term. In the early stage of development, enterprises can indeed solve their urgent needs by introducing talents, but in the long run, training is an important guarantee for the sustainable development of enterprises. Under the condition of market competition, enterprise training is by no means dispensable. World-renowned enterprises such as, General Electric, Samsung, etc. have been tirelessly training and achieved good results. The most fundamental thing is to fully understand and play the role of training. GE company trains more than 60 thousand senior managers every year; Siemens has more than 60 training centers around the world, and has established a multi-level training system, with an annual training fee of DM 800 million and an investment of DM 400 1) in the technical training center in Beijing. [6]

Therefore, the training system of an enterprise is essential. To really improve the training effect, I think we can consider the following aspects:

1, training should be combined with performance appraisal. The goal of training is to improve the performance of employees. If we deviate from this direction, training will lose its original meaning. When making the departmental training plan, the training plan should be combined with the key performance appraisal indicators (KPI) of the department, and training is an effective guarantee to achieve the key performance indicators.

2. Training should be combined with salary and benefits. The purpose of arranging employee training in enterprises is to improve the performance level of employees and the overall competitiveness of the company. Therefore, whether the training is completed as planned and whether the goal is achieved depends on the salary and benefits of the department and employees. Only in this way can employees be motivated to actively participate in training and strive to achieve training objectives.

3. Training should be combined with employees' career development. After employees improve their personal performance through training, so that the performance of departments and companies increases, the company should consider the career development of employees accordingly and provide promotion opportunities; At the same time, if employees still can't meet the performance requirements of the company through training, the company should also transfer and dismiss employees in time.

To sum up, the relationship between training and other systems can be simply shown in the following figure:

Training is one of the necessary systems for enterprises to improve their core competitiveness, and the quality of training is related to the development of individuals, departments and enterprises. Training is a long-term "investment project", and some training will not have immediate effect, so we can't look at the training of enterprises with the eyes of quick success and instant benefit. Jack, former CEO of General Electric? Welch said: the return on investment in training = unlimited! Therefore, every company leader, line manager and human resources department have the responsibility and obligation to improve and develop the training system of this enterprise.