Enterprise training form

Introduction: Understanding training In a narrow sense, classroom teaching is training. There are many forms of generalized training, and different forms are suitable for different individuals. The following is the form of enterprise training I brought to you, hoping to help you.

Different problems have different effects and costs. As shown in the following table:

The first type: internal training by foreign teachers.

Enterprises generally hire teachers with actual combat experience from outside for internal training. The advantage of this is that it can be tailored to the urgent problems that affect the company's performance. "Stones from other mountains can attack jade". External teachers can bring new ideas and methods to enterprises to solve problems. Moreover, the form of internal training can discuss the confidential and sensitive issues of enterprises, which has strong interactivity, high training intensity and rapid skill improvement, and is increasingly welcomed by enterprises at present. "Foreign monks can recite scriptures", and some business leaders "borrow" external lecturers to convey their sensitive ideas, which will have different effects.

Generally speaking, the training with more than 10 people has the best cost performance. The key to the success or failure of enterprise internal training lies in the actual combat experience and teaching skills of lecturers. The problem is that the current training market is mixed, and it is difficult to distinguish between true and false. How to find the real owner? The author will discuss this issue separately.

The second type: an open class of enterprise management outside the company.

Once upon a time, some business management consulting companies launched' open classes' for the majority of enterprises, and the scene was extremely hot, but now it is gradually declining. The main reason is that the actual effect is not ideal, because it is impossible to discuss confidential issues involving your enterprise in public classes, and only general issues can be discussed. As a result, what the teacher said seems to have something to do with you, maybe it has more to do with the people next to you, but it has little to do with everyone.

Of course, there are also some lecturers who are conscientious and responsible to their students. They tried to turn the tide and reverse the grandiose style of the current open class.

The third type: training teachers in the company.

One way is to set up a full-time internal trainer in the personnel training department of the enterprise. Full-time internal trainers go outside to listen to various open classes, and then return to the enterprise to "impart" the knowledge they have learned to internal personnel. This seems to save money, but there will be the following problems: first, as mentioned above, the quality of courses open to the outside world cannot be guaranteed at present, and the "information source" itself has problems; Secondly, full-time trainers in enterprises often do not have all-round profound knowledge and practical experience in marketing, sales, customer service and management. Can you really understand all aspects by listening to the open class? Can returning to "transfer school" correctly answer students' practical questions? Isn't its authority questioned and challenged? In fact, after two "discounts", the loss rate of "information dissemination channels" may exceed 60%. Generally speaking, it is practical to use full-time trainers of enterprises to explain the professional knowledge of product solutions or specific courses with practical experience.

Another way is to find an expert or authority in a certain field to be a temporary lecturer in the enterprise. In this way, we should pay attention to the following problems: first, we must ensure that the internal expert authority takes the internal courses seriously, spends enough time and energy, and has enough internal motivation to prepare and implement this "extra" work; Second, the authority of experts should be experts in textbook compilation, teaching tools, examination forms, case selection and teaching skills. If this can be done, of course, internal experts are a better choice. This is very important in companies like Hewlett-Packard and Compaq.

Training and selecting suitable internal experts as part-time lecturers has achieved good results.

The fourth type: MBA, university courses, etc.

At present, there are many and various. University professors generally have time to study cutting-edge theories and knowledge comprehensively and systematically. "Academic" professors sometimes reject "practical" lecturers very much, so most of the content is taught by "academic" professors. There are practical considerations of cost behind this phenomenon. Of course, some MBA classes will also pay some well-known corporate figures to "be guests" and enrich their appearances. But the actual effect is similar to that of an open class.

If you want to gain systematic theoretical knowledge and need a diploma to prove yourself, then taking MBA and university courses is a better choice.

Fifth, online learning and multimedia courses.

Suitable for people with self-consciousness, self-control and good understanding. Professor david kolb of Massachusetts Institute of Technology divides people's learning styles into four types (AC, CE, RO, AE), among which AC-type people are more suitable for online learning. About the detailed introduction of Kolb's four learning styles, I will discuss them separately.

At present, there are a variety of course packages to choose from online, and the prices are relatively cheap.

Sixth: Reading.

Although it is not interactive, it can be learned anytime and anywhere with the lowest direct cost. It takes some time to find a suitable book in the vast sea of books. You can narrow your search by introducing your boss, colleagues or friends, joining Bertelsmann and other reading clubs and online reading forums. It is worth noting that you must read as many original works as possible. In addition, if you always look at the introduction of second-hand and third-hand works, you will eat an economic fast food on the surface, but in fact you will lose the essence. "Eating steamed bread chewed by others, the more you chew, the less you taste".

Seventh: study at work.

On-the-job training is a learning method strongly advocated by foreign companies. This is the only way for everyone to succeed in their career. For any theoretical study and classroom teaching, only by applying it in practice can we have a personal experience, go deep into the bone marrow and turn it into a conscious habit. When employees encounter problems at work, they can immediately ask others for advice or find information to learn. After a period of depression and hard work, I finally solved the problem and became my own experience accumulation. On the other hand, managers can exercise their subordinates' specific abilities by consciously giving them some challenging jobs. For example, our common grass-roots exercise falls into this category. By working abroad for a short time, foreign companies make middle and senior managers have a deeper understanding of the characteristics of cross-cultural communication and the importance of cross-cultural management. By appointing temporary cross-departmental projects (such as six sigma quality improvement), the ability of middle managers to communicate and manage projects across departments can be improved.

Eighth: internal "mentor" counseling

The daily tutoring of internal "tutors" is the most important training form among all training forms. No matter how busy managers are, they can't shirk their responsibility of tutoring their subordinates. For new employees, even things that seem simple to the leaders may need your repeated instruction. When problems are found, they should be corrected immediately "on the spot". The longer the delay time, the worse the correction effect. Sometimes, a heart-to-heart conversation at lunch is better than formal training. Corporate culture, values and employee loyalty are all accomplished in subtle daily counseling. The manager's daily counseling accounts for most of the employees' learning progress.

In foreign companies, another form is often adopted, that is, the "mentor" system outside the immediate superior. Because you are not a direct supervisor, you can talk about many sensitive topics. Mentors get their own leadership training, educate others' psychological satisfaction and real extra income; "Students" get "one-on-one" and "hands-on" counseling and real ability improvement. In domestic enterprises, considering the factional struggle, you can choose "mentors" within the scope where there is no conflict of interest between departments and individuals.

The above eight forms have their own advantages. An enterprising employee will make full use of various opportunities and forms to enrich himself; A learning organization should choose different training forms flexibly according to local conditions to reduce costs and increase benefits. To make a good training and study plan, with the spirit of perseverance, you can go to Wan Li Road in March, and a trickle can merge into rivers and seas.

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