What are the classifications of enterprise training?

Abstract: Enterprise training refers to the planned and systematic training and training activities carried out by enterprises to improve the quality, ability, work performance and contribution to the organization. So, what are the classifications of enterprise training? How to do enterprise training? Let's take a look with Bian Xiao! What are the categories of enterprise training? How to do enterprise training?

Enterprise training classification

First, by mail

Human resource training, strategic management training, procurement training, production training, logistics training, equity incentive training, corporate culture training, business etiquette training, marketing training, sales training, employee professionalization training, responsibility system training, financial management system training, etc.

Second, according to the training method

1. Enterprise internal training: it is an enterprise course tailored by the training company according to the training needs of the enterprise, and the training time and place are fully flexible. Internal training is a common training scheme adopted by Fortune 500 companies, and more and more domestic companies are beginning to realize that enterprise training can usually meet their training and development needs. It can be divided into company training, department training, on-the-job training, self-study and out-of-town training.

Company training: Company-wide training organized by the company's training management department according to the overall training plan, such as GMP basic knowledge, pharmaceutical regulations, microbiology knowledge, 6S knowledge, QC activity knowledge, safety knowledge, etc.

Departmental training: all kinds of knowledge training organized by various departments according to the company's overall training plan, such as job responsibilities and job operation methods in our company's training;

On-the-job training: the training of employees' practical skills and mutual learning on the job.

Self-learning: employees actively re-learn professional knowledge and exercise operational skills.

2. Open enterprise classes: Open enterprise classes provide training services for enterprises or individuals to improve their work skills in the form of public lectures. The crowd suitable for open class training covers all walks of life, such as sales knowledge training for new recruits or senior CEO training with senior experience.

3. Online online training

Network training: the information revolution has had a profound impact on all fields of society. The development of society requires people to have an updated knowledge system and grasp the ever-changing times more quickly. However, the traditional education model obviously can't keep up with the pace of knowledge updating and information explosion. At the beginning of the century, education is developing towards "lifelong". As a natural carrier of information, the network will respond to the information trend through its unique function in the field of education.

Third, the enterprise training process

1, evaluation: tissue diagnosis. Diagnose the current situation and development stage of the company, find out the existing management problems, and what kind of competence managers at all levels should have in order to solve the existing management problems; At the same time, clear the company's development strategy and career planning. In order to complete the company's development strategy and career planning, what kind of competence should human resources have and how to improve it.

Management evaluation. Evaluate the management knowledge, skills and styles of managers at all levels, and form a personal trait report, including their personal strengths, strengths, weaknesses and shortcomings. Through various evaluation methods, managers can fully realize their own shortcomings and deficiencies, generate the internal driving force to actively participate in training to improve their own abilities, and change passive training into active training.

2. Planning: According to the training needs, design training courses, allocate teachers and make training plans. Establish a training course development system, and establish and integrate internal and external trainers.

3. Training: Establish an effect control system during the training.

4. Counseling/tracking: form various effective training transformation schemes and establish a training counseling/tracking system.

5. Management: apply what you have learned to management and establish a management application evaluation system.

6. Re-evaluation: After half a year or one year, evaluate the management knowledge, skills and styles of managers at all levels who have received training, and form a personal characteristic report again, including their personal strengths, weaknesses and deficiencies. Through various evaluation methods, managers can fully realize their own shortcomings after training, form a stronger driving force for training, constantly improve themselves and improve their abilities.

Fourth, the principles of enterprise training

1, system

Staff training is a comprehensive and all-round systematic project that runs through employees' career.

2. Institutionalization

Establish and improve the training management system, make the training routine and institutionalized, and ensure the implementation of the training work.

3. Initiative

Emphasize employee participation and interaction, and give full play to the enthusiasm and initiative of employees.

Step 4 diversify

To carry out employee training, we should fully consider the level and type of training objects, as well as the diversity of training contents and forms.

5. Efficiency

Staff training is a process in which manpower, financial resources and material resources are invested, and it is also a value-added process. Training should have output and return, and help to improve the overall performance of the company.

Five, how to do enterprise training?

1, operation demonstration method

A method widely used in pre-job training is suitable for jobs with more machinery. Operation demonstration method is a general method of professional skills training in departments. Generally, it is presided over by department managers or administrative personnel, with technical experts as trainers, and students are simply taught operation theory and technical specifications on the spot, and then standardized operation demonstration performances are carried out. Students imitate exercises repeatedly, and after a period of training, they gradually become proficient in the operation until they reach the standardized procedures and requirements and reach the level of ease of use. Instruct the trainer on the spot to correct the wrong performance in operation at any time. This method sometimes seems monotonous, and the trainer can combine other training methods alternately to enhance the training effect.

2. Thematic training method

According to the needs of enterprises, around the theme of training purpose, closely combined with the actual situation of enterprises, we will customize personalized training solutions for enterprises, solve specific problems by organizing and dispatching various training resources, meet the needs of enterprises, and provide more targeted and effective management training services for enterprises. According to the needs of enterprises, combined with the main problems existing in enterprises, theme training is designed to solve practical problems of enterprises, promote enterprises to carry out a series of actions, solve specific problems of enterprises and improve enterprise performance. Through systematic enterprise demand investigation, special training helps enterprises plan and promote the implementation of targeted topics, and guides enterprises to resolve contradictions, avoid risks, improve performance and solve problems.

3. Multimedia audio-visual method

A training method with TV, video recorder, slide projector, projector, tape recorder, movie projector and other audio-visual teaching equipment as the main training means. With the popularization and wide application of audio-visual materials, many enterprises have adopted audio-visual teaching method in foreign language training and achieved good results. In addition to foreign language training, qualified enterprises also use cameras to shoot their own training videos, and choose certain topics to write audio-visual teaching materials for training, such as business practice, operational procedures, manners and etiquette.

4. Online course learning methods

Suitable for people who are self-conscious, self-controlled and savvy, there are already a variety of course packages to choose from online, and the prices are relatively cheap.

5. Case study method

The difference between group discussion training and discussion training is that discussion is not only to solve problems, but to cultivate students' ability to analyze, judge and solve problems. In the analysis and debate of specific cases, students brainstorm and share collective experiences and opinions, which will help them to think and apply the benefits of training in future practical work and establish a systematic thinking mode. At the same time, students can also learn new knowledge and new principles about management in the workshop.

6, mentoring training method

Also known as on-site individual training, it emphasizes that one-on-one on-site individual training is a traditional training method. The practice is that students follow the experienced old workers closely and ask questions while watching to help them learn the working procedures. In the practice of enterprise training, this personalized training method of master with apprentice is still in use. However, the training department of an enterprise must effectively organize and guide the training of posts that adopt the apprenticeship training method to ensure that the training achieves good results.

7. Game training method

At present, the more advanced advanced training methods are aimed at higher-level managers in enterprises. Compared with case study method, management games method is more vivid and concrete. As a result of the case study method, trainees will make decisions more easily under the idealized conditions of artificial design. However, due to the design of the game, students will face more practical management contradictions in the decision-making process, and the possibility of success or failure of decision-making exists at the same time. Therefore, students need to actively participate in training, use relevant management theories and principles, decision-making power and judgment, analyze and study various encounters set in the game, and take necessary and effective measures to solve problems in order to win the game.

8, consulting training method

Consulting training is to find and solve problems. Consulting training accurately grasps the actual situation of the enterprise through comprehensive and in-depth interactive communication and management status survey, comprehensively analyzes the main problems and the essential reasons of the problems in the enterprise, and provides targeted systematic training programs. Through evaluation training, promotion training, case interactive training, follow-up counseling and system support, practical solutions are provided to solve practical problems of enterprises and promote the rapid development of enterprises.

9. Discussion method

The purpose of in-depth discussion on a certain topic is to solve some complicated problems, or to make multiple trainees communicate on a certain topic through discussion, so as to seek the consistency of ideas and viewpoints. When using discussion training, one or several lecturers must be the host of the seminar to plan and control the whole process of the seminar. Generally, the number of participants in discussion training is not more than 25, and it can also be divided into several groups for discussion. The effect of discussion training depends on the experience and skills of the trainers. The host of the seminar should be good at inspiring students to speak enthusiastically, guiding students to exert their imagination freely and increasing the participation in group training; It is also necessary to control the atmosphere of the seminar to prevent the discussion from deviating from the theme; By summarizing the discussion opinions in stages, students are gradually guided to reach a more unified understanding of the discussion results. It is suitable for training content focusing on research questions and requires high skills of trainers. Before the training, the trainer should spend a lot of time analyzing the topics to be discussed, and collect the opinions of the students when designing the scheme. Students should know the topic of discussion and make preparations in advance. In the process of discussion, trainers are required to have good adaptability, adaptability and control ability. In the final stage, the trainer's oral expression and inductive summary ability are also crucial. It is more suitable for training managers or solving some management problems.

10, classroom speech method

Traditional training method is also called teaching method. In the enterprise training, the special lectures often held are the training conducted by the teaching method, which is suitable for introducing or teaching the contents of a single special topic to group students. Training venues can be classrooms, restaurants or meeting places, teaching materials can be prepared in advance, and the teaching time can be easily controlled by lecturers. This method requires teachers to have in-depth research on the subject and understand students' knowledge, interests and experiences. The important skill is to reserve appropriate time for the communication between trainers and students, and get the feedback from students on the teaching content in the form of questions and answers. Secondly, the exertion of the lecturer's expressive ability and the use of audio-visual teaching equipment are also effective auxiliary means to improve the effect. The advantage of lecture training is that it can be implemented for many students at the same time without spending too much time and money. Its disadvantage is that due to the limitation of expression, students can't take the initiative to participate in the training, so they can only do passive and limited thinking and absorption from the lecturer's speech. It is suitable for the training of theoretical contents such as the introduction and speech of a new policy or system of an enterprise, as well as the popularization lectures on the introduction of new equipment or technology.

1 1, role-playing method

Also known as role-playing method, it is also a simulation training method. The application object is the actual operation or management personnel, and the trainees play the role of a training task, so that they can truly experience the feelings and behaviors of their roles, thus discovering and improving their working attitudes and behaviors in their original posts. Mostly used in training to improve interpersonal relationships. The feeling of interpersonal relationship often varies with the position held. In order to improve the understanding of the other party's situation, in the job-playing training, trainees often play the role of the other party's contact with their own work and enter the simulated working environment to obtain better training results. When the role-playing method is used for training, the number of trainees who play the role is limited, and the rest of the trainees need to observe carefully and evaluate the performance of the role-player in the form of "observation record" in order to achieve the training effect. Observers and actors should take turns to exchange, so that all students have the opportunity to participate in simulation training.

12, consulting training method

As the name implies, it focuses on consulting rather than training. The application of this training method needs to focus on a theme or aspect. The content is not necessarily clear in advance, and the requirements for trainers are very high. A trainer must be an expert with rich experience in this field, not only proficient in theory, but also rich in practical experience and attainments. This kind of training does not require a better understanding of the problem in advance. If students can't ask questions or are not sure about the questions, the training effect will be greatly reduced. The result of consulting training is not necessarily to reach a ready-made point of view, but to master the way of thinking and the ability to solve problems. Many enterprise management trainings are gradually adopting this training form, and the effect is better. Even the direct benefits brought by one training greatly exceed other trainings.

13, internal "master" counseling method

The daily counseling of the "superior" of an enterprise is the most important training form among all training forms. No matter how busy the "superior" is, he can't shirk the responsibility of tutoring his subordinates. For new employees, even if it seems simple, you may need to teach them over and over again. When problems are found, they should be corrected immediately on the spot. The longer the 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 daily counseling of "superiors" accounts for the vast majority of employees' learning progress. In foreign enterprises, another form is often adopted, that is, the "superior" system besides the direct superior. Because you are not a direct supervisor, you can talk about many sensitive topics. What the "superior" gets is the exercise and improvement of leadership ability, the psychological satisfaction of educating others and the real extra income; "Students" get "one-on-one" and "hands-on" counseling and real ability improvement.

14, on-site training mode

Refers to the actual training on the job site according to the work needs. This kind of training is more suitable for skill training, and various training methods can be used comprehensively at the same time. There is a lack of on-site training in the internal training of enterprises in China, and the effect of this kind of training is the most direct and useful, not just by explanation. Japan, Germany and other developed manufacturing countries attach great importance to the on-site training of enterprises and regard it as a necessary means to improve employees' practical skills. On the other hand, enterprises in China often have many ideas, but they don't know anything about what they say and do, so they can't put them into concrete work.

15, Special Guidance Training Method

It is also one of the methods of individual training, similar to apprenticeship training. On the basis of students' exploration of work practice, trainers give individual guidance according to their work situation and special needs.

16, reading a book

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 a book club, and reading forums online. 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.