The purpose and significance of enterprise training

The purpose and significance of enterprise training

At present, in the fierce market competition, enterprises must be supported by talents, technology, information and resources if they want to make great progress, and the quality of talents plays an inestimable role in the development of enterprises. Facing the challenges of globalization, high quality and high efficiency, training is more important. Training can obviously improve the knowledge, skills and attitude of employees, thus improving the efficiency of enterprises and gaining competitive advantage. The following is the purpose and significance of enterprise training I have compiled. Please refer to.

Training purpose

From the perspective of meeting the business needs of enterprises, enterprise training has four purposes:

1. Long-term purpose: namely, training activities to meet the human resources needs of enterprise strategic development.

2. Annual purpose: that is, training activities to meet the human resources needs in the annual operation of enterprises.

3. Job purpose: namely, training activities to meet the knowledge, skills, attitudes and experience required by employees to complete their work at a high level.

4. Personal purpose: that is, the training provided by the enterprise to meet the needs of employees to achieve their career planning goals.

Enterprises should clearly reflect the different purposes of training when making their own training plans.

Significance of training

In recent years, training has become a fashion. The voice of "I want to train" is getting louder and louder. We really need training, but it is not only to keep up with fashion, but also not necessary. From different angles, the meaning of training is different.

First, from the perspective of enterprises.

1, training can enhance the competitiveness of enterprises.

2. Training can enhance enterprise cohesion.

3. Training can improve the fighting capacity of enterprises.

4. Training is a high-return investment.

According to the statistics of the annual meeting of American training and development, the profits of enterprises investing in training are 37% higher than the average level of other enterprises, the per capita output value is 57% higher than the average level, and the stock market value is 20% higher than the average level.

In the past 50 years, the training expenses of foreign companies have been increasing steadily. American companies spend about $30 billion on training every year, accounting for about 5% of the average wage income of employees. At present, more than 1200 American multinational companies, including McDonald's, have established management schools, and Motorola has also established its own universities. These are good training examples for enterprises in China.

5. Training is an effective measure to solve problems. Training is sometimes the most direct, fastest and most economical management solution to various problems that constantly appear in enterprises, which is faster than exploring for yourself and more trustworthy than recruiting new people with the same experience.

Second, from the perspective of enterprise managers.

Training can bring six benefits to enterprise managers:

1, which can reduce accidents. It is found that 80% of accidents in enterprises are caused by employees' ignorance of safety knowledge and illegal operation. Through training, employees learn safety knowledge and master operating procedures, which will naturally reduce accidents.

2, can improve the quality of work. When employees take part in training, they can often master the correct working methods, correct mistakes and bad working habits, and the direct result will inevitably promote the improvement of work quality.

3, can improve the overall quality of employees. Through training, the overall quality level of employees will continue to improve, thus improving labor productivity.

4. It can reduce losses. The loss mainly comes from careless operation and low skills of employees. Through training, employees will identify with corporate culture and work hard, at the same time, they will also improve their technical level and reduce losses.

5, can improve the ability to develop new products. Training not only improves the quality of employees, but also cultivates their innovative ability, and encourages employees to continuously develop new products to meet the market demand, thus expanding the market share of enterprise products.

6, can improve the management content. After training, the comprehensive quality of employees will be improved, and they will consciously regard themselves as the owners of enterprises and actively obey and participate in the management of enterprises.

Third, from the perspective of employees.

1, enhance employability

The mobility of occupations in modern society makes employees realize the importance of charging. Changing jobs and jobs mainly depends on your skills. Training is an important way for employees who have just left school to increase their knowledge and skills. Therefore, many employees require enterprises to provide enough training opportunities, which has also become an aspect that some people consider when choosing jobs.

2. Opportunities for higher income

The income of employees is directly related to their work efficiency and quality. In order to pursue higher income, employees should improve their work skills. The higher the skills, the higher the salary.

3. Enhance career stability.

From the perspective of enterprises, enterprises provide superior conditions for training employees, especially those with special skills. Therefore, under normal circumstances, enterprises will not dismiss these employees casually. In order to prevent the loss caused by their departure, they always try their best to keep them. From the employees' point of view, they regard taking part in training, studying abroad, studying full-time and studying abroad as their rewards. After training, the quality and ability of employees have been improved, and they are more prominent in their work, so they are more likely to be reused or promoted by enterprises, and employees are therefore more willing to serve in the original enterprises.

Training can make you more competitive.

The future workplace will be full of competition. With the innovation of talent mechanism, a large number of new talents join the competition team every year, which makes you face the danger of being eliminated at all times. In the face of competition, the only way to avoid being eliminated is to keep learning, and training is the best and fastest way to learn.

In short, training can make employees constantly strive for self-improvement, and the blood of enterprises can be constantly updated, so that enterprises can always maintain vigorous vitality and competitiveness. This is the greatest significance of training enterprises.

Extension:

What is enterprise training for?

Whether an enterprise is competitive depends on whether the people in this enterprise are competitive and have strong working ability. Through the training and improvement of employees, the company finally achieves the goal of improving the core competitiveness of enterprises. Staff training is an important content of human resource management in modern enterprises. Many employees of enterprises use office automation training, and the top 500 enterprises attach great importance to the improvement of office automation.

Talent is the most basic and important resource of an enterprise. For an enterprise, how to turn "people" into "talents" can be said to be a top priority, which is related to the long-term development of the enterprise. "A talented entrepreneur always takes the opportunity to put the training and training of employees on the important agenda. Education is the "killer weapon" under the background of modern economy and society. Whoever owns it predicts success. Only fools or people who voluntarily push their careers to the cliff will turn a deaf ear to education. "

Staff training is not the only way to improve the competitiveness of enterprises, but it is one of the important ways to improve the competitiveness of enterprises. Only through training can the quality of employees be improved; Only through training can managers' intentions be implemented; Only through training can the company's system be implemented concretely; Only through training can we form the advantages of sustainable development. Therefore, staff training is not only necessary, but also very necessary. There is no doubt that staff training will bring benefits to the company's rapid development in the future. The word investment is often heard in the securities market. In fact, employee training is also an investment, and employee training is a strategic investment with the least risk and the greatest benefit for enterprises.

Training purpose:

(1), improve the comprehensive ability of employees, improve their knowledge level and basic skills, such as office automation, correct their work attitude, and then improve their personal performance;

(2) It is also very important to strengthen the organization's core competence, enhance teamwork ability and spread corporate culture, so as to improve organizational performance.

The above is just a training process control, not just a training, but also a weekly training plan, a monthly training plan and so on. Here, PDCA pdsa can be imported for process control. Pdsa was originally applied to total quality management. PDCA is the first letter of English words plan, Do, Check and Action, and PDCA cycle is used for quality management in this order. The reason why PDCA cycle is introduced is because it is also suitable for the process control of employee training, P (plan), which includes not only the goal, but also the measures to be taken to achieve this goal; After the plan is made, it should be strictly up to D (implementation), and at the same time, it should be checked according to the plan to see whether the expected effect and goal have been achieved; After finding out the problems and reasons through inspection, we should finally carry out A (treatment), correct the mistakes, adjust the direction and re-formulate the training P (plan). This cycle process can make the whole training process more scientific and effective.

Finally, effect feedback is needed. In fact, the feedback of training effect is also a part of process control. It is listed separately here because this item is often overlooked, but it is very important. The feedback of training effect is the trainees' satisfaction with the training and their opinions and suggestions on the training. After the training, students can take the form of questionnaires or interviews.

What is enterprise training for?

Paradox 1 of training effect evaluation: evaluate training effect in this way.

We know that the current enterprise training evaluation is carried out according to Koch's four-level training evaluation model. Not to mention what levels of evaluation the enterprise has made, what we are going to talk about today is' on-site evaluation after training', which is the first level in Koch's four-level training evaluation model: student feedback. The main way is the training effect questionnaire. The questionnaire is mainly aimed at grading courses and lecturers. For enterprises, this questionnaire plays a decisive role in judging the effect of training.

As a result, more and more enterprise trainers have racked their brains for the better effect of this questionnaire. Because this is linked to the performance of the trainer, but also a manifestation of the trainer's ability. Therefore, in the teaching process, teachers often constantly adjust the course content and teaching methods because of the trainer's repeated requests to change the teaching style, so as to meet the requirements of students and give them a higher evaluation as soon as possible at the end of the course. What methods can make students happy during training? The so-called interaction, the so-called game, the purpose is not to impart knowledge, but to adjust the classroom atmosphere and prevent students from sleeping. Therefore, more and more enterprise trainers are afraid that the lack of game interaction will affect their work. When choosing a teacher, the teacher's skill, work background and influence in the industry are not the most important factors to consider. "Is there much interaction?" "Is the classroom atmosphere good?" "Look at the teaching style on CD-ROM" has become the most important factor for enterprises to consider when choosing teachers. And some teachers, in order to win the market, adjust their style to what students like: stories one after another, games one after another, groups and group names can take up half a day, and students are very happy. Some teachers have never done sales at all, but he is very popular in the market of sales training because of his "good atmosphere" in class. Does the company spend money to make employees happy? It is better to organize employees to listen to cross talk.

If you attend more training, you will find that the higher the position of trainees in the enterprise, the less they accept this highly interactive teaching method, while the lower the level, the more they need this training method. Unfortunately, at present, the evaluation of training by enterprises is generally only on-site evaluation. If the trainer can then evaluate the second and third levels, he may find out what the effect of the training is. This training evaluation method is very unscientific for evaluating the effect of a training and the skills of lecturers. When can the enterprise truly make a comprehensive evaluation according to Koch's four-level training evaluation model? Instead of seeing the questionnaire filled out by the students at the end of the training, they said, "This teacher is not good, it's too boring" and "This teacher is good and the classroom atmosphere is very good". We can only hope.

Paradox 2 of training effect evaluation: Is the internal lecturer better or the external lecturer better?

It is not difficult to know the answer to this question. However, we will find that in the process of training, employees in many enterprises can score more than 90% satisfaction with internal lecturers and less than 70% satisfaction with external lecturers. Is the foreign teacher too bad? In fact, you will know the reason by looking at the following phenomenon.

At present, most lecturers in enterprises are part-time, and managers in charge of various departments are also lecturers in enterprises. In addition to training employees in this department, sometimes training will be given to other departments. Many of them have not received formal lecturer training. But why do students have a high evaluation even if they just follow the book and don't interact in class? Because he is the leader, as an employee, do you still want to work well under the manager? Do you want to leave a good impression on the leaders, and have more promotion opportunities or performance appraisal opportunities? Therefore, the satisfaction of internal lecturers is naturally high.

What about outside? That was paid for by the company. How can we make this training cost worthwhile and not picky? The evaluation of satisfaction depends on the teacher's classroom performance. This kind of performance is not only what skills the teacher taught me, but also respect for the teacher. Does the teacher always make me answer questions, which makes me embarrassed? And so on, it seems that these days, professional lecturers not only have good courses, but also kiss up.

Another phenomenon is that among the students, there will be part-time lecturers from enterprises. Some part-time lecturers take part in the training with a learning attitude, and they often cooperate with teachers in class. At the end of each class, I feel that I have gained a lot. The most terrible thing is that some of them attend the training with a critical attitude. Therefore, during the training process, he will constantly tell other students and trainers "This teacher is too bad" and "I speak better than him". So it affects the mood of other students, so the trainer should start to communicate with the teacher whether it is necessary to change the teaching method. This greatly violates the original intention of enterprises to let students participate in training.

The training quirks mentioned above are only part of it. We should review them and change our mentality. We all look forward to the day when the purpose of training is only to let employees receive more knowledge and improve their comprehensive quality.

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