On Staff Training of State-owned Enterprises —— Staff Training of State-owned Enterprises

With the advent of the era of world economic globalization, the concept of talents has gained an unprecedented cognitive height. Training employees is gradually recognized by enterprises as an important issue related to the ability and vitality to take the lead in the increasingly fierce competition and adapt to social changes. Therefore, as a modern human resource management, its primary task is to transform employee training into effective dynamic resources of enterprises and establish a scientific and reasonable human resource training management system.

First, an overview of employee training theory

1, employee training concept

Training is a process of imparting relevant knowledge, skills, values and codes of conduct to new employees or existing employees to complete their work. It is a planned and step-by-step training and exercise arranged by the enterprise for its employees. The ultimate goal of training is to improve the quality of employees in all aspects and make them adapt to the needs of current jobs or future development. Training employees is fundamentally the inevitable requirement of enterprise management, technological progress and employee development.

2. Staff training principles

The principle of applying what you have learned; The principle of paying equal attention to professional knowledge and skills and corporate culture; The principle of combining off-the-job training with key improvement; Strict assessment and merit-based reward principle.

Second, the current state-owned enterprise staff training measures taken

Training is the need of enterprise survival and development, the need of personal career, and an effective learning method to better achieve organizational goals and make better contributions to society. With the economic globalization, theoretical knowledge, technology and management mode are constantly updated, and the concepts, methods and methods of employee training are also constantly updated. Under the guidance of new ideas and technologies, the staff training of state-owned enterprises is gradually on the right track. Specific measures are as follows:

1. Establish employee training system model.

Staff training is a systematic project, which adopts a systematic method to make the training activities conform to the objectives of the enterprise and cooperate with other human resource management activities of the enterprise, so that each link can realize the optimization of employees' personal, work and enterprise.

(1) Confirm the training needs

After analyzing the organization, post, task and personnel, the exact demand of human resources training in the production workshop is determined, which needs to solve three problems: First, the training demand within the organization is determined through the analysis at the organizational level to ensure that the training plan meets the overall objectives and strategic requirements of the organization. Second, the post and task, the knowledge and skills necessary to complete the task and be competent for the post. Thirdly, personnel situation analysis compares the actual work performance with the ideal target performance, or compares the existing skill level of employees with the skill level of future employees, finds out the gap between them, and determines the training content that personnel need.

(2) According to the results of demand analysis, plan training, determine the content, form a training plan and set training objectives.

The concept of competency model was put forward by david McLelland, a famous American psychologist. His research found that traditional sexual orientation test and knowledge test can't predict a person's success at work. He believes that people should be comprehensively evaluated from explicit characteristics to implicit characteristics, so as to find the differences in behavior and thinking mode between excellent people and ordinary competent people, that is, to determine the qualities that must be possessed by competent people. Ability should include skills training, knowledge transfer, attitude change and social (adaptive) skills training.

(3) Choose a suitable training method.

The training of production workshop is divided into three levels: skilled operators, technicians and managers. People of different levels and positions use different methods for training. At the same time, it is necessary to combine the characteristics of the unit, the content should be practical, the theoretical training should be combined with the actual operation, and the forms should be diversified, so as to mobilize the enthusiasm of trainers and trainees, improve their interest in the training process and help improve the training effect. Training methods applicable to the production workshop are:

① on-the-job training

On-the-job training refers to the systematic education and training of subordinates by superiors in order to enable employees to have the knowledge, skills and attitudes needed to complete their work effectively. On-the-job training is the longest and most common training method.

The biggest advantage of on-the-job training is economy, and another advantage is that the working environment for students to study is the same as that for later work. That is to transfer what you have learned in the training situation to the actual work situation. Its disadvantage is that students put down their work during working hours, and training time takes up working time. Due to the lack of experience, trainees have safety and quality risks in operation, which is easy to cause safety or quality accidents.

② Work guidance training

The beginning and work breakdown of the work guidance training plan is to list how to do the work step by step. Accompanying work breakdown is the key point to describe each step. The key point is to provide suggestions to help employees perform their tasks effectively and safely, and at the same time correct them in time and ask for feedback. When the trainee can perform the task twice without giving feedback, it will mean the end of the training.

③ Work simulation training

Job simulation training can provide close to real working conditions without losing effective control over the training process, thus creating better learning conditions for trainees. This method is suitable for training managers and improving their cognitive ability, decision-making ability and interpersonal skills.

④ Brainstorming training

Brainstorming is an effective way to stimulate each other's ideas and creative thinking. It can give full play to the creativity of each participant and provide better and better solutions to problems.

In addition, the common employee training methods include lecture training, conference training, group training, visiting, transaction processing, film and television, etc.

4. Choose the correct training evaluation method.

The purpose of evaluating the training effect is to know whether the training objectives have been achieved, and to evaluate the achievements positively or negatively, so as to find out the shortcomings and defects, so as to improve the training in the future, which is more conducive to improving the training level in the future. The evaluation of training effect should follow the effectiveness and efficiency. Effectiveness refers to the degree to which the training work achieves the training objectives; Benefit is to judge all benefits (economic benefits and social benefits) brought by training work to the unit, not just to judge the degree of realization of training objectives. Because different training methods will inevitably produce different training effects, it is necessary to adopt cost-benefit method, report evaluation of on-the-job training effect, questionnaire evaluation of on-the-job training effect, evaluation record and other evaluation methods that are more suitable for production workshops.

Third, the future improvement plan of staff training in state-owned enterprises

(a) the establishment of employee training evaluation mechanism and talent employment system.

At present, most state-owned enterprises have not established a perfect training effect evaluation system, and the method of evaluating training effect is too simple. The evaluation of training effect only stays in the simple assessment after on-the-job training, and stays there afterwards, without tracking investigation and data extraction and analysis, which leads to the disconnection between training and actual production and service and fails to achieve results. In this way, the real effect of evaluation training can not be achieved, and the huge investment in training has not received the expected return. In addition, many enterprises do not hire or reuse employees who are satisfied with the evaluation, which makes many employees feel that learning is useless, which seriously blows the enthusiasm of employees and thus cannot play an incentive role. To really do a good job in training and make training the greatest welfare of employees, we must adhere to the principle of "people-oriented" and constantly establish and improve the post-training evaluation mechanism and talent employment system.

(B) the establishment of human capital investment system

With the fierce competition among enterprises and the intensification of talent competition, the number of high-quality talents plays an increasingly important role in the development of enterprises, and puts forward higher and more specific requirements for talents. Redeveloping and retraining existing personnel may be the most effective human resource management measure for state-owned enterprises. The government should give strong support in this regard. For example, in Singapore, the government has set up a workers' skills development fund, and then according to the needs of enterprises, the government directly or entrusts social organizations, trade unions and other social forces to hold various training courses. When an enterprise retrains its employees, it only needs to contribute 10%, and the remaining 90% shall be borne by the employee skill development fund. This not only mobilized the enthusiasm of enterprises to train employees, but also prompted employees to improve their skills.

In a word, 2 1 century is not only an era of talent competition, but also an era of knowledge economy. With the emergence of innovation consciousness, the importance of developing talents' ability has far exceeded the scientific and technological content and investment of equipment. Under the socialist market economy system, the first problem for enterprises to seek development in market competition must be to maintain the comparative competitive advantage of employees in terms of talents. Therefore, we should pay full attention to employee training, actively develop the potential of employees, and ensure the investment in training, which every enterprise must fully understand and do. For employees, training can improve skills, develop potential, increase job satisfaction, make greater contributions to the organization, and also help to mobilize the subjective initiative of employees, and better realize the "win-win" of the development of enterprises and employees.