How to do a good job in the new form of staff training

One, staff training management

Staff training management to achieve better results for the development of enterprises to continue to cultivate suitable talent, we must first strengthen the management of staff training. In the past, some enterprises to staff training management is mainly reflected in the regularity of training, staff attendance signing and some other aspects of daily behavior, while ignoring the staff training must stand in the height of the enterprise management strategy to carry out effective management.

1, the strategic management of staff training

In the process of enterprise development, each enterprise has its own business strategy, and this corresponds to the human resources department must also be in the framework of the enterprise's business strategy for the development of staff training strategy. There are generally two kinds of enterprise talent team construction: one is to rely on the introduction, the other is to rely on their own training. From the stability of the workforce, cohesion and the corporate culture of the sense of identity and other considerations, the construction of the enterprise talent team should pay more attention to internal training. This is not only conducive to the targeting of training and departmental work to comply with the overall situation, but also conducive to the smooth implementation of training. Such as Haier to product quality as an important part of the company's business strategy, the staff training should be centered on how to improve product quality, how to quality as a corporate culture into the concept of staff and other aspects to carry out.

2, staff training program management

The implementation and success of staff training strategy must have a sound plan to ensure. Employee training program management is the specific implementation of employee training strategy management and embodiment. Employee training should generally be at the end of the year to develop the entire training program for the next year. Each department should formulate its own staff training plan according to the development strategy and plan of the department determined under the enterprise management strategy, and report it to the human resources department for review, approval and summary. For the realization of the enterprise management strategy is closely related to the departments and employees will focus on arrangements, such as arranging for their participation in professional courses offered by colleges and universities or specialized consulting agencies, or plan to hire external experts to conduct training.

3, the implementation of staff training management

Good plans must rely on good implementation to achieve. Human resources management must strengthen the training of feedback and timely tracking, the implementation of training in accordance with the plan should be warned of the department, and its supervisor in the performance appraisal to be deducted points and other penalties. Participants in the training must sign in the attendance sign-in sheet, as well as the end of the training must be effective assessment of employees, and finally the departments to sign in the sheet, assessment results, etc. to the human resources department for safekeeping. Employees who do not attend the training on time and fail the assessment are notified and criticized, and are required to take a supplementary examination until they pass. At the same time, the human resources department to participate in the training of employees to send training evaluation form, in order to allow employees to the content of each lesson and trainers to comment on the unqualified trainers timely warnings, in order to allow them to improve, if there are two consecutive warnings, will be canceled the qualification of the trainer.

In short, staff training management is a complex systematic project, which involves the enterprise and the staff's personal interests. Therefore, in arranging staff training, must be balanced, so that staff training effectively play its due role.

Two, the innovation of staff training

At present, countries around the world attach great importance to staff training, and its training costs are growing. In particular, some Japanese companies even stipulate that business leaders have the responsibility to train their subordinates, and whether the leader has the ability to train their subordinates as an important indicator to examine whether the leader is competent. It can be seen that staff training has become one of the important guarantees for enterprises to enhance their core competitiveness. In the new situation, staff training how to get out of the ordinary, to create a positive and obvious ideal effect, we must continue to innovate in the training concept and method.

1, staff training concept innovation

Many enterprises will be staff training as a daily routine work to grasp, and even think that training is not only a waste of time, but also a waste of manpower, material and financial resources, rather than letting employees participate in training, it is better to strengthen the management of staff to do their jobs better. To this end, we must change the staff training is a waste of human and material resources and financial resources of the concept, and must establish a staff training is an investment in business behavior, is to enable enterprises to obtain long-term comprehensive income behavior.

It is true that the training of workers can not play an immediate effect, but can be through the subtle process, enhance the staff's sense of identity of the enterprise, and enhance the cohesion and solidarity between workers and employees, workers and managers.

So, for the enterprise, must be from the idea of staff training as a kind of soft investment, the importance of which is more important than the enterprise can see and feel the investment in plant, equipment investment is more important, will bring fruitful results to the enterprise.

2, the innovation of staff training

At present, most companies take you say I listen to the training mode of the examination after the class. This traditional training method, to improve the trained analyze the problem, solve the problem of skill level help is not very obvious. For example, for the grass-roots workers, the training method should pay more attention to the interactivity, practicability and consistency of the training, and should let them have the opportunity to practice with their own hands in the process of receiving training, so as to enhance their understanding of the training content. As for the training of middle and high-level managers and technicians, we should emphasize the flexibility and challenge of the training method, so as to enhance the cultivation of their teamwork ability and concept formation ability.

The aging of the training method is one of the important factors leading to the lack of interest in the training of the participating employees and the difficulty in achieving the results of the training. Therefore, in the training process, should be appropriate to hire external experts and send employees to participate in training organized by specialized training institutions, on the one hand, can broaden the horizons of employees, and on the other hand, can also improve the quality and level of training in the enterprise.