Why is the training effect of enterprises not good? Seek an answer

Enterprise training has become an indispensable part of enterprise culture. However, we find that many enterprises have some misunderstandings and problems in the concept and specific operation of training.

The training needs are not clear.

For many managers, training is "both important and vacant". The fundamental problem is that enterprises are not clear about their training needs but realize the importance of training. The lack of scientific and detailed analysis of the training needs of enterprise employees makes the training work of enterprises very blind and arbitrary. Many enterprises only arrange training temporarily when there are big problems in company management and poor business performance, just to meet short-term needs and immediate interests.

For the formulation of training needs, some companies put forward training needs entirely by employees themselves, and the company's personnel department simply agreed or opposed them. Some companies' personnel departments do not make demand analysis, but make their own training plans mechanically based on experience and imitating others, or according to last year's plan, rather than this year's plan according to the actual situation; Some companies even define training needs only according to the boss's words. In short, the company did not carefully design and actively strengthen the training of employees in combination with the company's development goals and employees' career design.

The training setting is unreasonable.

In terms of training methods, most enterprises adopt the traditional teaching mode of "teachers talk, students listen and take exams", which leads to the disadvantages of being boring and ineffective and makes employees lose interest in training. At present, education and training are centered on learning and mastering existing knowledge and skills, and students' innovative ability can not be developed. The deep-seated function of training lies in cultivating students' innovative ability. The methods of discussion, study, lectures, games, case analysis and module training explored abroad are worth learning.

The level of students in the same training course is often uneven, which makes it difficult to coordinate the progress of the training course and the effect is not obvious. Training courses are rarely updated, and most of them follow the courses of last year or even previous years, which also reflects the lack of demand analysis.

The supervision method is unfavorable and the communication channel is single.

For enterprises, when training enters the implementation stage, it is necessary to supervise the training, feedback the learning information of students in real time, and make continuous improvement in the process of continuous feedback. In fact, once the training begins, few people ask questions until after the training period, a simple test is conducted. For trainees, there is a lack of communication in training. In the same training course, some students learned very well and benefited a lot, while others learned very little. Because of communication problems, they were not prepared before learning the course, and they did not discuss the problems in their own enterprises or did not fully understand them with the training teacher or other students in the class.

The training evaluation mechanism is not perfect.

Because most enterprises have not established a perfect training effect evaluation system, the method of evaluating training effect is single, and the effect evaluation only stays in the simple exam after training, and no follow-up investigation is made afterwards. In this way, it can not play a role in evaluating the training effect, and the huge investment in training has not received the expected return. The main problems are as follows:

First of all, the evaluation investment of training effect is not enough. Most enterprises have realized the necessity of effective training evaluation, but the investment in training evaluation is not enough; Or don't know where to start evaluation, will evaluate this piece of idle.

Secondly, the evaluation method of training effect is single and the content is not comprehensive. There are qualitative and quantitative training methods, and there are many specific methods, such as pre-and post-test method, cost-benefit method, control experiment method and so on. However, at present, the method used in enterprise training evaluation is single, and most enterprises only conduct training in the form of examination, and will not do follow-up analysis after the examination. The examination form is an effective examination method, but it has certain limitations and applicability, and not all the examination contents are suitable for the examination form; In addition, the exam is aimed at students, which makes the result after the exam not reflect the actual situation. Sometimes even the exam is just a formality, and the actual effect is very poor.

Incomplete training evaluation is also a common problem. Most training evaluation only evaluates the knowledge and skills granted in the training courses, but does not go deep into the work behavior, attitude change, work performance improvement, ability improvement and benefits brought to enterprises. The evaluation work is only at the most elementary level.

Third, the evaluation records lack systematic management. The evaluation of each training activity lacks systematic records, and few enterprises can completely record the evaluation methods, test contents, students' completion and test results; Even though the training contents are recorded, these records lack professional management, and most of them are scattered and disorderly, and no training information system has been established. These are not convenient to effectively analyze the training effect and the next training work.

Finally, the evaluation is divorced from the actual work. The test of training effect is limited to the training process, not in the actual work, which leads to the disconnection between training and actual production services.

Lack of achievement transformation environment

When employees return to their posts after training, they need an environment that can promote the transformation of training results. However, in the working environment of employees, there are many factors that prevent employees from transforming training results, such as lack of support from department managers and colleagues, and lack of time, funds and equipment. The lack of environment for transforming training results leads to the view that "training is of little practical use", which is another major obstacle to training work.

Shang Xudong, Senior Partner of Boyi Management Consulting Agency.