How to set up a company s training system?

First of all, it is necessary to clarify the objectives of corporate training.

The goal is the desired outcome or direction of the individual or organization. Any practice is a process of finding a way around a goal, and the same is true for the construction of a training system. Many companies don't understand why training is ineffective and why they need to implement systematic management, because they don't have goals and clear directions in mind.

And for a ship without direction, the wind in any direction is a headwind, and it is naturally difficult to move forward in order to move forward, and the same is true for training management - without goals, any methods and means are in vain.

The formulation of training objectives is a process of enterprise strategy decomposition, and it is necessary to first formulate HR management objectives around the enterprise strategy, formulate training management objectives according to HR objectives, and then formulate system scale around training objectives.

Second, improve the internal training system.

The system manages people and the process manages things. The training system is the "dam" to ensure the smooth and efficient operation of the enterprise training system, and it is also the most basic management tool. However, the system is divided into two types: programmatic system and operational system, and the system design needs to cover the enterprise goals, needs to conform to the principles and logic of the law, and is more simple and smooth.

In this way, the effectiveness of training management can be ensured.

After the training objectives and production system are customized, it is important to build a training system.

How can enterprises quickly build a training system?

First, the enterprise is built independently.

Some deep-pocketed companies will hire some professional technical developers to build their own training systems, and they greatly underestimate the complexity involved. From the initial planning of the system, the definition of functions, the art interface to the development and implementation and online operation, a large amount of personnel and funds need to be invested.

Relying on a well-developed and well-functioning training system can save companies a lot of unnecessary costs and is often a very wise choice. For example, many enterprises will now borrow the best training system to build a corporate training platform, which often has a senior advantage in the training industry, with many years of technical experience accumulation, and mature function and user experience. A one-stop training and examination platform based on SaaS services greatly reduces the cost of training.

What you'll learn:

Starting from the end, it is necessary to clarify the purpose of the training and learning organized by the enterprise, so as to clarify the learning direction and learning content.

Who to learn and who to learn from:

Everything is done by people, and training and learning cannot escape this logic, and choosing the wrong learning object and learning teacher is useless.

How to learn: Training and learning is not as simple as listening to lectures and reading books; It's not as easy as doing expansion, fighting chicken blood; It's not as casual as finding a bunch of famous teachers to pile up courses! There are too many training and learning slogans, and how to design the training and learning method is very important to achieve the learning purpose.

How to use it after learning:

No matter how many models, no matter how complete the tools, no matter how rich the knowledge, in the final analysis, what enterprises want is to solve practical problems. All learning that is not oriented to solving the current or future problems of the enterprise is a hooligan!

How does it work after using it:

It is not the assignment that is completed, but the completion of the four-level assessment after the assignment of the task. How to complete the specific and how to solve the problem is the king!

How to standardize the effect with it:

What is a system? The system is the system that can form a solidified experience of the successful operation mode in the past, and form a standard to pass it on, and continue to produce value!

Summary. The core key of the training system "from zero to one" is that the system is not built out of thin air with a framework and fanfare, but according to the actual needs of the enterprise, by doing a good job in each training project at each stage, and "growing" point by point!

Divided into ten steps, one: a single point to cut into the selected training projects, two: to refine the training needs with the end as the beginning, three:

Wisdom and pearl selection of trainers, four: development of learning materials according to local conditions, five: progressive design and evaluation methods, six:

Interlocking related incentive mechanism, seven: step by step output training plan, eight: three-point one-line implementation of the training process, nine:

Track the training with good intentions, ten: summarize the training standards in all aspects.

The core key of the training system "from zero to one" is that the system is not built out of thin air with a framework and fanfare, but according to the actual needs of the enterprise, by doing a good job in each training project at each stage, and "growing" point by point! If you really want to conduct corporate training, it is not something that can be explained clearly in a few words, so it is recommended that the subject can look at some cases, such as I remember that there are cases in this regard on the official website of CUHK Consulting.

The five dimensions of the training system are as follows:

1) Corporate strategy: Corporate strategy is formulated by the company's executives, who know best which departments and personnel need what training the most;

2) Performance objectives: analyze the performance of a department or position;

3) Business process: analyze the weak links of the core business process;

4) Job Development: Critical"Talent echelon"or"Reserve talent"；

5) Competency: The premise is to establish a competency model first.

Training principles

The company's training for employees follows the principles of systematization, institutionalization, initiative, diversification and efficiency.

a) Systematic.

Employee training is a full-staff, all-round, and systematic project that runs through the career of employees.

2) Institutionalization.

Establish and improve the training management system, make the training work 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.

4) Diversification.

To carry out employee training, we should fully consider the level and type of trainees, and consider the diversity of training content and forms.

5) Efficiency.

Employee training is a process of human, financial and material input, and a process of value-added, training should have output and returns, and should help improve the overall performance of the company.