Is corporate training really useful Is corporate training really useful?

,,22 Whether it's drawing management wisdom from Shakespeare's works, conducting training, optimizing teams, or learning the latest application development software, all forms of training business play an important role in American companies.

But how many companies have actually followed up on the effectiveness of these training programs? If so, how? According to a 2010 industry report by the American Institute for Training and Development, in 2009, U.S. companies spent a staggering $125.9 billion on employee learning and development.

Companies tend to track every data point of every advertising campaign, but they often overlook the return on investment of training spend.

Does the company's investment in training really pay off with the corresponding results? Homa Barami, a management lecturer at the Haas School of Business at the University of California, Berkeley, believes that employee training is divided into two main categories: one is product, sales and technical training, which mainly trains specific skills; The other type is "intangible" training, which focuses on the company's leadership, team effectiveness and diversity.

It's easy to quantify the results of a new software training program, but it's not easy to find a straightforward way to measure the effectiveness of an intangible training program.

Many companies stated. It's hard to measure the role that training plays in increasing a company's bottom line.

1.Ensure the completion of the goal. The performance appraisal system will provide employees with clear work objectives and completion standards, not only in the results of the assessment, but also in the process of management and supervision.

By transforming the company's big goals into individual performance goals, we can complete the company's tasks with quality and quantity.

2.Identify problems and refine tasks. Performance appraisal is a process of continuous planning, implementation, inspection and processing, and through the feedback information from employee performance appraisal, problems in the task or plan can be found, so as to continuously improve and improve.

3.Mobilize employees. The performance appraisal system divides the employee's salary into fixed salary and performance salary.

In this way, the interests of employees are linked to their performance, making performance appraisal more powerful. The performance appraisal results not only affect the salary of employees, but also related to the promotion and promotion of positions. In order to achieve good performance, employees will work and grow more actively and seriously, so as to establish a benign incentive mechanism.

4.A win-win situation for enterprises and employees. Rewarding and punishing salaries and promoting positions through performance appraisal can enable employees to recognize the gap between themselves and others, to find their own problems, and to improve and develop themselves.

Moreover, through the feedback of performance, the enterprise can arrange the training more reasonably, so that the employees can participate in the training more scientifically, so that the enterprise can develop more healthily, and achieve a win-win situation for the enterprise and employees.

In general, enterprises ensure the ability of personnel through assessment, so as to promote the long-term and healthy development of enterprises.

Corporate training is certainly useful:

1.Ensure the completion of the goal. The training and assessment system will provide employees with clear work objectives and completion standards, not only in the results of assessment, but also in the process of management and supervision.

By transforming the company's big goals into personal training goals, we can complete the company's tasks with quality and quantity.

2.Identify problems and refine tasks. Training assessment is a process of continuous planning, implementation, inspection and processing, through the feedback information of employee training and assessment, problems in the task or plan can be found, so as to continuously improve and improve.

3.Mobilize employees. The training and appraisal system will divide the salary of employees into fixed salary and performance salary.

In this way, the interests of employees are linked to their training, making the training assessment more powerful. The results of training and assessment not only affect the salary of employees, but also related to the promotion and promotion of positions. In order to obtain good results, employees will work and grow more actively and seriously, so as to establish a benign incentive mechanism.

4.A win-win situation for enterprises and employees. Through training and assessment, rewards and punishments and promotions can enable employees to recognize the gap between themselves and others, to find their own problems, so as to improve and develop themselves.

Moreover, through the feedback of training, enterprises can arrange training more reasonably, so that employees can participate in training more scientifically, so that enterprises can develop more healthily, and achieve a win-win situation for enterprises and employees.

Corporate training is very important. It is good for both employees and enterprises. The benefits are huge.

Useful. Effective enterprise training is actually a process of enhancing the comprehensive competitiveness of enterprises. Introducing the content of China training network, the benefits of good training to enterprises are:

1. Training can enhance employees' sense of belonging to the enterprise and sense of responsibility. The training not only improves the skills of employees, but also improves their awareness of their own value and has a better understanding of work objectives.

2. Training can promote two-way communication between enterprises and employees, management and employees, enhance the centripetal force and cohesion of enterprises, shape excellent corporate culture, and create a good atmosphere.

3. Adapt to market changes, enhance competitive advantages, cultivate the reserve force of the enterprise, and maintain the vitality of the enterprise.

Personally, I feel that internal training is becoming more and more important, because corporate training is very important for the development of enterprises, and many companies have begun to organize training to change the status quo! At present, many enterprises have these five major pain points, which we have summarized as follows.

1. Pain points of internal training.

It is difficult for ordinary training to touch organizational strategy and change, and most of the current enterprises mainly do this kind of basic training, this form of training, plays a major role or can help the company's employees or managers to meet the requirements of the ability and quality of the position.

2. The training does not touch the actual problems of the enterprise.

The training content of the company is not directly related to the specific business, and we have found that people tend to learn more from popular courses outside or based on the courses of famous teachers, rather than based on the problems encountered in the process of business development.

3. The classroom is still a didactic mode.

We almost always notice a phenomenon in training, that is, although the traditional training class is very lively, the effect after the class is not very significant, which shows that it is simply too difficult for us to really want to reflect the success of training in action and performance.

4. Training cannot precipitate organizational wisdom.

The biggest question about training is undoubtedly "You spend so much money on training every year, what intangible assets have you precipitated"? If you say that you have brought these abilities to employees at all levels of the company, then we have to think again, are the company's employees stable? Creating value is the most basic mission of any organization, and if it does not create value for the organization, or if it does not have much value, it is in a dangerous situation.

Summary: How to combine teaching and learning, and quantify the results of learning, employees can also constantly review the content of teaching, instead of ending teaching and learning, is something that needs to be adjusted urgently!

Enterprises pay more and more attention to the training of employees, and even spend huge sums of money on external training, but the actual effect may not be significant, and employees do not improve significantly after training.

1.Enthusiasm.

Companies often complain that the training is not effective, and employees are active in the classroom, but there is no significant improvement in after-school work, resulting in high training costs. Companies have even directed their grievances at training companies. In fact, most companies ignore employees' attitudes towards learning in training:

Employees who tend to be active learners are best trained, while those who are passive are less effective. Although the instructor can motivate the trainees in the classroom, the staff has a bad attitude towards the training, so that they forget what they have learned after the training. In this regard, companies should cultivate a positive learning attitude among employees and integrate it into the corporate culture.

2.Pertinence.

Companies have become more cautious in training their employees, and the entire training plan has been developed in more detail, but it still often fails to achieve the desired results. The formulation of the training plan should be targeted, which can be considered from three aspects: analysis of the enterprise and the trainee; Analysis of the curriculum and the competency of the trained staff; Analysts were analyzed for instructors and trainees.

In the training market, no training company is good at all areas, so when choosing, it is necessary to understand whether the field that the training company is good at is the same as its own enterprise, in the selection of lecturers, do not ignore the practical experience of work because of the many titles of lecturers, in the selection of courses, it is necessary to consider whether it is to make up for the ability of employees to get a higher promotion, or to make up for the shortcomings of employees, if it is the latter, the course should be designed for the shortcomings of each employee.

3.Systematization.

A person, from entering the school to entering the society, has to go through about ten years of systematic learning, and the same is true for corporate training. The training of enterprises should not only focus on the skills of employees, but also involve other areas such as corporate culture and personal quality, so that employees can get the overall improvement. The growth history of employees is a slow and long-term process, so the enterprise for employees.

Training should not be limited to overnight, but according to the different stages of the employee's training. For an enterprise, the more training the better, on the contrary, purposeful and systematic training is the core.

4.Unity.

Training is to enhance the potential of employees, so that employees can improve their ability, but the embodiment of the value of training is a long-term process, after training, trainees need to continue to hone the use of knowledge in the work, and finally be able to use flexibly, so that it becomes a habit. If an enterprise neglects the use of knowledge by employees after training, then over time, employees may forget all the training content, causing unnecessary waste to the enterprise.

The general requirements are highly targeted and practical. Vocational training objectives, professional settings, and teaching content are determined according to vocational skill standards, labor market demand, and the actual requirements of employers.

It should be mainly a variety of vocational training:

1. The basic items of vocational training are generally divided into basic quality training, vocational knowledge training, professional knowledge and skills training and social practice training.

1) Basic quality training includes cultural knowledge, moral knowledge, legal knowledge, public relations and social knowledge, and production knowledge and skills. This kind of training is mainly to train skilled workers, and the content is mainly based on basic quality training, and the training is carried out in combination with the position setting and occupational requirements of the employer;

2) Vocational knowledge training includes basic vocational knowledge, vocational guidance, labor safety and protection knowledge, social insurance knowledge, etc. To enable job seekers to understand the relevant national employment policies and the knowledge and methods of individual choice of occupation; Master job search skills, business procedures and related policies; Understand the policies and knowledge related to occupational safety and labor protection; Knowledge and policies in the field of social insurance;

3) Professional knowledge and skills training includes professional theory, professional skills and professional practice. Under the guidance of professional theories, students master certain professional skills, and through internships in enterprises, improve their ability to solve practical problems and lay a good foundation for employment;

4) Social practice includes various social welfare activities, voluntary labor, study tours, work-study programs, etc.

2.Vocational training has the following main characteristics:

1) It has strong pertinence and practicability. Vocational training objectives, professional settings, and teaching content are determined according to vocational skill standards, labor market demand, and the actual requirements of employers. Graduates who have completed vocational training can work on the job.

2) Strong flexibility. In the form of training, it can take the form of joint schooling, commissioned training, targeted training, etc.; In the training period, a combination of long and short methods is adopted, which can be full-time or semi-full-time; In terms of training objects, it is flexibly determined according to the actual needs of the position; In terms of teaching form, it is not limited by a certain fixed model, and adopts various forms of teaching methods according to the requirements of professional standards.

3) Combination of teaching and production. It is mainly embodied in the fact that on the one hand, teaching should be carried out closely around the actual production, and on the other hand, it is necessary to implement the principles of work-study, self-reliance, and hard work.

Enterprise training refers to a planned and systematic training and training activities carried out by enterprises or enterprises to improve the quality, ability, work performance and contribution to the organization. The goal is to improve and enhance the knowledge, skills, working methods, work attitudes and work values of employees, so as to give full play to the greatest potential to improve the performance of individuals and organizations, promote the continuous progress of organizations and individuals, and realize the dual development of organizations and individuals. Enterprise training is one of the important means to promote the continuous development of enterprises, and the common forms of enterprise training in the market include internal training, corporate open courses, and online remote teaching.