Human Resources Experience Sharing How can training be translated into business productivity?

Every company is doing training, and the key is whether the training is effective. How much effectiveness training produces, and how much training turns into productivity, is actually the key to training. The ancient Chinese adage of "live and learn" may now be increasingly realized in training centers and corporate universities.

Under the pressure of fierce competition for talent, many private enterprises in China have set up their own corporate universities to train their own talents. "The training of enterprises is more and more important, because human resources play an increasingly important role in the competition of enterprises, and relying on training is the key to building the core competitiveness of enterprises. ”

In order to effectively transform learning ability into productivity, from the perspective of training, we can start from the following aspects:

1. Before training, the trainer should conduct a 180-degree or even 360-degree investigation on the actual problems faced by the trainees and their environment, accurately diagnose the system causes of the problems, and make records. And according to the training materials and case analysis, the training has a strong pertinence and practicability;

2. During the training, the trainer should guide the trainees from a macro perspective and give concepts; Break it down from a microscopic point of view, and give a method! It is necessary to make use of experiential training methods such as real-world problem discussions, role plays, and sand table exercises as much as possible. Involve the senses of the trainees' eyes, mouth, nose, body, and soul to enhance the reception and transformation effect of the training;

3. After the training, the trainer should not end the contact with the trainees, but should continue to pay attention to the continuous changes of the trainees. Actions are required, and immediate implementation of improvement goals should be quantified so that they can be easily measured. And regularly carry out follow-up verification and evaluation, and make 180-degree or even 360-degree evaluation records.

Compare this record with the pre-training period, summarize and improve!

In order to effectively transform learning ability into productivity, we can start from the following aspects from a practical point of view:

1. The effect of training should also be linked to the other two modules of human resources:

a. Performance appraisal: The assessment objects include the trainees themselves, trainers and trainee supervisors, because these three are the key factors for whether the trainees can effectively transform their learning ability into productivity.

b. Career planning: Whether students can transform their learning ability into productivity is also related to the positioning of their future career goals.

2. Organize matching evaluation activities, carry out evaluation activities matching with the training content within the company, create a positive competitive atmosphere, and help them turn each specific standard of the training content into a good habit in their daily work and improve productivity.

3. Provide matching incentives, and the corresponding incentives for assessment and evaluation can strengthen and motivate employees to quickly and accurately use the training content in practice and transform it into productivity.

Enterprise human resource training is systematic and complex, and HR can focus on the following three aspects when learning and training:

First, strategic planning of human resources. Professional human resources should be connected to the corporate strategy, and form a standardized and systematic human resources strategy, so as to provide human value-added services for the business units of the enterprise, refine and match key talents to key positions, start with the corporate strategy, and effectively control the recruitment process.

Second, enterprise team incentives. Solve the problem of "people", many problems of enterprise management will be solved, and human resource training often faces this challenge. HR needs to make an annual training plan based on position or ability, master the design of compensation plan, and build and improve the human resource strategy system.

Third, management mentality shaping. Excellent human resources are also excellent managers, HR should learn to build a human resource model that matches enterprise management, understand the difference between individual and group psychology, help leaders make decisions, gain insight into the human nature and character of the organization, and realize the complementarity of personnel structure and performance.