How to make training drive employee performance, and how to train performance managers

Hello dear! How to train performance managers and train them at different levels. The hierarchical training here is mainly carried out at two levels, one is the management team, and the other is the ordinary employees.

The purpose of management training is to let everyone understand the content and feasibility of the performance management system and obtain everyone's recognition and support for performance management, so that the person in charge can master the working methods of each link in the performance management system and participate in the implementation of the performance management system. The specific requirements for evaluation and scoring, how to quantify, how to do performance interviews, etc. But remember not to be too theoretical in your training, otherwise, you will be teaching others a book from heaven. The purpose of training for grassroots employees is to let them understand the purpose and significance of performance management, so that they can well grasp their shortcomings and deficiencies in professional skills through performance appraisal, so that the company can effectively and purposefully carry out training and learning, so as to eliminate their fear of performance management, so that they can establish a correct concept of performance appraisal, recognize and correct wrong concepts.

For the performance training of grass-roots employees, remember to focus on simplicity and clarity, and do not appear in professional content and theoretical knowledge. To put it simply, it is to simplify professional things, so that everyone can hear clearly and clearly.

Summary. We are happy to answer your questions on how to train performance managers: 1. Strengthen the work plan, clarify the job responsibilities and the specific meaning of "doing a good job", so as to reduce the ambiguity of goals*.

2. Improve communication with supervisors, so that supervisors can understand their work results and the process of achieving results more clearly and in detail. 3. Through performance evaluation, find out the advantages and shortcomings, carry forward the advantages, improve the shortcomings, and improve the performance. Hope it helps.

We are happy to answer your questions on how to train performance managers: 1. Strengthen the work plan, clarify the job responsibilities and the specific meaning of "doing a good job", so as to reduce the ambiguity of goals*. 2. Improve communication with supervisors, so that supervisors can understand their work results more clearly and in detail, and guide the process of achieving results.

3. Through performance evaluation, find out the advantages and shortcomings, and only take advantage of the advantages, improve the shortcomings, and improve the performance. Hope it helps.

Thank. How to do information sessions for enterprises with insufficient advantages?

Pro-advantage is opportunity, develop strengths and avoid weaknesses<>

I wish you a good mood every day<>

The basic idea of enterprise organization training needs to focus on strengthening quality, making up for shortcomings, and promoting performance, and enhance the knowledge level, professional quality, and job skills of employees through training; Make up for the shortcomings of management and improve the comprehensive quality and ability of the cadre team; Improve the quality of employees and promote the continuous improvement of business performance.

The key to improving performance is to improve the quality and ability of employees, and the role of training is particularly crucial. However, training needs to be targeted, time-sensitive, and motivating.

First of all, it is necessary to conduct a comprehensive and accurate analysis of the training needs of employees, and accurately grasp the shortcomings of employees, training organization and arrangement, training methods and methods, etc.; Secondly, build a reasonable training structure, determine the content of key training, and establish a training course library in line with the actual situation of the enterprise; Finally, the training is motivated and the effect is tested, and the assessment results are linked to the performance salary of employees through the assessment of training knowledge, so as to stimulate the enthusiasm and learning motivation of employees, so as to comprehensively improve the comprehensive skills and level of employees, and promote the overall improvement of the comprehensive performance of the enterprise.

Most positions in almost every company have performance indicators, and companies will adjust employees' salaries and even promotions according to the final performance evaluation, which is a win-win situation for both the company and employees, but the premise of achieving such a situation is that employees' abilities are improved.

What the training department needs to do is to let employees understand and recognize their own performance goals, and continue to climb along their own performance trajectory through continuous learning, and then it is obvious that employees' individual performance changes through training.

The achievement of enterprise performance is through the simultaneous improvement of employee performance and department performance, so the training managers should understand the annual development goals of the enterprise, link the performance goals of employees and departments, find out the ability gap to achieve the goals, and appropriately use the corresponding training content to narrow the gap, so as to ensure that the skills of employees and the operation of the department keep up with the development of enterprise performance goals.

At the same time, there will always be loopholes and imperfections in the enterprise operation system, which are also important factors affecting the performance of the enterprise, some of which are problems that can be solved by training, and the training manager should be good at finding and making solutions in time.

Corporate training is a cyclical process that follows the annual rings and repeats itself, even if it only acts as a lubricant for the enterprise in the operation process, but I want to say that the enterprise must be indispensable.

I believe that every business will have some phenomena that you are not used to, and this is indeed the time for training managers to show their skills.

The goal of the training is to align the behavior of employees with the requirements of the corporate culture. In this process, if you try to turn it around single-handedly with your own ideas and abilities, you have to consider how the employee's behavior can be guaranteed and continued after the training, that is, his immediate superior, this is a cooperation.

1 Personalized training content:

In order to maximize the effect of training, the content of the training is required to be closely combined with the company's situation and the situation of the trainees. Therefore, the consulting company must conduct in-depth research before training, grasp the specific situation of the company and the trainees through communication with relevant departments and students, adjust the training content and methods, and ensure that what is taught is what the students want to learn and need to learn the most. At this stage, the human resources department and the trainees can put forward some specific requirements, such as a module has been trained and should be deleted, or a module is still relatively weak and wants to be added, etc., so that the training content is tailor-made.

2 Coach-style training:

Adopt coach-style training methods, integrate case teaching, experiential teaching, situation simulation and other most advanced training methods, focusing on training!! All training methods are based on the principle that the students can absorb the most, and the important thing is not how well the lecturer speaks, but how much the students have learned, how much, and how much they have used? It is more to make the students comprehend or even suddenly realize, rather than forcing indoctrination, so that they can be linked from the classroom to the actual work, and can be linked to the knowledge learned in the classroom during the actual work.

Through the touch of the heart and the guidance of the subconscious, the concepts and skills taught are deeply imprinted in the subconscious of the students, so that the change is from the inside out.

With the right approach, change can happen in an instant!

3. Perfect post-training service.

After the training, the lecturer will work with the human resources department and the head of the line department of the trainee to formulate the next action plan, including what the trainee should do and what the relevant departments should do, etc., to ensure the continuity of the training effect; The human resources department will form a post-training report and submit it to the relevant departments within one week after the training, including the summary of the training effect and suggestions for the future management of the relevant departments. Students are required to submit a regular experience report: including the application of the knowledge learned, the problems and confusions encountered, the expected help and successful experience, etc., for at least 1 month, and when the situation is special, regular on-site counseling is organized.