Do companies need to do training now?

Is it necessary for companies to do training? Before answering this question, it must be clarified that corporate training should not be training for the sake of training, in fact, training is one of the methods and means for enterprises to improve employee performance.

Another point, the training work of the enterprise is not determined by the leader or HR patting the head, it must be based on the analysis of the current human resources situation of the enterprise, and whether it is necessary to carry out training, which is the analysis of training needs. There are many companies that blindly follow other companies in doing training, and what training is popular on what training projects, which not only can not meet the needs of the enterprise itself, waste money, but also make the training participants lose confidence in the training. Therefore, the training must be carried out according to the needs.

For example, when new employees are hired, in order to make them familiar with the new environment faster, it is necessary to conduct induction training for new employees, which mainly introduces the company's background, development status, rules and regulations, and job responsibilities. If the enterprise has equipment renewal and product replacement, it is necessary to train employees in new technologies and new processes. Some of the company's middle-level management cadres are excellent employees who are promoted from the front line, and these people are good at doing specific work, but they are not good at management, so they need to be trained in relevant management skills such as communication, authorization, team building, etc.

Therefore, many employees and managers of enterprises mentioned by the landlord are conducting training, but the purpose of their training is different, so the methods and methods of training are also different.

The need for training is not limited to the situations mentioned above, here are just a few examples. To do a good job in enterprise training, we must first carefully analyze the needs, clarify the demand points, and then find the appropriate training methods and ways, so as to achieve effective training.

For newcomers, of course, it is necessary to train, and if you have relevant work experience in this industry, it is in demand.

The answer is yes, training is required.

Because society is progressing every day and the economic environment is constantly changing, only training can not be eliminated by the market, and enterprises can be invincible in the competition.

It's a must. Which company lets go of its employees all day without innovation.

If you don't want your business to grow, you don't need training.

If you want to develop, you have to train.

1. Improvement of business capabilities.

It is hoped that the company can provide professional knowledge training for professional positions to improve the professional skills and work level of employees.

2. Improvement of personal quality.

It is hoped that the company can provide employees with professional quality and imitation improvement.

3. The company's rules and regulations are trained in the cultivation of nuclear branches.

It is hoped that the company will provide employees with training on the company's rules and regulations, so that employees can better understand the company and adapt to the company.

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!

1. The details of the company's products.

2. Training in skills can enable employees to get started quickly at work.

3. The company's development plan and culture.

During the training process, there should be a record of "faces, lines, and points", and strive to build their own network of professional development. It is necessary not only to solve the general problem of "face" of training, but also to solve the "point" of training and the key special problem that needs to be solved urgently. Efforts should be made to study, learn from, improve, reflect, sum up, and adjust in the actual work in the future.

Whether the training of the enterprise training company can really connect with the merger strategy and the performance depends to a large extent on the transformation effect of the students' learning, which is not a problem that can be solved by a few training courses. Therefore, in order to use result-oriented knowledge to design the overall training program, it is necessary to work the problem of learning transformation.

The ultimate purpose of training.

The ultimate purpose of training is to produce performance, and performance is based on ability, so training should focus on skill improvement, which is also the main difference between training and education. First of all, we must establish a clear and standardized performance appraisal system, so that the learning of students can be standardized and the external driving force of learning must be generated; Secondly, we should do a good job analysis, so that everyone can clarify the personal ability requirements of the position they are engaged in, as well as their own shortcomings, and generate the internal motivation to learn.

Only after a scientific and rigorous demand survey can the corporate training company decide who needs training, what training is needed, what training methods need to be adopted, when to train, how much money should be spent on training, and a series of questions such as how much training should cost. The enterprise training company should go through a rigorous and scientific demand survey, determine the purpose of training, and then carry out purposeful training, which is beneficial to both the enterprise and the employees.