What kind of training should be included in the training system What links should be included in the

1. The framework contains the following:

Training management system, training course system and training implementation system.

Including training system, training policy, management personnel training responsibility management, training information collection, feedback and management, training evaluation system, training budget and expense management, training and performance appraisal management and a series of training-related systems.

3. The training course system is subdivided as follows:

Establish and improve a series of training courses with the characteristics of the company, including company culture training, induction training, on-the-job training, professional knowledge and professional technical training, marketing training, management and leadership skills training.

4. The training implementation system is subdivided as follows:

Ensure the implementation of the company's training system, and through the effective organization and implementation of training activities, tracking and evaluation, improvement and enhancement, a set of control processes that reflect the value of training...

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According to the close relationship between the functions and contents of each element of the training body, three systems are formed.

That is, the training management system, the training support system and the training operation system. Appearance.

1. Training management system, the components of training management system are divided into training concept, training management system and training management system.

2. Training support system, the components of the training support system are divided into training institutions, training courses and teaching materials, and trainer teams. Cultivate.

3. The training operation system is composed of four elements: demand analysis, design and planning, organization and implementation, assessment and evaluation.

The training system mainly consists of the system, curriculum, lecturers and evaluation.

1. The system is the foundation, including training management methods, training plans, related forms, work processes, training evaluation methods and internal lecturer systems.

2. The curriculum is the soul, including course design, courseware production, handout writing, and course review and evaluation.

3. The lecturer is the carrier, that is to say, the lecturer is only an executor in the training system, and he only plays the role of deducing the course.

4. The evaluation is a summary, generally speaking, it is difficult for the training department of any enterprise to do a good job in the evaluation, and the evaluation is not a small team of 4-5 people can do a good job. Large training companies will charge hundreds of thousands of dollars for training evaluation, which can ensure accuracy.

1. Build a modular content system. Set up four aspects of theoretical education, party spirit education, ability training and knowledge updating, modularly enrich the teaching content, and in the content setting, highlight the status of theoretical education and party spirit education as the main course, clarify that the main class teaching is not less than 50% of the total class time, and the party spirit education is not less than 20%, and adopt the "compulsory elective" two ways to arrange the content to ensure that the training content not only meets the taste of the public, but also meets the needs of individuals.

2. Build a classified implementation system. Adhere to the respect, reflection, and satisfaction of the actual needs of cadres throughout the cadre education and training, in accordance with the principle of "classification and stratification, full coverage", the training objects are according to county-level leaders, county-level management cadres, young cadres and "three-dimensional" cadres, village cadres, etc

The selection and transfer of students, college students, village officials and professional and technical personnel are divided into 7 categories, and the training courses of special categories are set up and carried out by category, so as to make the formulation of training plans more targeted and effective.

3. Build a diversified system of methods. Highlight the "five learning" model of "centralized rotation training systematics, special lecture classification, industry training practice, out-of-office training and open learning, and network education independent learning" as the main channels, and the diversified training method system supplemented by the central group study of the party committee (party group), leading cadres on the podium, "moral lecture hall", theoretical preaching, on-the-job self-study and temporary training, and constantly meet the diversified training needs of different cadres.

4. Build a standardized management system. We will further improve mechanisms such as demand research and class approval, and continue to strengthen the supervision of training courses from project initiation, organization, evaluation, and summary; Strictly and practically grasp the implementation of the follow-up management, fund management and other systems and the implementation of the "Jinta County Cadre Education and Training Hour System Assessment Measures (Trial)", and earnestly promote education and training through the "trinity" cadre education and training whole process management chain of strict discipline before training, strengthened management during training, and follow-up feedback after training, so as to promote education and training to achieve practical results.

The training system is an important guarantee for the continuous training of employees in an enterprise. It is an organic combination of internal training resources and a platform for enterprises to implement effective training for employees. It can make the training more systematic, more durable and more effective; It is an important tool to help enterprises achieve their talent development goals.

Tan Xiaofang, a well-known training expert, believes that because different enterprises have great differences in culture, strategy, scale, industry and many other aspects, the construction of the training system must also start from the characteristics and reality of the enterprise itself, in addition to figuring out the content of the training system and the current situation of the company's training, we should also pay attention to follow the following six principles: based on the principle of strategy, the principle of meeting needs, the principle of full participation, the principle of employee development, the principle of dynamic openness, and the principle of maintaining balance.

1. Establish a sound training needs analysis.

The establishment of a training system is not carried out blindly, but it is necessary to understand whether the employees of the enterprise need to receive training and what benefits the training is to them, so that more employees can accept it, make the training needs closer to the needs of employees, and meet the actual needs of employees.

At the same time, publicize and implement the training process of the enterprise to the employees, so that the employees can reflect the training needs through clear channels, not only to take into account the needs of the production and operation development of the enterprise, but also to consider the employees' personal career development wishes, and organically combine the two in order to better let the employees learn and contribute to the enterprise. While realizing personal value, it can also help enterprises achieve better development.

2. Establish a sound training course system.

Training courses are the most important part of the employee training system and the core content of training implementation. The establishment of a sound and scientific training system is inseparable from the support of an effective curriculum system. The scientific and effective curriculum system can enrich the training content, enrich the teaching connotation, and increase the characteristics and highlights of the training program.

In the process of training, the form of training courses should be diverse, and should not only stay in the atmosphere of students in the past, but only listen to the teacher's speech. Instead, we should use modern teaching methods to enhance the interest and practicality of the course, which can not only improve the learning efficiency of students, but also facilitate the mastery of knowledge and the cultivation of ability, and can also be repeated to improve efficiency and save costs.

The training for on-the-job employees should focus on the advancement and professionalism of knowledge, and carry out corresponding training courses around the company's projects and the lack of work skills of employees, so as to promote the rapid growth of high-level and urgently needed talents.

3. Establish a sound training implementation system.

Corresponding supervision is required during the implementation of the training to ensure that every employee is able to participate and learn. When necessary, it is also necessary to listen to the opinions and suggestions of the employing department and employees. Let the training system be truly implemented.

Fourth, improve the training effect evaluation system.

The training effect evaluation system is an important part of the training process system. Let the employees of the enterprise apply what they have learned is the real meaning of training. Therefore, after the training, you can evaluate the work attitude and work efficiency of the employees to ensure the effect of what they have learned on the actual work.

However, the criteria for outcome evaluation should also be formulated according to the content of different trainings, so as to better improve the training system and provide a reliable basis for the effect.

The training content of managers is generally divided into modules:

First of all, according to the development trend of the enterprise training theme activities, but if you want to exceed the ideal actual effect, then it is necessary to choose the appropriate corporate training method, in other words, for different training objectives to adopt different training methods. That is, it is necessary to grasp the key training content of different training methods, and how to carry out training for various different employee training, how to select training methods, how to clarify training teachers, how to choose special training tools, how to design program training course content, how to conduct training evaluation, and a series of problems such as program planning and organization and coordination.

Secondly, for enterprises, the purpose of training is not the same, and the training content is also quite different, especially for new employees and old employees, the training content must be distinguished, because the actual effect of different training content is completely different.

If the corporate training theme activity is for new employees, you can choose to use centralized closed training. At the time of the enterprise training theme activities, the most critical training content should be the company's rules and regulations, culture and art, core concepts, well-known brand information content, safety and technical specifications of cultural education, and lead new employees to visit and inspect the company's enterprises and can be assigned to communicate with each other, so that new employees can choose their own precise positioning in the enterprise as soon as possible.

For the old employees, they often have a deeper grasp of the core concept of the enterprise and its corporate culture and art, and the grasp of all the elite teams is clear.

In the end, there should be different content of training for employees in different positions. In the whole process of training, some super skills training courses related to specific positions should be added, and lectures should be given by superior leaders, managers and personnel departments. The training requirements and content of middle-level and high-level and discipline inspection cadres in enterprises should also be different, and the design of training topics should also be different.

The training content of the management personnel goes to the exhibition and understands the republic.

After the completion of the training, we must carry out cognitive ability tests to strengthen the memory and understanding of various basic knowledge in the minds of employees, so that the training can be more reasonable to assist in the work, in order to produce greater economic benefits for the enterprise.

A complete enterprise training system includes: training management body.

Department, training course system and training implementation system.

Training management system: including training system, training policy,

Management personnel training responsibilities management, training information collection and feedback.

and management, training evaluation system, training budget and cost management.

management, training and performance appraisal management, etc.

off the system. Training course system: refers to the establishment and improvement of corporate culture.

chemical training, induction training, on-the-job training, professional knowledge and.

Professional technical training, marketing training, management and leadership skills.

A series of training courses with the characteristics of the enterprise.

Training implementation system: It includes ensuring the training system of the enterprise.

implementation, and through the effective organization and implementation of training activities

Track and evaluate, improve and improve, and reflect the value of training.

A complete set of control processes.

The corporate training system includes the following contents: First of all, it is necessary to clarify the goals 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.