What are the characteristics of the corporate training system and what constitutes the corporate tra

There are four main methods of traditional enterprise training: 1. Teaching method: it belongs to the traditional training method, which has the advantage of being convenient to use and convenient for the trainer to control the whole process; 2. Audio-visual Technology Law:

Employees are trained through modern audiovisual technologies such as projectors, video recorders, etc. The advantage is that it uses visual and auditory perception methods, which are intuitive and distinct. 3. Discussion method:

According to the complex procedures of cost and operation, it can be divided into two ways: general group discussion and seminar. 4. Online training method: the training is more flexible, not limited by geography and time, in line with the new trend of decentralized learning, saving the time and cost of centralized training for students, and the training data can be clearly seen after the staff training is completed.

Establishing and improving an effective enterprise training system is the core task of training management. The criterion for judging whether the training system is effective is whether the training system provides the best human resources for the improvement of the competitiveness of the enterprise and the realization of the strategic goals of the enterprise. An effective training system should have the following characteristics:

1) Guided by corporate strategy. The enterprise training system is rooted in the company's development strategy and human resources strategy system. Only according to their own strategic planning and combined with their own human resource development strategy can enterprises tailor an efficient training system that is in line with their own sustainable development.

2) Focus on the core needs of the enterprise. An effective training system is not a "firefighting project" for headaches and foot pains, but should deeply explore the core needs of the enterprise, and do a good job in the cultivation and reserve of talents for the needs of the enterprise in advance according to the strategic development goals of the enterprise and the demand for human capital of the enterprise.

3) Fully consider the needs of employees' self-development. According to Maslow's hierarchy of needs, human needs are multifaceted, and their highest needs are self-development and self-realization. Receiving education and training according to one's own needs is an affirmation and satisfaction of one's own development needs.

The ultimate purpose of training is to serve the development strategy of the enterprise, and at the same time, it should also be combined with the personal career development of employees to achieve the matching of employee quality and business strategy. This system integrates the personal development of employees into the track of enterprise development, so that employees can achieve personal development and personal achievements by participating in corresponding levels of training in accordance with clear career development goals while serving the enterprise and promoting the strategic goals of the enterprise. In addition, the fierce competition in the talent market has also made employees realize that constantly improving their skills and abilities is the foundation of gaining a foothold in society.

An effective training system should justify this need and provide it with reasonable guidance.

First of all, it is necessary to clarify the objectives 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 that has no loss and has a direction to open the belt, the wind in any direction is a headwind, and it is naturally difficult to move forward an inch, and the same is true for training management - without a goal, any methods and means are in vain.

The formulation of training objectives is a process of enterprise strategy decomposition, and it is necessary to first formulate HR management objectives around the enterprise strategy, formulate training management objectives according to HR objectives, and then formulate system scale around training objectives.

Second, improve the internal training system.

The system manages people and the process manages things. The training system is the "dam" to ensure the smooth and efficient operation of the enterprise training system, and it is also the most basic management tool. However, the system is divided into two types: programmatic system and operational system, and the system design needs to cover the enterprise goals, needs to conform to the principles and logic of the law, and is more simple and smooth.

In this way, we can ensure the effectiveness of training, management, marketing, and management.

After the training objectives and production system are customized, it is important to build a training system.

First, the enterprise is built independently.

Some deep-pocketed companies will hire some professional technical developers to build their own training systems, and they greatly underestimate the complexity involved. From the initial planning of the system, the definition of functions, the art interface to the development and implementation and online operation, a large amount of personnel and funds need to be invested.

The so-called enterprise training system is to establish a systematic training management system and training course system within the enterprise that are compatible with enterprise development and human resource management. Of course, the corporate training system changes around the company's strategy and business changes, just like the logistics troops, the soldiers go to ** supply and follow **. In terms of the composition of the enterprise training system, our company is mainly divided into three levels: training organization, training resources, and training management.

Training organization. To organize a training, we must first clarify the training objectives, then determine the training object, determine the training time and place, and determine the training content and method. In terms of training organization, our company has been cooperating with Ping An Zhiniao, which has the function of intelligent organization, providing our company with one-stop enterprise training organization work, helping our company quickly complete the preparation work in the early stage of training, from training preparation, demand research, to training plan, giving our company a lot of help.

Training resources. The training resources mainly include training methods, training courses and training teachers. Among them, the quality of the training course determines the training effect.

In order to improve the level of our company's training resources, we have customized a very suitable corporate training course for us by using the Zhiniao excellent course function of the Ping An Zhiniao platform, from new employees to management on the platform, which has improved the training effect of our company.

Training management. On the one hand, training management is to manage all the participants in the training, and on the other hand, it is to collect various data, such as the statistics of examination data after the training. Through methodical management and data statistics, we can grasp the training situation of employees in a timely manner, so as to formulate incentive plans and adjust training plans.

In terms of training management, Ping An Zhiniao provides our company with a digital training management function, which comprehensively monitors the number, duration, and learning results of employees' learning courses through multiple data dimensions, scientifically supervises employees' learning behaviors, and helps us optimize the training strategy later.

The enterprise training management system includes a series of training-related systems, such as training system, training policy, management personnel training responsibilities, management information collection, feedback and management, training evaluation system, training budget and expense management, training and performance appraisal management.

The training course system refers to the establishment and improvement of a series of training courses with the characteristics of the enterprise, including corporate culture training, induction training, on-the-job training, professional knowledge and professional technical training, marketing training, management and leadership skills training.

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

The first part of the enterprise training system - resources The construction of the enterprise training system is divided into three steps: first, clarify the company's existing positions, classify the positions, and set up courses in major categories; Second, combined with the nature of the post, the curriculum was optimized, and the curriculum was changed to the three levels of high school and low level; Third, combined with the lecturer resources and the effect of the course landing, finally.

The second part of the enterprise training system - system Compile a complete, rigorous and feasible training system to ensure that the training can be correct from the source.

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.

For modern enterprises, the most valuable asset is not high-precision instruments, but human resources. The competitiveness of human resources has become the core competitiveness of enterprises. However, it is necessary to know that talent training depends on the enterprise training system, and only by building a perfect and effective training system can we continuously deliver talents for the development of the enterprise.

The so-called enterprise training system is to throw a person into the system, and after completing all the learning tasks in the system, the person can independently complete the work assigned by the company. Of course, the corporate training system revolves around changes in organizational strategy and business, just like the logistics troops, where soldiers go to ** supplies and follow **.

Generally speaking, the training system of an enterprise should include the following aspects:

1. Why: What do employees learn;

This is a question of training decisions, which means that the training manager must always pay attention to the performance bottlenecks of the business, solve the problems caused by the lack of business capacity in a timely manner, and ensure that the training is worth solving the problem.

Enterprises do not build a training system blindly, but need to clearly understand whether employees need to receive training, and what benefits training will bring to them, so that more employees can receive training, so that the training is closer to the needs of employees and meet the actual needs of employees.

2. What: Organize the content;

Organizing content is a problem of rapid development of course content, and in the process of building a training system, the following three details should be paid attention to in the development of course content:

1) Identify typical work tasks that affect business bottlenecks;

2) Replace the course series with a task series to form an annual training system;

3) Based on the learning path, it serves to establish the basic path of employee growth.

3. How: How to learn effectively;

According to the 721 law, the design of a comprehensive learning solution, each key task is designed as multiple learning tasks, to ensure the effectiveness of the learning method, is the top priority of the training system design. At the same time, it is also emphasized that the training system is not a combination of multiple disciplines, and that the combination of multiple learning tasks is based on work to achieve the purpose of solving a problem in a blended learning process.

4. tool: learning management mechanism and tools;

Designing learning management mechanisms and tools, such as administrator manuals, coaches, and learning passports, is not the most important in the training system, but it is necessary, which is a key part of ensuring that the training system is implemented, learning is like work, and without an effective management system, management process and management methods, there will never be a high performance outcome.

5. Where: Ensure the maturity of the training system.

The maturity of the training system depends on whether there is a perfect training effect evaluation system, and the training effect evaluation system is an important part of the training system. After training, employees can be assessed on their work attitude and efficiency to ensure the impact of what they have learned on the actual job. However, the outcome evaluation criteria should be developed according to different training contents, so as to better improve the training system and provide a reliable basis for decision-making.