How to improve the effectiveness of corporate training 20

1. Mobile training.

Through the background of the training system and the connection to WeChat, enterprise members can conduct training and learning anytime and anywhere through WeChat. At the same time, there is no need to gather all members like the traditional training method, and there is no need to use the working time to participate in the training, because the best training can get rid of the limitation of time, use their free time, learn knowledge in fragmentation, and interact with each other on WeChat.

2. A variety of course forms.

First, the content of simple paper document training, through the enterprise training system background, allow administrators to upload learning courseware independently, supported formats are **(**), documents (word, excel, ppt, pdf and other common documents), **, audio, ** or url, deepen the interest of enterprise employees in training, promote more active training, is conducive to improving the quality of training, can allow employees to create more wealth for the enterprise.

3. Realize closed-loop training.

Use the light cloud training system to upload their own training courseware to the server, whenever a new employee joins, you can learn the course that has been uploaded, participate in the first exam after learning, and the system will give the score after the exam, saving the vast majority of manual links. From courseware uploading, course design, release of learning plans to learning, examination evaluation and credit hour statistics, the whole process is paperless, which can save enterprise office costs, and at the same time, the use of training can save time and efficiency.

Fourth, improve the enthusiasm of employees.

Organize the first examination through the examination training system, test the learning effect through the examination, and the training system automatically marks and counts the students' results, without personnel statistics, and the system automatically generates the examination report. At the same time, employees can also check the examination details through the training and examination system. According to the learning situation of the students, the credits and hours are automatically ranked, and the enthusiasm of the enterprise members is stimulated.

1.Establish incentives.

How to improve the motivation of employees has always been a headache for HR managers. The purpose of training is to improve the ability of employees, therefore, constantly improve the job requirements, supplemented by salary incentives, so that employees have the motivation to learn, and evaluate employees through ability assessment. The establishment of incentive mechanism can not only avoid the slack attitude of employees in training, improve the enthusiasm of employees to learn, but also create a healthy atmosphere of competition between employees, and finally can combine training effect evaluation and performance appraisal to improve the work efficiency of the human resources department.

2.Set an example.

The power of example is endless, and good examples can inspire people to forge ahead. Enterprises can select employees with high motivation, serious learning attitude, and outstanding training effects in the training to set an example and become a benchmark for other employees. The purpose of setting an example can not only guide from a positive aspect, but also reflect the importance of the enterprise to employees and training, and drive the enthusiasm of employees to treat training from the side.

3.Practice the training content repeatedly.

Learning is a long-term process, and applying what you have learned to the real world is even more long. The purpose of enterprise training is to allow employees to apply the knowledge they have learned to their work and bring value to the enterprise, so after the employees end the training course, they should hone the content they have learned in different forms, such as long-term and phased through practical exercises, so that employees can continue to consolidate their knowledge and finally let employees develop a habit.

4.Maintain inter-departmental communication.

Many enterprises think that the evaluation of training effect is a matter of the human resources department, in fact, it is not the case, the training department is also an important part of the evaluation process, it is many enterprises that ignore the role of the training department in the evaluation of training effect, so that the training effect evaluation can not be implemented. After the training, the supervisor of the training department should also undertake the work of supervising the training effect of the trained employees and feedback it to the human resources department; At the same time, the human resources department should maintain effective communication with the personnel at all levels of the training department to keep abreast of their ideas.

5.Targeted selection of evaluation modes.

The differences between enterprises make it impossible to fully apply the training effectiveness evaluation model to each enterprise, so it is necessary to choose the most appropriate evaluation model according to the enterprise itself. In fact, human resources supervisors can set different evaluation methods according to different department employees, such as target evaluation for administrative departments, performance evaluation and income evaluation for sales personnel, and test comparison evaluation for customer service departments.

The problems and improvement measures in the training are as follows:

1. The problems in the training refer to the lack of assessment and evaluation of the training work, the lack of innovation in the training form, the lack of strong principles, the lack of internal teachers, and the lack of effective communication.

There is little training assessment and evaluation, and there is no standardized fixed process. Although the training work is carried out, the assessment of employees during the training period is small, so there is no full understanding of the mastery of the training content of the employees, and the training effect is not understood. In particular, some technical training organized by the branch has no detailed tracking for the assessment in the later stage of the training.

2. Training improvement measures refer to strengthening the tracking of training assessment, strengthening the daily management of training, gradually establishing an experienced team of teachers who understand the actual situation, strengthening horizontal and vertical communication within the company, and filing records should be clear and timely.

In view of the lack of training assessment and lack of understanding of the training effect, we should set up an assessment system to strengthen the feedback of training, and understand the opinions and suggestions of employees on training through interview methods and questionnaire methods. Through written examinations and on-site operations, the staff's mastery of the training content is inspected, and the specific examination is determined by the situation.

Training is an effective way to achieve career planning for employees, and training records are a way to track the growth of employees, so the collection and archiving of training materials should be taken seriously and continuously improved. In the future work, it is necessary to strengthen the management of training materials, the report design should be more detailed, comprehensive and scientific, and the paper materials should be clearer.

Enterprise idea: to establish a propaganda agency, for all kinds of training institutions to gather together to do publicity, so that the choice of each student is very rich, but they can get great discounts here, the company also extracts a part of the advertising fees from the training institution to return a certain amount of money to the hall students, which not only discounts the students, but also improves the reputation of the training institution.

First of all, in order to improve their own quality, they must master various business skills, and conduct as many on-site inspections and summarization of relevant experience as possible, so as to strive for their greatest progress. In addition, it is necessary to expand its own elimination team, find the right personnel to take on the propaganda work, and make suggestions together.

The first is frequency training. However, after the wide destruction is the quick-selling roll training.

What kind of training? Can you elaborate on that.