Case study of employee training and development of small and medium sized enterprises, urgent

Many training specialists in small and medium-sized enterprises say that they have no room to exert themselves, watching those large enterprises continue to train every day, and they have almost nothing to do. Others believe that small businesses do not need training. In fact, these are all wrong ideas, and for SMEs, training is more important and much more flexible in ways than those of large enterprises.

When training for some large enterprises, we can always see such a situation: the training attendance rate is low, or the trainees have a bad attitude towards the training, and the root cause of these problems is that the enterprise has not cultivated a good corporate learning culture in the development process. As many small and medium-sized enterprises think at present, their enterprises are small and the number of people is small, so they do not have enough necessary and financial resources to carry out training.

In order to achieve good results in training, each employee's willingness to learn independently is very important, which requires the enterprise to have a good learning atmosphere, and the establishment of a learning atmosphere is precisely in the development period of the enterprise. It is undoubtedly the former that it is easier to educate a few dozen people about the importance of training or to give thousands or even tens of thousands of people. If the first dozens of people in the enterprise can have a strong willingness to learn, and with the development of the enterprise, these employees will continue to pass on the culture of independent learning, when the enterprise grows, the atmosphere of learning will become a culture in the enterprise plays a major role.

In terms of training methods, there are many ways for small and medium-sized enterprises, and operating enterprises are more flexible. Even if you don't have enough training budget, you can "do more with less". For example, transfers, OJTs and open classes, as well as peer exchanges, can all have a good effect.

Among them, transfer training is one of the better ways to participate in the training by the experienced, outstanding ability and strong learning ability of the employees, and then transfer the learning content to other employees, this way can pass on the content. OJT is a kind of training method for coaching at work by old employees to new employees and supervisors to subordinates, which also exists in some large enterprises, but small and medium-sized enterprises undoubtedly have more advantages, because small and medium-sized enterprises are more streamlined in organizational structure and staffing, and the training effect is higher. The open class is also a kind of training method with relatively low cost, but the effect is good, but there are more courses in the open class at present, and many courses have no actual content, and they may not be able to achieve good benefits, so they should be cautious in the choice of courses.

Peer-to-peer exchange is another method that is easily overlooked, and although it cannot be directly linked to training, it is still a good means of learning.

In fact, for the training specialist, there is more room for development in small and medium-sized enterprises, because in small and medium-sized enterprises, because there is no perfect training system, the training specialist can be flexible and flexible, and choose various methods. However, this is not the case in large enterprises, which often operate according to a set of mature training systems, and the space for display will be very small, and under the pressure of performance, few training specialists will try new training methods, so the room for growth will become limited.

Curriculum system design of job competency.

The content is practical and the science of instructional design.

The presentation is concise and commercial.

Standardize the eLearning courseware development process.

Systematic eLearning courseware development specifications.

At least 50 new courses are updated every year.

Keep up with the new trend of management development.

More than 6,000 enterprises across the country affirmed.

Answer] The purpose of :d case analysis method is to improve students' ability to analyze and solve problems.

According to the retirement time of male workers at the age of 60, female cadres at the age of 55, and female workers at the age of 50, from 2012 onwards, there will be gradually employees reaching the retirement age. By 2015, the number of retired employees that year was 17, reaching a small peak. From the perspective of the classification of retired workers, the number of retired workers accounts for a large proportion, which brings about how to deal with the recruitment of vacant positions after retirement.

The first is to shut down and withdraw the post and recruit labor workers in a unified manner, the advantage is to reduce labor costs, and the disadvantage is that labor workers have no sense of belonging to the enterprise, and at the same time, the relevant laws and regulations of the country have become more and more standardized for enterprise employment, and there are many uncontrollable factors. The second is to recruit regular employees for vacant positions, from the perspective of the company's current salary policy for new employees, the labor cost should be reduced compared with the restructured employees, which is convenient for enterprise management, and employees also have a sense of belonging, and the disadvantage is that it is higher than that of labor workers. Third, it should be linked to the company's entire development strategy, and it will be dealt with according to the company's plan.

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Example 1: Employee who made a mistake (1).

Background: The employee pony is introverted and does not like to communicate with others, but in the process of work, he often has some of his own ideas, and does things in his own way, and there are many mistakes in writing homework records, one of which caused complaints in the company, and the team leader punished the pony, let him copy the homework record 30 times, and must be handed in on the same day, and at the same time gave the employee a fault sheet, the pony did not say anything, but the pony did not finish that day, did not hand in, and the next is the dialogue between the pony and the team leader.

Conversation: Pony: Squad leader, the time you gave me is not enough for me to finish.

Squad Leader: Okay! Then when are you going to give it to me.

Pony: Here you will be the morning after tomorrow.

Squad leader: Yes, but not 30 times, but 50 times.

The employee was not convinced and questioned him.

Pony: You'll also confirm that the homework log has leaked out, so why don't you punish you for copying it?

Squad Leader: I have my share of responsibility, in addition to not letting mistakes leak out, I also have to do an error analysis of the errors that have occurred, and find out how to prevent the errors from happening and leaking out.

After a pause, you can do it if you don't copy it, and you can hand me a report on how to prevent this error from leaking out.

Pony: I haven't, no, and you don't have time for me to learn.

Team Leader: I haven't studied either, but it's my responsibility to dig and figure it out.

Results: On the third day, I handed over to the team 50 times to copy the homework record and a fault reflection sheet.

Introspection and confusion:

1. Didn't call the pony out to ask what he thought and felt when he knew about the punishment for copying the homework record, and whether he had to give his own opinion on the way he was punished;

2. When the pony asked that the squad leader who should be punished also had a share, he didn't know what to say about him;

3. On the third day, you should talk to the pony.

Small and medium-sized enterprises need to pay attention to time management, efficiency!