Where is the group management training

Huacai Consulting Group is very researched in group management and control, and has done a very mature job in group management and control training.

The lecturer team of Huacai Consulting has rich experience in management consulting projects, and has provided parent-subsidiary management and control consulting services for nearly 300 group enterprises, including PetroChina, COFCO, China Mobile Group, China Merchants Group, Minmetals Group, Great Wall Assets, China Post, Dongfeng Motor Group, Baosteel Group, CIMC, Shagang Group, Guangsha Holdings, etc. With the essence of rich management practice, the courses of the Huacai lecturer team are simple to understand, and the perfect combination of management theory and practice has been achieved. Our team of lecturers has published monographs including:

The Power of Consulting", "President Manufacturing", "Forging a High IQ Enterprise", "109 Questions on Parent-Subsidiary Control", "The Rise of a Great Power - National Control", "Parent-Subsidiary Control Function Series (10 Books)", "Elephant Dance - Learning Group Control from World-renowned Companies", a series of management audio-visual textbooks include: "Parent and Subsidiary Management and Control System", "Parent and Subsidiary Management and Control Functions", "President Training", "Group Profit Model", "Ten Problems of Parent and Subsidiary Control", "Organizational IQ", " State Control", etc.

The group controls the courses of the most authoritative consulting organization - Zuojia Consulting Group.

1. Group strategy series courses.

Balanced Scorecard Group Strategic Planning 1 day (6 lessons) Interactive teaching with case studies, brainstorming, expert dialogues, and group discussions.

Group Strategic Control System 1 day (6 hours).

Group Strategic Control 1 day (6 hours).

2. Group management and control series courses.

Group operation control 1 day (6 class hours) Interactive teaching with case analysis, brainstorming, and group discussion is adopted.

Group Human Resources Control 1 day (6 hours).

Group Financial Control 1 day (6 hours).

Group function control 1 day (6 hours).

Group Strategic Performance Management 1 day (6 hours) Interactive teaching with case studies, brainstorming, and group discussions.

Group Compensation Strategy 1 day (6 lessons) Interactive teaching with case studies, brainstorming, and group discussions.

3. Group risk and internal control courses.

Group Internal Control and Risk Management 1 day (6 hours).

Zuojia International Consulting Group is an authoritative expert in group control, and what is more valuable is that they have successfully applied the balanced scorecard system to the highest level of group management and control

We have asked them to do consulting and training services before:

The consulting lecturer team has rich practical experience in management consulting projects, and the consulting team of Zuojia International is currently the most stable, professional and authoritative consulting team in the industry, and has provided BSC group management and control related services for nearly 400 group enterprises, including PetroChina Group (headquarters), PetroChina Daqing Petroleum Group, COFCO, FAW Group, Huadian Group, China Railway 13th Bureau Group, XCMG Group, IFDI (China) Group, Lutianhua Co., Ltd., etc. With the essence of rich management practice, the courses of Zuojia's lecturer team are simple to understand, and the perfect combination of management theory and practice has been achieved. Zuojia Consulting lecturer team has published monographs including:

Control", "Balanced Scorecard Strategic Management", "Balanced Scorecard Performance Management", "Balanced Scorecard Process Management" (10 books) and other monographs; Zuojia Consulting Group regularly holds training and salon activities under group control across the country.

I have been in the enterprise training industry for more than 10 years, and I feel that there are only a few good enterprise management training companies in China, and in the past two years, it has been more popular and has a good reputation, and its service model is very novel, integrating consulting + platform + content + operation, which is a very easy to use one-stop intelligent training platform, which can better help enterprise training to achieve solid fiber efficiency.

Ping An Zhiniao intelligent training integration platform covers a series of subdivided intelligent training scenarios such as smart enterprise training, smart learning, smart lessons, and smart management through many functions such as Zhiniao short, AI air classroom, AI intelligent sparring, AI robot askbob, AI intelligent exam, etc., and has a one-stop enterprise training content collection center, which can create an exclusive content system for enterprises, and employees can directly use fragmented time to complete the training content, which not only saves time, manpower, and material costs. It has obvious effects, and can fully mobilize the enthusiasm of employees.

I learned that Ping An Zhiniao now has more than 58 million registered users, and the number of people learning on this platform has reached 100 million+. So many users are using it, which just shows that the Ping An Zhiniao platform is indeed suitable for the training needs of many users.

Enterprise management training is generally provided by social training institutions, such as external training institutions of colleges and universities, social training institutions other than universities, as well as professional certification-related training, such as manager certification training, project manager certification training, etc.

There are also business management consulting institutions that also provide business management training, especially for their client enterprises.

The specific forms of training include systematic course projects, special lecture projects, vocational certification projects, etc., which basically have case explanations, but will not provide solutions for a certain enterprise.

At present, there are many such social training institutions in China, and they can be easily and conveniently found on the Internet, but generally there are more such institutions in economically and commercially developed areas such as large and medium-sized cities, and the average level is also relatively high.

As far as I know, Tsinghua University has a perennial high-end business management training program, such as influential enterprise management consultants, Yizhong Company, Kunye International, etc., all have permanent lectures and training programs related to business management and managers.

You can check it on the Internet, and then contact the relevant management or business management training institutions according to your own area and personal expectations, consult it, understand the fees and training related information, and then determine the training positioning you expect (such as high-end, or practice), and finally choose a specific institution.

Enterprise training refers to a planned and systematic training and training activities carried out by enterprises or enterprises to improve the quality, ability, work performance and contribution to the organization. The goal is to improve and enhance the knowledge, skills, working methods, work attitudes and work values of employees, so as to give full play to the greatest potential to improve the performance of individuals and organizations, promote the continuous progress of organizations and individuals, and realize the dual development of organizations and individuals.

Five Principles of Enterprise Management Training:

1. Establish an executive leadership team to facilitate change.

Second, the implementation of management training into the actual operation.

3. Connect and integrate organizations around management training.

Fourth, let management training become everyone's job.

Fifth, make management training a continuous process.

Differences between Chinese and foreign enterprise management training:

Many Chinese companies lament: it is becoming more and more difficult to retain people now! Not only is it necessary to retain people, but it is also difficult for Chinese companies to compete with foreign companies when it comes to recruiting new employees.

Some people may attribute this to the low wages of domestic enterprises, but it is fundamentally a problem of the internal incentive mechanism of enterprises (the development space and improvement mechanism are more important than simple wages), in addition to the lack of attractiveness of Chinese enterprises due to the limitation of existing resources in terms of material incentives, a very important reason is that most enterprises will only employ people, but not train people. Comparing the human resource management of Chinese and foreign enterprises, one of the biggest differences lies in the training investment of employees. The training of foreign-funded enterprises is complete and systematic, and closely related to the actual development of corporate culture and enterprises.

On the other hand, the staff training of Chinese enterprises seems to be mostly emergency or passive, and business managers do not seem to regard training as an investment, and it is impossible to establish the relationship between employees and enterprises without training, let alone the formation of corporate cohesion or learning organizations.

Enterprise management training, also known as enterprise training, refers to a planned and systematic training and training activities carried out by enterprises or enterprises to improve the quality, ability, work performance and contribution to the organization. The goal is to improve and enhance the knowledge, skills, working methods, work attitudes and work values of employees, so as to give full play to the greatest potential to improve the performance of individuals and organizations, promote the continuous progress of organizations and individuals, and realize the dual development of organizations and individuals.

The steps are: the first step is to confirm the objectives of the benchmarking training;

The second step is to determine the comparison target;

The third step is to collect and analyze data and determine benchmarks;

The fourth step is to systematically learn management training and self-improvement;

The fifth step is to evaluate and improve.

The concept of training can be defined in both narrow and broad senses: generally speaking, training is the process of improving employees' knowledge, skills and attitudes and achieving performance improvement through certain means (such as classroom teaching, case studies, game sharing, role playing). In a narrow sense, training is a series of activities such as classroom teaching, case study, game sharing and role playing, and in a broad sense, training is a process of achieving performance improvement, including not only classroom teaching, case study, game sharing and role-playing, but also a series of work in the process of behavior improvement and performance improvement after the activity.

The starting point and destination of training is "the survival and development of the enterprise", which can be summarized as the purpose of enterprise training, that is, through the enterprise or employees to fulfill the responsibility and power of education and training, so that the enterprise can work effectively and maintain the survival and development of the enterprise.

It is to give the enterprise a physical examination and make the enterprise healthier.

Training to strengthen business management.

In order to achieve certain training objectives, the four elements of training (lecturers, students, teaching materials, and environment) are arranged reasonably, planned, and systematically to form a guiding document. Usually a complete training system consists of four parts: training course system, training instructor management system, training effect evaluation and training management system.

The first three are the three core work contents of the training system. In particular, it should be coordinated with the promotion system and salary system.

The training system is a dynamic and balanced system. Including the adjustment of the training course system and training instructors, and how to motivate the trainees to train, how to develop and manage the training business, how to transform the content of the training course into work processes and standardized operating documents, etc., these are all considered by the training management system and implemented through the formulation of relevant systems.

A training system consists of three main parts: system, curriculum and lecturers.

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

The curriculum is the soul, including the course design, the production of courseware, and the review and evaluation of the course.

The lecturer is the carrier, that is to say, the lecturer is only one of the executors of the training, and only plays the role of interpreting the course.

The role of the training system is to standardize the company's training activities and serve as the institutional basis to ensure the smooth progress of the training work. It should include: training management methods, training plans, relevant forms, work processes, training evaluation methods and internal lecturer systems.

The training management method should fully reflect the training process and the evaluation of training results, which will be combined with the performance appraisal of employees. The internal lecturer system should reflect the spirit of selecting and motivating internal lecturers, and play a role in managing internal lecturers and standardizing the teaching behavior of internal lecturers.

The first task of establishing a training system is to establish a training system, design a training workflow, make relevant forms, and formulate a training plan.

After completing the system construction, the next work is training research, that is, according to the company's development plan and human resource planning, raise questions for the construction of the training system, conduct a comprehensive understanding of the company's situation, and make a research report, complete the determination of the core competency knowledge and skills of the post, put forward the training objectives, and formulate the corresponding training plan. Curriculum design is carried out according to the training plan.

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