How to build an internal marketing training system

What you'll learn:

Starting from the end, it is necessary to clarify the purpose of the training and learning organized by the enterprise, so as to clarify the learning direction and learning content.

Who to learn and who to learn from:

Everything is done by people, and training and learning cannot escape this logic, and choosing the wrong learning object and learning teacher is useless.

How to learn: Training and learning is not as simple as listening to lectures and reading books; It's not as easy as doing expansion, fighting chicken blood; It's not as casual as finding a bunch of famous teachers to pile up courses! There are too many training and learning slogans, and how to design the training and learning method is very important to achieve the learning purpose.

How to use it after learning:

No matter how many models, no matter how complete the tools, no matter how rich the knowledge, in the final analysis, what enterprises want is to solve practical problems. All learning that is not oriented to solving the current or future problems of the enterprise is a hooligan!

How does it work after using it:

It is not the assignment that is completed, but the completion of the four-level assessment after the assignment of the task. How to complete the specific and how to solve the problem is the king!

How to standardize the effect with it:

What is a system? The system is the system that can form a solidified experience of the successful operation mode in the past, and form a standard to pass it on, and continue to produce value!

Summary. The core key of the training system "from zero to one" is that the system is not built out of thin air with a framework and fanfare, but according to the actual needs of the enterprise, by doing a good job in each training project at each stage, and "growing" point by point!

Divided into ten steps, one: a single point to cut into the selected training projects, two: to refine the training needs with the end as the beginning, three:

Wisdom and pearl selection of trainers, four: development of learning materials according to local conditions, five: progressive design and evaluation methods, six:

Interlocking related incentive mechanism, seven: step by step output training plan, eight: three-point one-line implementation of the training process, nine:

Track the training with good intentions, ten: summarize the training standards in all aspects.

The core key of the training system "from zero to one" is that the system is not built out of thin air with a framework and fanfare, but according to the actual needs of the enterprise, by doing a good job in each training project at each stage, and "growing" point by point! If you really want to conduct corporate training, it is not something that can be explained clearly in a few words, so it is recommended that the subject can look at some cases, such as I remember that there are cases in this regard on the official website of CUHK Consulting.

How to build a training system is introduced as follows: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 without direction, the wind in any direction is a headwind, and it is naturally difficult to move forward in order to move forward, and the same is true for training management - without goals, any methods and means are in vain.

The formulation of training objectives is a process of decomposition of enterprise strategy, and it is necessary to formulate HR management objectives around the corporate strategy, formulate training and promotion 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, the effectiveness of training management can be ensured.

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