How can I improve the effectiveness of my training? How to train to achieve the best results

What is the greatest value of training? Is it to improve the quality of employees? Is it to improve the concept of thinking? Or to boost team morale? In fact, the greatest value of training is to promote the formation of good organizational habits in enterprises.

So what are the organizational habits? Let's look at Lenovo Group, where all employees usually use paper that has been used on one side, and in terms of economic benefits, Lenovo has no problem saving hundreds of thousands or even millions of paper costs every year. In terms of organizational habits, this is a very good organizational habit - the habit of saving.

From a management point of view, we should not only improve everyone's management knowledge and management skills through training, but more importantly, ensure that all management cadres and the entire organization are applied in accordance with a unified method, so as to maximize organizational efficiency, not only individual efficiency. To give an example of time management, many companies have introduced this course, after everyone learns, they can design their own time management methods, but it often happens that the individual efficiency is temporarily improved, but the organizational efficiency is not improved, because everyone's time management methods are not unified at all, and they cannot cooperate with each other.

Nowadays, many enterprises are aware of the importance of training, but how to achieve and improve the effect of training, we should pay attention to the following points:

First, support and attention from the top management is key.

Second, the training department should build its own team into an expert team.

3. Grasping the needs of the training object is a key step to improve the training effect.

Fourth, there is a need to develop an effective training plan.

Fifth, the curriculum design should be targeted.

6. The teachers of the training should have both professional knowledge and enthusiasm for work.

The first is frequency training. Then there's speed training.

Here's how to train to achieve the best results:

1. Choose the training content. As a trainer, you must choose the content of the topic to be trained for yourself. If the training content is good at you, the training will be smooth.

2. Do a good job of training courseware. Make the training content into courseware, plug it in, give a good example, and let the participants intuitively look at the ** on the screen during the training, which is easy to accept and understand.

3. Familiar with the training content. If the training content and courseware are not made by yourself, then before the training, you must familiarize yourself with the training field, so as not to talk about the topic and fail to achieve the purpose of the training.

4. The training content should be as short and easy to understand as possible. The training content should be short and easy to understand, not too complicated, which makes people sound boring, uninteresting, and incomprehensible and unacceptable to the participants.

5. Select the personnel to participate in the training. Before the meeting, we should select the personnel who come to participate in the training, do not invite the personnel who are not doing this business to participate in the training, and ensure that the full-time personnel come to participate in order to understand the training content, and after the meeting, it is conducive to conveying the spirit of the meeting and the work can be used.

6. Set the discipline of the venue. If everyone does not abide by the discipline, the venue will be noisy, the listeners will not listen, and the speaker will not be able to speak, and the meaning of this training will be lost.

1.Address employee engagement and engagement. If you want to improve your willingness to participate in training, the training content should first be strongly related to the employee's job and promotion and salary increase.

2.In the training arrangement, try to avoid work-study conflicts, such as using a combination of online and offline, and some online course employees can use fragmented time to learn at any time. Therefore, it is best to have a systematic enterprise training platform that can meet the needs of various scenarios of enterprise training, such as Winner Cloud Learning, which has relatively comprehensive functions and can support the whole process of enterprise training.

3.Create a learning atmosphere for all employees and create a learning organization. People have social attributes, and the people around them are learning, and employees will naturally have a sense of tension and actively participate in it, so enterprises need to create a relaxed and sensitive atmosphere for all employees to learn, and can use incentive mechanisms such as points and medals on the corporate training platform to promote learning, and stimulate learning and discussion through topic sections, and even use the gamification method of breaking through and ranking to enhance the enthusiasm of learning.

4.Tutoring and teaching. After some trainings are completed, it is difficult to digest and apply them well without real on-the-job practice, so employees can really integrate their knowledge and apply it to practical work through coaching and teaching.

Winner Cloud Learning has been able to realize online tutoring and teaching, two-way mutual selection of student tutors, customized tutoring plans, difficult points are solved one by one, job abilities can be quickly copied, and all counseling materials are retained.

5.Pay attention to assessment, and connect with career development, and the training results need to be evaluated through various methods such as examination evaluation. It can also be connected with qualification certification and job promotion to promote the personal improvement of employees.

Cost savingsEfficient connectionThe effect is evaluableConsolidate and review at any time

1.Grasping the needs of the trainees is a key step in improving the effectiveness of training: needs are divided into individual needs and organizational needs.

For enterprises with standardized management, the personal development of employees is encouraged, and the training courses provided by the personal development of employees will undoubtedly be welcomed by employees from the bottom of their hearts, and there is no problem with the improvement of training effects from a subjective point of view.

2.An effective training plan needs to be developed: each training has specific requirements, and these requirements determine the manner in which the training is conducted.

It is important to have the right theme, depth and format for each training target. One-size-fits-all training will not have the desired results. It is equally important to emphasize training for senior managers.

Training is often designed to promote lower-level employees. If the senior manager is incompetent, the entire training budget will be wasted.

3.Curriculum design should be targeted: this means not only that the trainers should be targeted; In the form of training, it should be flexible, vivid and lively, easy to be accepted by employees, and avoid formalism and going through the motions; It is necessary to closely link with practice, form a benign interaction between the two sides, and avoid one-way indoctrination.