What does micro training mean, the principles of micro training are

Micro-training", with each employee as the core, build an open "micro-environment", disseminate "micro-knowledge" and "micro-skills" to the surrounding employees, and form the "radiation effect" of training through layer by layer transmission and amplification. In form, "micro-training" is based on "pixies."

The scale of this training is "small", that is, the number of participants in the study is small, and most of them are team-based, so that employees can learn "see the seams" after work, which not only improves the training effect but also ensures the full coverage of learning. The training resources are "fine", that is, we strive to not have a long time, concentrate the content, and pay attention to the digestion of the training content by employees. The training method is "smart", and the comprehensive use of evening training, weekend training, practical training, expert teaching, online classes and other means to effectively solve the "contradiction between work and learning".

At the same time, we actively build a "micro-environment" with employees as the core, comprehensively implement "post leaders" and "employee lecture halls", and make employees both "light sources" and "light receiving points" through the "passing and helping" between employee groups.

Actually! The definition of micro-training is rather general. It can be understood in multiple ways:

1.micro-knowledge micro-expression; 2.The short story tells the avenue; 3.

Small quotations set the rules; 4.Passing on the help in daily life; 5.Attention to detail and no hidden dangers.

In short, the characteristics: small, fine, accurate, specialized, often.

Just like the common problem of many enterprises is poor execution, and it is not possible to rely on a series of executive training, we must vigorously grasp the micro-cultivation in order to achieve its success!

Hope it helps, thank you

The principles of micro-training are as follows:

1.Participate. In the training process, action is fundamental, and it is impossible to achieve the purpose of the training if the trainee only keeps a static and negative state.

In order to mobilize the enthusiasm of employees to receive training, some Japanese companies adopt the "self-application" system, and fill in the application form regularly, mainly reflecting the improvement and performance of employees' abilities in the past five years, the development direction of the next five years, and the self-design of personal ability development.

Then the superior interviews the employees for the employee application, communicates ideas with each other, unanimates the views, and finally the superior fills in the opinions on the employee application form, and reports to the personnel department to store it in the personnel information database, which is the basis for formulating the employee training plan in the future. At the same time, this system also has a very important psychological role, which makes employees feel that the "autonomy" of the individual to the work and the ownership of the enterprise, dredges the channel of exchange of ideas between the superiors and subordinates, and is more conducive to promoting collective cooperation and cooperation.

2.Inspirit. People who really want to learn will learn, and this desire to learn is called motivation. Generally speaking, motivation comes from needs, so in the training process, various incentive methods can be applied to make the trainees willing to learn because of the satisfaction of needs.

3.Apply. The fundamental difference between enterprise employee training and general education is that employee training emphasizes pertinence and practicality.

What is needed for the development of the enterprise and what the employees lack will be trained, and we must strive to overcome the tendency of detaching ourselves from reality and moving closer to academic education. We should not engage in formalistic training, but should stress practical results and apply what we have learned.

4.Teach people according to their needs.

Enterprises not only have a variety of positions, the level of employees is uneven, but also employees have individual differences in personality, intelligence, interests, experience and skills. Therefore, there are differences between the various conditions required for the job and the differences that each employee does not have, and the difference between the conditions that are already and those that are not met should be taken into account when training.

Obviously, the training of enterprises should be different from person to person, and employees should not be trained in the way of general education. That is to say, different training content and training methods should be selected according to different objects, and some even should formulate training and development plans for individuals.