What kind of training method is better for enterprises to use?

With the mission of "connecting the resources and capabilities of the top 500 empowered employees to 43 million enterprises and organizations in China", Kuxuan Technology is an Internet enterprise service company committed to using technology to promote the improvement of organizational capabilities, and promotes the upgrading of enterprise learning platforms and application scenarios through four "integrated" product concepts, namely "platform + content + operation integration", "business platform integration", "business process integration" and "business model integration", and empowers the improvement of organizational capabilities. At present, it has served 100,000 customers and 20 million users. Based on the above concepts, Kuxuan Technology has created the core product - the enterprise intelligent learning platform "Cool Academy", providing enterprise customers with a three-in-one learning solution of "SaaS software + content + operation service", and developing the "Digital Intelligence Store" intelligent operation SaaS platform for enterprises

It is recommended that classroom teaching plus Q&A plus pros and cons debate may have a better training effect.

It's best for enterprises to train now! After all, practice is the most important thing.

In the final analysis, the competition between enterprises is also the competition of talents, and in a sense, it is also the competition of enterprise employee training programs. Doing a good job in the training planning of enterprise employees not only helps the implementation of the enterprise system and penetrates the hearts of the people, but also effectively improves and improves the attitude, knowledge, skills and behavior patterns of employees.

How to do enterprise employee training planning?

1. Assess the training and development needs of the enterprise.

The training not only meets the training needs of the enterprise, but also meets the training needs of the department and employees; It not only meets the needs of the current work tasks, but also meets the needs of the long-term enterprise development strategy. Systematic, comprehensive and in-place training needs analysis is the first step to make an annual training plan.

2. Formulate corporate training objectives.

The training needs assessment will clearly understand the differences in the skills of the company's employee mix, so that the most suitable training content can be formulated based on these differences and translated into training objectives for the enterprise.

3. Training plan method.

Develop different training plans for different employee needs, including learning theory, instructional design, content, materials, and any other training elements. In addition, it is also necessary to comprehensively consider what kind of training employees receive, whether it is traditional teaching, face-to-face training and teaching, or online teaching.

In addition, it is also necessary to consider the arrangement of instructors before the company launches a training plan. Do you invite external lecturers, or do you want to share with excellent internal staff? The effectiveness of these training methods can be both high and low for enterprises.

Enterprises can choose training methods according to the actual situation and budget cost, and the best training effect has been achieved.

Fourth, training feedback.

After the training, it is necessary to understand the extent of the employee's gain through employee feedback, and at the same time obtain employee feedback on the program. Employees can provide some opinions and suggestions for training, so that a follow-up employee training activity can be more suitable for the enterprise and employees, improve the efficiency of training, and make enterprise training better.

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The choice of enterprise training mainly depends on the training direction and objectives.

On-site training: On-site management training refers to the use of scientific management systems, standards and methods to plan, organize, coordinate, control and test the production factors of the production site, including personnel, equipment, materials, methods, environment and information, so that they are in a good combination state. On-site improvement activities are the deepening of on-site management, and the improvement and optimization of the constituent elements of the work site with the help of scientific improvement technologies and methods, so as to achieve scientific on-site management, high production efficiency, stable and reliable product quality, low production cost, short delivery time and on-site environmental sanitation and safety assurance.

The theory of production site management improvement is an effective and important tool to solve various problems in the production site of enterprises.

Institutional training: education and training institutions for the purpose of improving ability, cultivating skills, academic education, certification training, etc., need to have the requirements of the site and the requirements of teachers, and need to be certified by the competent department of education and obtain the qualification of social forces to run a school before they can operate, and their training courses need to be accounted for and reported to the education department for approval, and the increase in courses or changes in fees need to be applied to the education department and approved before it can be changed.

Online Training:Differences:On-site training is similar to institutional training, which requires a dedicated venue for training and a designated location for intensive learning.

Corporate training is basically divided into: 1Corporate internal training:

Organize within the enterprise and 2External training: organized by the outsourced unit, which is divided into internal internal training and internal external training; There are four types of external internal training and external external training, so there can be six combinations of corporate training.

Training course delivery format.

Organize employees to participate in a variety of training classes, so that employees can learn a lot of work-related professional knowledge and skills, so that they can improve their work ability, be competent for more work and more difficult work, which is very important for the development of the enterprise, can effectively promote the development of the enterprise.

In addition to the way of teaching, the more relaxed form of training is to organize team building activities, which is also an important way for the company to promote team building and train employee perseverance and cohesion.

1. Teaching method.

The traditional mode of training refers to the trainer through language expression, systematically imparting knowledge to the trainees, expecting the trainees to remember the important concepts and specific knowledge.

2. Work rotation method.

This is a method of on-the-job training, which refers to allowing trainees to change jobs within a predetermined period of time so that they can gain work experience in different positions, and is generally mainly used for new employees. Nowadays, many companies use job rotation to train young managers who are new to the company or future managers who have management potential.

3. Work guidance method or coach practice method.

This method is to train the trainees on the job by an experienced technical expert or direct supervisor, and if it is a single one-on-one on-site individual training, it is called the mentoring and apprenticeship training commonly used in enterprises. The coach's task is to give the trainee how to do it, give advice on how to do it well, and encourage the trainee.

This method must not have a detailed and complete teaching plan, but should pay attention to the main points of training: first, the requirements of key work links; second, the principles and skills of doing a good job; Third, problems and mistakes that need to be avoided and prevented. This method is widely used and can be used for grassroots production workers.

4. Discussion method.

The purpose of seminar training is to improve ability, develop awareness, exchange information, and generate new knowledge. It is more suitable for the training of managers or for solving some difficult management problems.

5. Audio-visual technology law.

It is the use of modern audio-visual technology (such as projectors, videos, television, movies, computers and other tools) to train employees.

6. Case study method.

It refers to the training method that provides the trainees with a written description of how the employee or organization deals with the difficult problems, allows the trainees to analyze and evaluate the cases, and puts forward suggestions and solutions to solve the problems.

7. Role-playing method.

In a simulated work environment, participants are assigned to play a certain role, understand the content of the role with the help of role drills, and simulate work affairs, so as to improve their ability to deal with various problems.

8. Internal computer network training method.

It refers to the enterprise through the intranet, the text, ** and audio-visual files and other training materials on the network, the formation of an online library, online classes for employees to learn the memory course.

Training is an organized act of knowledge transfer, skill transfer, standard transfer, information transfer, belief transfer, and management admonition. At present, domestic training is mainly based on skill transfer, and the time is focused on pre-employment. In order to achieve unified scientific and technological specifications and standardized operations, through modern information processes such as goal planning and setting, knowledge and information transmission, skill proficiency drills, job achievement evaluation, and result exchange announcements, employees can achieve the expected level of improvement goals through certain education and training technical means, and enhance combat effectiveness, personal ability, and work ability training are called training!

Classification of training methods.

Concept training. Concept training is to enable the members of the organization to change their way of thinking and concepts, establish new concepts and ways of thinking that are suitable for the external environment, and cultivate the ability to look at problems from a new perspective.

Mindset training. Mindset training should be the center and focus of training, but it is the most easily overlooked. Mindset training aims to build the mindset of an individual or employee (or other social relationship) that creates the psychological conditions for the completion of a certain task.

Competency training. Competency training is the basis of training, building the foundation of competence of individuals or employees (or other social relationships). It should include understanding (content mastery and control) and support (technical, management, coordination, facilitation, etc.) for the completion of the task.

Personal skills. There are many types of personal skills training, including English training, minor language training, vocational skills, qualification certification, financial accounting, architecture, computer, academic degree, health, sports and arts, study abroad, student extracurricular training, etc.

Corporate training. There are four categories of corporate training: first, open classes; the second is enterprise internal training; the third is enterprise consulting; Fourth, enterprise network training.

Resources.

Friend: They are a form of education and training for enterprise employees in contemporary times.

The so-called in-industry training is a training program for employees within the industry. It can be an external teacher or an internal trainer. It can be held in an in-house conference room or in an outside meeting venue.

The biggest feature of internal training is that it is tailored to the industry according to the training needs of the industry. Industry internal training not only brings systematic modern management knowledge and skills to the industry, but also brings outstanding added value to the industry.

The so-called out-of-industry training refers to the training of employees in the industry by training institutions in the society. External training can make use of the training resources in the society to make up for the lack of internal training in the industry. External training not only saves money, but more importantly, saves time and improves efficiency.

Usually you can choose to hire external lecturers, hire specialized training institutions, hire consulting firms, hire school education infrastructure, etc.

Their main differences: if the working hours of employees are not fixed or the work content and communication needs of employees are different, or it is difficult to organize internal training on an economic scale, the industry can consider letting employees sign up for training separately in external training institutions, the advantage of this method is that it is more flexible, and the disadvantage is that it is difficult to control the training effect and conduct unified evaluation.

In addition, when employees need to learn some industry knowledge, industry culture or engineering technology content together, internal training can more effectively meet customer needs. In-house training also facilitates the establishment of long-term service relationships, and in the long run, it helps training managers to manage and plan the training process more systematically.