1000 Business Lessons Every Businessman Must Know

Chapter 52 Employee Training: Training is an Investment in People
[-]. Staff training content and types

427. Why should employees be trained?

Training is the process of imparting relevant knowledge, skills, values, and codes of conduct to new employees or existing employees to complete their jobs. It is a planned and step-by-step training and training arranged by the enterprise for the employees of the enterprise.It is an intrinsic part of human resource management and an investment in people.

(1) Training can enable employees to have a deep understanding of corporate culture and corporate goals, and cultivate employees' sense of identity with the company.

(2) Training can enable employees to understand the requirements of the post, and by improving employees' ability to analyze and solve problems and professional technical level, employees can reduce mistakes and accidents at work and pay attention to occupational safety and health, so that both enterprises and individuals can benefit.

(3) When the training results improve the ability of subordinate employees to complete tasks, managers can be freed from trivial tasks such as correcting mistakes and remediating mistakes, and can better consider overall decision-making issues.

(4) When an enterprise is implementing enterprise management change, training is an extremely effective method to promote concept change, and train employees to master the required skills to participate in the implementation of change.

(5) Training is motivating.When employees receive a piece of training, there is a sense of being valued and recognized.After training, they actively master and apply the new skills they learn.

428. Two major contents of staff training

The content of the training has two aspects:
1. Vocational skills training

Mainly include: basic knowledge and skills, professional knowledge and skills.The training focuses on professional knowledge and skills.The reason is:

(1) Basic knowledge and skills can be obtained through educational methods other than enterprise training, while professional knowledge and skills can only be obtained through enterprise training.The enterprise's requirements for employees' business capabilities are ultimately reflected in professional knowledge and skills.

(2) Basic knowledge and skills are knowledge and skills that can be used in any enterprise, while professional knowledge and skills are knowledge and skills that can only be used in specific companies and specific positions.This kind of knowledge and skills cannot be learned outside the enterprise, and it is useless to bring them out of the enterprise.The specialization and particularity of this kind of knowledge and skills can generate more affinity for employees.

2. Professional quality training
Mainly include: professional attitude, sense of responsibility, professional ethics, professional behavior habits, etc. These contents must be consistent with the culture of the enterprise.

Employee training should be a whole-staff training, from leaders to general employees.For different positions and personnel in different positions, the focus of training should be different, and there must be a certain degree of pertinence.

429. Types of employee training

Types of employee training include:

1. Pre-job training
It refers to the intensive training targeted at the newly hired employees of the enterprise.

The main purpose of the pre-job training is to cultivate new employees’ sense of honor and belonging to the company, to encourage new employees to agree with the value standards and codes of conduct advocated by the company, to understand the basic situation of the company, to master the necessary work skills and basic work procedures, and to help New employee planning, designed for personal development in the business.

Pre-job training should provide new employees with two aspects of information: one is the information provided by the human resources management department, including: corporate profile, company culture, basic policies and systems, wages and benefits, etc.; the other is the information provided by the new employees. The information provided by the department includes: the functions of the department, job responsibilities, specific regulations of the department, the environment of the department, introduction of colleagues in the department, etc.

2. On-the-job training
It refers to the regular or irregular business teaching and guidance for employees in the daily work process by department managers, business supervisors or other experienced and skilled employees without leaving their jobs.

Advantages of on-the-job training: trainees learn while doing, and do not need classrooms outside the work site and teaching instruments required for formal training, which can save training funds. At the same time, trainees can quickly get feedback on work performance, and the learning effect is good.

Insufficient on-the-job training: It is easy to disrupt the normal work process, and the work process often limits on-the-job training.

3. Off-the-job training
It means that employees leave the actual work position to learn the work skills of the position.

Off-the-job training can be carried out within the enterprise or outside the enterprise.Expatriate training is an important form of off-the-job training.

4. Off-the-job training
It is mainly a special training for corporate strategy and core business, core competencies, values ​​and key knowledge, basic knowledge and basic skills that employees need to improve performance, and other content that has an important impact on corporate operations.

[-]. Training procedure

430. Training starts with analysis
There are four main steps in the training procedure: training needs analysis, training plan formulation, training course design, and training effect evaluation.

The problems to be solved by training needs analysis are: whether training is needed, when training is needed, and which employees need to be trained in which aspects.

Training needs analysis can be carried out at three levels: employee level, enterprise level, and strategic level.

1. Staff level
Mainly analyze the gap between the current state and the expected state of the individual employees, and on this basis determine who needs to receive training and what kind of training to receive.

2. Enterprise level
Mainly through the analysis of enterprise goals, resources, and environmental factors, we can accurately find out the problems existing in the enterprise and determine whether training is the most effective way to solve such problems.

3. Strategic level
The main focus is on the knowledge and skills necessary for businesses to function effectively in the future.In order to meet the future development of the enterprise, what kind of training programs should be developed.Training should be in line with the development goals and long-term planning of the enterprise, otherwise, the training will lose its focus and direction.

Although training needs analysis can be carried out from all aspects, the ultimate goal of training is the individual.Therefore, we can adopt different needs analysis methods according to the different situations of new employees and old employees.For what training new employees need, you can use the method of task analysis.As for what training current employees need, performance analysis can be used.For the impact of environmental changes on employees, the method of forward-looking training needs analysis can be used.

431. Develop a training plan
After conducting a complete and exhaustive training needs analysis, in order to implement training effectively, it is necessary to formulate a detailed training plan.

The so-called training plan is a record arranged in a certain logical order. It starts from the organization's strategy and is based on a comprehensive and objective analysis of training needs. Who), training object (Whom), training method (How) and training content (What) etc. pre-set system.

1. The role of the training program.

(1) It guarantees that the main task will not be forgotten.

(2) It clearly states who is in charge, who has responsibility, and who has authority.

(3) It pre-sets the dependency relationship between a certain task and other tasks, which also stipulates the dependency relationship on job functions.

(4) It is a scale that can be used to measure and compare various states, and finally used to judge the success or failure of the project, managers and members.

(5) It is an important tool for monitoring, tracking and control, as well as a communication and management tool for No. [-] Central.

2. Factors affecting the formulation of training plans

When developing a training plan, the following factors must be taken into account:

(1) Employee participation.Involving employees in designing and deciding on training programs can increase their interest in and commitment to the training program in addition to deepening their understanding of training.In addition, the participation of employees can make the curriculum design more in line with the real needs of employees.

(2) Involvement of managers.The heads of various departments are usually more aware of the capabilities of the employees in the department and what kind of training they need than those in charge of the training plan or the top management. Therefore, their participation, support and assistance are of great help to the success of the plan.

(3) time.When formulating a training plan, it is necessary to accurately predict the time required for training and whether manpower transfer during this period may affect the operation of the organization.Curriculum and training methods must be strictly implemented according to the pre-established timetable.

(4) cost.Training programs must fit within the resource constraints of the organization.Some programs may be ideal, but not every organization can afford them if they require a large training budget.Whether the source of funds can be ensured and whether funds can be allocated and used reasonably is not only directly related to the scale, level and degree of training, but also related to whether trainers and trainees can have a good attitude towards training.

432. Select training method
1. Lecture method.

Lecture method is a training method in which teachers use elaboration, explanation, analysis, demonstration and generalization to teach knowledge content.

The advantages of this method: it can provide a large amount of information to a large number of people in a relatively short period of time, and it is very economical in terms of people, money, materials, power and time.

Disadvantages of this method: relatively monotonous, the trainee is in a passive position, the degree of participation is low, it is not closely connected with the actual work, and it lacks certain pertinence.

Applicability: To update and impart knowledge systematically.

2. Case analysis method

The case analysis method is to typicalize real situations in practice, compile them into cases for learners to think and make decisions, and improve learners' ability to analyze and solve problems through independent research and mutual discussion. method.The cases involved here are generally a description and explanation of the interrelationships among one or several or even more variables in an individual, group or organization within an enterprise.It can be a model of success or a summary of failure.

The case analysis method is a training method that mobilizes extensive participation of learners, changes single information transmission into two-way communication, changes passive learning into active learning, and changes emphasis on knowledge into ability.

The advantages of this method are: vivid and specific, intuitive and easy to learn, able to brainstorm and realize teaching and learning.

Disadvantages of this method: more time-consuming and laborious, and higher requirements for teachers and learners.

3. Role-playing method.

The role-playing method is to provide trainees with a real situation, requiring some learners to play certain roles and perform on stage, while other learners watch the performance and pay attention to the behaviors related to the training objectives.After the performance, other learners evaluate the performance of the role player in completing the task, and the performer can also discuss the behavior displayed in connection with the emotional experience during the performance.

Using this method can help learners think about problems in the position of others, experience the psychological feelings of various characters, train learners' self-control and adaptability, and thus improve the ability of managers to deal with various problems.

This method is generally used in training to improve interpersonal relationships and deal with conflict events.

4. Seminar method

The seminar method is a training method in which the teacher first introduces some basic concepts and principles comprehensively, and then discusses a certain topic.

This method is a very common method, second only to the lecture method, so it plays an important role in training.

Applicability: To grasp and learn conceptual or principle knowledge, through research and discussion, to strengthen the comprehension ability of the learners, the effect is better than that of the lecture method.

433. Training course design
The so-called training course design is to adopt different methods and make different treatments for the objectives, content, teaching materials, models, strategies, evaluation, organization, time, and space according to the fundamental purpose of training.Through different selection and processing of these elements, various courses can be designed.Pay special attention to the following points:
1. Benefits and returns of training courses.

Training requires investment, and this investment is an entry cost.Therefore, the most effective training programs should always treat the trainee as a form of capital, and use training as a part of preserving and increasing the value of this capital.

2. The characteristics of the training object.

The object of employee training is adults. Therefore, the design of training courses should fully take into account the characteristics of adults, and the design of courses should conform to the cognitive rules of adult trainees to make full use of their advantages.

3. Job relevance of training courses.

The employees participating in the training in the enterprise have their own positions. Therefore, their learning purpose is very strong, and the "applying what they have learned" is very clear. Therefore, this purpose should be fully considered in the course design.

4. The use of the latest scientific and technological means
Another important feature of modern training course design is the advancement and diversity of teaching media. How to combine the psychological and physiological characteristics of adults and make good use of various teaching media is also a major issue that must be considered in training course design.

434. Evaluation of training effects
The following evaluation indicators can be used to evaluate the training effect:
1. Reaction
That is to measure the trainee's response to the training project, mainly to understand the trainee's opinions and views on the whole training project and certain aspects of the project.This indicator is subjective and one-sided, and can only be used as a reference, not as an evaluation result.

2. Study
That is to test the trainees' understanding and mastery of the principles, skills and attitudes they have learned.This indicator can be examined with post-training exams and practical tests.

3. Behavior
That is to measure the behavior changes of the trainees in the actual post after training, so as to judge the impact of the learned knowledge and skills on the actual work.This is one of the most important indicators to examine the effect of training.

4. Results
That is, to measure the specific and direct contribution of the trainees to the business results of the enterprise.It can be determined by statistical methods and cost-benefit analysis.

[-]. Training of new employees
435. Emphasis on skills, but more importantly on corporate culture

Because most of the new employees are fresh graduates and lack corresponding work experience, many companies only pay attention to the training of work skills when conducting new employee training, thinking that as long as new employees master the work skills and can skillfully invest in The purpose and tasks of the training work have been achieved in the work.It is undeniable that skill training is an important part of new employee training. After all, most new employees are very lacking in this aspect, and even experienced employees may have problems adapting to the machine and equipment environment of the enterprise.

However, the training of corporate culture should be placed in a higher position.Because, if a core employee does not conform to the corporate culture, the stronger the skill and the higher the level, the greater the loss to the company may be; Guaranteed, there should be no great difficulty in mastering the corresponding job skills.

Therefore, from the day when new employees first enter the organization, the company should vigorously instill all aspects of corporate culture in them, and strive for them to accept and understand the corporate culture in the shortest possible time, so as to truly integrate into the company.

436. Implement one-on-one training mechanism

Many companies implement a training mechanism called "one-on-one", which is to assign an excellent old employee to each new employee as a master.And this method is more widely used on new employees who are regarded as the future core employees of the company, and many companies use it to train future managers of the company.

Many people are accustomed to regard "one-on-one" training as a way for companies to enable new employees to master work skills as soon as possible, but in fact it plays a more important role in the long-term training of corporate culture for employees.The old employees who choose to be the masters of the company generally have worked in the company for a certain number of years and have performed well in all aspects, and they generally have a relatively deep understanding of the company's culture and agree with it very much.

Under the daily subtle influence of these employees, new employees will gradually deepen their understanding of corporate culture. This deepening effect is far incomparable to that of centralized training.In view of the significant influence of "Master", enterprises must be cautious when selecting candidates, and should choose employees with both ability and political integrity.Of course, the "morality" in it simply refers to the need to deeply understand and agree with the corporate culture.

437. Put training work into practice
In many large enterprises, due to the influence of this law, after taking on the heavy responsibility of training new employees, many managers do not try to train this employee into the backbone of the enterprise, but consider how to make their position more stable.Therefore, not only do not cultivate new employees carefully, but they may cover up their threatening advantages when they discover their own advantages, or do not give them a chance to perform at all.

The result of this is not only that the new employees are unable to come to the top, but more importantly, because the new employees who were suppressed in the past often also adopt the methods of their predecessors when they sit in high-level positions, so in the long run, the entire enterprise will be permeated with a strong sense of responsibility. The bureaucratic atmosphere and the increasing number of organizational levels will inevitably lead to overstaffing and inefficiency.

Therefore, in order to do a good job in the training of new employees, it must be implemented, and let the existing employees take the responsibility of training.As an effective method, you can add content requirements about training to employees' performance evaluation.For example, it can be stipulated that if the subordinates are not trained well or a suitable replacement is not found, they cannot be promoted.

(End of this chapter)