The training system refers to a set of activity system and management system built in order to improve the ability and quality of employees through training activities, which generally includes four parts: training course system, training teacher management system, training effect evaluation and training management system.
Training activities generally consist of the following five steps:
1.Training needs assessment.
The difference between the expected ability and the actual ability of training, and the expected ability is the development goals and business performance and management performance requirements of the enterprise.
Enterprises need to effectively analyze the knowledge and skills required for various positions, and objectively assess the differences in the abilities of existing employees, and determine training needs based on this difference.
2.Establish a training system.
The establishment of a training course system, training methods, and teacher management system is the focus of this step.
Develop courses based on identified training needs or contact external lecturers to teach corresponding courses, and the course requirements are highly targeted and practical.
The training method should be selected according to the training content and the expected effect to be achieved. For the training of concepts, you can choose classroom teaching; For operational, choose a training method that can actually be exercised.
Teachers are a key factor in the effectiveness of training. Enterprises generally train internal instructors, and they can also choose external lecturers for training. It is necessary to define the selection, withdrawal, motivation and behavioral norms of training teachers to ensure the normal progress of training activities.
3.Implement training.
Enterprises need to formulate periodic training plans, and the human resources department and business department will carry out relevant training activities according to the scope of responsibility, and make records of training activities.
The human resources department of an enterprise is generally responsible for guiding and supervising the employee training activities of each department.
4.Training, evaluation and improvement.
After the training activities, they need to be evaluated. The content of the evaluation includes the evaluation of training effectiveness, the evaluation of trainers, the evaluation of training methods, and the evaluation of the entire training management activities.
Based on the results of training evaluation, enterprises should improve the training courses, teachers, methods, and management systems to achieve the purpose of effectively improving the ability of employees.
5.Application of training results.
After employee training, corresponding incentives will be given through job qualification evaluation and performance reflection, such as salary promotion or decline, rank promotion or decline, and career development opportunities given or cancelled.