In the process of consulting and training for enterprises, I have contacted a large number of enterprises and found that there are three attitudes towards employee training: one is stingy: some enterprises are unwilling to spend money on training and feel that it is not cost-effective to make wedding clothes for others; Second, the rich type: some enterprises attach great importance to training and are willing to spend huge sums of money, but they feel that the training effect is not great and they are very confused; The third is housekeeping: it means that some enterprises spend appropriate money, but the effect is huge.
In fact, this is related to the enterprise's understanding of training needs, the determination of training content, the adoption of training methods, the choice of trainers, and the evaluation methods of training, but more importantly, most enterprises have not established the correct training concept in employee training and acted blindly without the guidance of the correct concept. Li Jianming, chief consultant of Shenzhen Zhuobiao and international registration management consultant, believes that enterprises should establish ten concepts in employee training. Of course, it is not enough to just stay on the top ten concepts. We must put these concepts into practice and need to use appropriate mechanisms to support them. The following are ten concepts of employee training for your reference, so I won't discuss them here.
1. Establish the strategic position of training in enterprises.
2. Training is a strategic investment, not consumption.
3. Learning ability determines the fate of an enterprise.
4. Learning organizations should be good at organizing learning.
5. Training should not only pay attention to psychological efforts, but also consider psychological orientation.
6. Training is an effective measure to prevent doing the right thing right away.
7. Training is a booster for the success of enterprises and employees.
8. Training is the unity of * * * and personality.
9. Training is not only a matter for the human resources department, but also a matter for the whole company.
10, training should pay attention to the evaluation of four levels (reaction layer, learning layer, behavior layer and result layer), not just the reaction layer.
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