(1) Define the purpose and target of internal training.
Enterprise internal training is often used to solve some problems in operation or management, such as workshop cost control, labor cost control, performance management and management improvement, enterprise internal control system, security engineering technology progress, international security market analysis, etc. While determining the purpose of internal training, the objectives of internal training are often clear, mainly the departments and personnel related to the purpose of internal training. If understanding the technical progress of security engineering is the main purpose of internal training, then the employees and leaders in charge of enterprise planning department, R&D department, technology management department and engineering management department are all important targets of internal training.
(2) the choice of internal training courses
After defining the purpose and object of internal training, it is necessary to further clarify the training needs. The purpose of enterprise training is only to roughly define the scope of internal training, but the specific training content needs to be further refined so that internal training can be more targeted. The demand information of internal training mainly comes from the objects to be trained in the future.
Of course, it would be better if enterprises had a unified training demand questionnaire at the beginning of the year, and they could make overall arrangements. In a word, the purpose of training demand research is to collect more specific training demand information. Training specialists need to make a unified analysis of this information, such as statistics on relatively concentrated training needs, and of course, they also need to train for key contents. Involving unclear professional knowledge, you can ask the relevant personnel. Finally, the training demand information is summarized to form the main content of the training course.
(3) Selection of internal training institutions
If the internal training of an enterprise is not taught by an internal trainer, it involves the next process, that is, selecting the appropriate training institutions and trainers. In order to ensure the quality of training, we must carefully choose training institutions and trainers. In general, internal training courses can be divided into two categories, one is professional knowledge training, and the other is general management training. For the former, it is suggested to contact industry scientific research institutions or industry associations, such as China Security Association; For the latter, it is recommended to contact a well-known domestic management consulting company. On the one hand, they know China enterprises; On the other hand, well-known management consulting companies have good reputation and integrity in the industry, which can guarantee the quality of internal training.
(4) the implementation of internal training.
After further confirming the training contents and coordinating the training time with the training institutions and trainers, the training will be implemented. Under normal circumstances, it is recommended that company leaders attend the training site to show that the company attaches importance to this work and also to ensure the effectiveness of the training. On the one hand, we can take the opportunity to unify our thinking, indicating that the company cares about the personal growth and development of employees, and the company's development depends on personal growth; On the other hand, it also puts some pressure on external training institutions or trainers to urge them to complete the training work with good quality and quantity.
(5) internal training evaluation
In the complete closed loop of enterprise internal training, evaluation is indispensable and has at least two functions. First of all, the evaluation of internal training in enterprises is a constraint to the work of training institutions and trainers, and of course it is also an incentive. When the quality of training needs to be improved, the evaluation of training institutions and trainers is mainly reflected in the restrictive role; When the training quality is well received, the evaluation work is mainly reflected as an incentive, and the two sides may form a long-term cooperative relationship. Secondly, the evaluation also has the function of encouraging and evaluating the trainees. The performance of internal training reflects the overall performance of trainees, such as the attitude of receiving training, time investment, professional ability or management level.
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