A Summary of Research on Staff Training at Home and Abroad

In the increasingly fierce market competition, employee training is the foundation for an enterprise to realize its strategy, which affects the production efficiency, core competitiveness, customer satisfaction, market share, profit and attraction to resources. If any enterprise wants to maximize its competitiveness, it must be able to manage its employees successfully. The research shows that there is a correlation between human resource management and employee training, and human resource management has a positive impact on employee training. (1)? Overview of employee training Employee training is a planned and continuous activity for enterprises to equip employees with the knowledge and skills they need to complete their present or future jobs in various ways, so as to change their job performance in their present or future positions and ultimately improve the overall performance of enterprises [3]. Employees are the most precious wealth of enterprises, and they are also a new force and fighting team for the growth of enterprises. Excellent enterprises will attach great importance to staff training, integrate enterprise performance, guide enterprises to form the same values, enhance enterprise cohesion, build a harmonious enterprise, and enable enterprises to achieve sustainable development in the fierce market competition. Staff training enables employees to improve their own quality, improve their work performance and improve the overall performance of enterprises. What employees have learned in training must be applied to practical work. In order to meet the requirements of work, cultivate talents needed in all aspects, and finally improve the efficiency of enterprises and benefit sustainable development. Harold, a famous American management scientist? Cüneyt believes: "Staff training is to design and maintain a good environment, so that people can efficiently complete the set goals in the group [4]." In this case, in order to design and maintain such a good environment and enable people to work efficiently in groups, training is needed. Good and effective training ensures the organizational efficiency. Training is not only a science, but also an art. (2)? The position of employee training in the enterprise The strategic position of employee training is actually a positioning problem of employee training, that is, the goal and direction of employee training. To do a good job in employee training, we must first make clear the goal of employee training, so that employee training can be positioned well and on the right path from the beginning. Whether an enterprise can make a correct strategic choice is important, as is whether it can implement the strategy correctly. So what role does employee training play in enterprise strategy? The implementation of strategic objectives must be carried out through the organizational system to everyone, and the goals can be achieved by giving full play to the role of people in the organization. Job description, job responsibilities, job standards and so on only stipulate the job responsibilities and qualifications. It can't explain the specific content of each post in different periods. If you perform your responsibilities according to the job description, employees will not find the direction of work, and employee training is like a clue to connect each position and give each employee a strategic task. By formulating the training for each employee, the enterprise strategy, position and employees are integrated. Performance management is an auxiliary means to achieve the strategic objectives of enterprises, which helps enterprises to achieve the predetermined strategy through effective goal decomposition and step-by-step implementation. On this basis, straighten out the management process of enterprises, standardize management methods, improve the management level of managers and improve the self-management ability of employees. (3) The increasingly important role of employee training in enterprises. The core object of employee training in enterprises is people, and in the final analysis, it is the management of people. Staff training can improve the efficiency of enterprises, improve the quality of employees themselves and their work. The basic common sense that employees should have makes employees have a cooperative team, which is the key to the success of enterprises. The focus of employee training lies in people, in people's soul, emotion, needs, potential, communication between people and harmony between people and organizations. For example, Haier's innovative employee training lies in the fact that innovation permeates every employee's actual actions and there are two patented inventions and creations every day [3]. This is the charm of enterprise employee training and the pursuit of enterprise employee training. Staff training plays an increasingly important role in enterprises as follows: 1. Training helps to improve the performance of enterprises. The realization of enterprise performance is based on the realization of employees' performance. Effective training can help employees improve their knowledge and skills, change their attitudes, enhance their understanding of enterprise strategy, business objectives, rules and regulations, and work standards, and constantly improve their work enthusiasm, thus helping to improve their work performance, thus improving the performance of enterprises, especially when employees' personal work performance is below the required level. 2. Training helps to enhance the competitive advantage of enterprises. Building its own competitive advantage is the key for any enterprise to survive and develop in the fierce market competition. Nowadays, with the rapid development of knowledge economy and the rapid development of science and technology, the business environment of enterprises is complex and changeable. Through employee training, employees can master new knowledge and new technology in time, ensure that enterprises have high-quality talent teams, and form a good learning atmosphere. 3. Training helps to improve employees' satisfaction. Employee satisfaction is one of the necessary conditions for the normal operation of enterprises, and training helps to improve employee satisfaction. Training employees can make them feel that enterprises attach importance to and care about themselves. Training employees can improve their knowledge and skills. With the improvement of knowledge and skills, employees' work performance can be improved, which is conducive to improving their sense of accomplishment. 4. Training is conducive to cultivating corporate culture. The 21st century is not only the competition between enterprises, but also the competition between talents. In the increasingly competitive market environment, corporate culture is also an important part of enterprise management. Good corporate culture has a strong cohesive force, standardization, guidance and motivation for employees, and it is also of great significance to enterprises. Therefore, many enterprises attach more and more importance to corporate culture construction while attaching importance to employee training. As a member of an enterprise, corporate culture must be recognized by employees, which needs to be constantly told and educated. Third, the problems in employee training in enterprises Many enterprise managers regard employee training as one of the most troublesome problems in enterprise management. The problems existing in employee training can be summarized as follows: (1) Limitations of leadership concept 1. Leaders pay insufficient attention to training. In the research, it is found that most enterprise leaders think that they or enterprises attach great importance to employee training, but most employees do not feel the attention of leaders. Why is there such a big gap? Combined with the motivation of some enterprises to choose training, it is well proved that enterprises pay insufficient attention to employee training. Thought guides action. Only by putting things into practice can problems be solved. Only by putting employee training into concrete work from cognition can training be carried out in a real sense, and the benefits of training can be displayed, thus highlighting the important role of training. 2. The cognitive deviation of the role of leadership training. Although many business leaders recognize the importance of training, and agree that training is an important means to improve the quality of employees, an important way to retain talents and a driving force for the development of enterprises, they can't understand that training is an investment, and even think that "employees will easily change jobs after training, and enterprises will suffer great losses" and "there is no need for training when enterprises develop well" Therefore, enterprises are more cautious in the process of choosing training. Generally, there are three situations when they choose training, that is, competitors are doing training, enterprises have problems themselves, and relevant government departments require training. Few enterprises systematically plan employee training. 3. The choice of leaders' training objects is inaccurate. Training is very important to every employee. In fact, every employee needs training, but there are differences in training content. Business leaders think that senior managers don't need training, because they are experienced and talented. As everyone knows, the quality of senior managers in an enterprise has the greatest impact on the development of the enterprise, and they need to update their knowledge and change their concepts. Some business leaders think that ordinary employees can use it without training after recruitment, that is, even if they are recruited according to certain requirements, they should be trained in work attitude and corporate culture. Only when enterprise leaders fully realize the value of training will they correctly select training targets and give appropriate training. (II) Imperfect training system Simple setting of training institutions in enterprises has become a common problem in many enterprises, and there are many enterprises without human resources departments. The training work of many enterprises is managed by other departments such as offices or enterprise management departments. Because there is no special department engaged in training work, there is less manpower input in training work, so there is no training system, training planning, training evaluation and analysis, and the decision-making on training activities is arbitrary and temporary. For example, a company is a construction group company that has won the National Federation of Industry and Commerce and has a total income of 1 million yuan. It has more than 3 technical management personnel. The company has no human resources department, and the enterprise management department is responsible for employee training. The company has no training planning and training system. The training activities carried out by the company are as follows: (1) The project manager goes to the relevant training institution to learn project management knowledge and does not participate in the relevant certification examinations organized by the institution; (2) To participate in the relevant special jobs required by the government, it is necessary to go through specialized training institutions for technical level training; (3) The company implements an internal teaching system, and the department manager or project leader gives lectures to relevant management personnel during breaks. It can be seen from this case that the imperfection of the training system is a big problem in the training work. 1, the enterprise has not set up a special training institution, there is no full-time training personnel in charge. Driven by interests, enterprises have simple organizational structure and streamlined staffing, and training is a systematic work. If you want to do it well, you must do it well from the source. An enterprise does not have a special human resources department to be responsible for training matters, even if the leaders want to do a good job in training activities, the department in charge is also unable to do so. 2. There is no training plan. There is no correct and detailed analysis of the training needs, and it is not clear which projects managers need to strengthen their management capabilities and which project managers need to improve their technical knowledge. It is understood that two project managers selected by a company participated in the study of project management knowledge. In fact, one project manager has been working on the project for more than 2 years, and he has no great difficulty in managing the project. What he needs is an understanding of new construction technology. Without correct demand analysis, the effect of training will be greatly reduced. 3. The training was not evaluated. For example, the participants in the project management study in a company do not need to take the final exam, and they have no psychological burden. His learning process is to complete the tasks assigned by the company, and the company does not require specific learning results. The participants may not actively participate in the study, and the training effect will not reach the ideal state. The same is true for the internal teaching system. Whoever has time will talk about it, and whoever has time will listen to it. There is no overall planning for the teaching content and no disciplinary requirements for the participants. And if the company has a special human resources department to take charge of training matters, and the responsibility goes to people, formulate the enterprise training system, make a good training plan, especially the training demand plan, strengthen the training organization and management, and give appropriate evaluation and analysis, with the support of enterprise leaders, the training work will be better. (3) Improper training methods Generally speaking, the training method adopted by enterprises is lecture method, and most of them are lectured by business leaders or winners. Although lecture method is a good method, employees hope that it is suitable for their own training methods and can increase their participation opportunities in training. Improper training methods will directly affect students' acceptance of training content, thus affecting the overall effect of training. Staff training should be based on the combination of theory and practice, and should not be trained blindly for training, as long as the results do not require process training. As a management theory and practice, employee training itself is not only a "pure" conceptual thing, but also has practical effects throughout the training. In this sense, staff training should focus on improving the efficiency of enterprises. Improper training methods will waste resources, waste employees' energy, and even cause employees' rejection and conflict. Therefore, when choosing the training method, we should train according to the organizational form of the enterprise, the corporate cultural atmosphere and the level of the job functions of the trainees, and the off-the-job training and on-the-job training should also depend on the specific situation. Generally speaking, it is better to limit the number of trainees, not the more the better. In many small enterprises, managers make many people participate in training at the same time in order to save money, which is not conducive to the production of training effects. Secondly, training is best not to be conducted in the form of lectures, which cannot fully mobilize the enthusiasm of trainees, so training is best not to be conducted in employees' spare time. (D) Employees' low degree of cooperation with training activities. It is found in the study that although most employees think that training is important to them, employees' cooperation with training activities is not high when enterprises really carry out training. One reason why employees don't want to train is their conceit of the current situation: their skills and level are satisfactory, so they don't care about training, and any attempt to train is a waste of time. Employees feel that continuous learning at work can improve their work level, and training will dwarf themselves, and even cultivate potential competitors, so that they can be surpassed or replaced. For example, when the training manager of a large garment company in Shenzhen is puzzled by the training, some managers think that they are too busy to take part in the training, and even the training activities arranged in the resort are not attractive. The reason is that the company's assessment of employees is mainly based on business, and employees feel very tired to complete the tasks stipulated by the company, and it is not enough to spend time to participate in the study. What's more, the company's outdoor development training is not attractive to older managers. Many managers think that some training methods adopted by the company are unrealistic, so they refuse to participate in the training. This puts forward higher requirements for training content, training methods and training time arrangement. IV. Some Countermeasures for Enterprise Staff Training Enterprises must have the support of leaders and the cooperation of trainees to do a good job in training activities. It is important to turn the training activities into a planned, systematic and perfect system, plus appropriate training methods and sufficient training funds. Training should combine the development of enterprises with the personal development of employees, and be as close as possible to the actual needs of enterprise management and business development in time and space, so that employees can actually apply the training results in enterprises after receiving training, and give play to their professional skills and their market employment value. The problems existing in employee training can be summarized as the following countermeasures: IV. Some countermeasures for employee training in enterprises. Enterprises must have the support of leaders and the cooperation of trainees to do a good job in training activities. It is important to turn the training activities into a planned, systematic and perfect system, plus appropriate training methods and sufficient training funds. Training should combine the development of enterprises with the personal development of employees.