1. How to define training and development
1. The scope of training is global.
With the development of global integration of politics and economy, as well as the rapid changes in science and technology, the world is moving towards a "global village". The gradual increase in cross-cultural communication and international exchanges makes training inevitably towards internationalization. , development in the direction of globalization. Reflected in the training content, it is necessary to emphasize understanding the world and understanding others. A typical example is that hotel chains train employees on customer service. On the other hand, there will be more and more cooperation projects between Chinese and foreign parties in training, and it will become very common to share knowledge and research results internationally.
2. The status of training has improved.
In order to cope with the increasingly fierce international competition, many organizations, especially some enterprises, will regard training as an important means to develop human resources and gain market advantages. As a result, the status of training will also change from that of enterprises. The edge moves towards the center of the enterprise and rises to the level of strategy. The departments responsible for training in the organization will receive more and more attention. Not only will they participate in the planning and formulation of some organizational development strategies, but the leaders and managers will be carefully selected through the organization. The rising status of training will lay a solid organizational foundation for the sustainable development of training.
3. Expansion of training content.
With the integration of science and technology and the integration and interpenetration of various knowledge and abilities, training content will also break through the traditional narrow professional scope and expand to the innovation ability of organizational members. , the cultivation and shaping of humanistic qualities, sense of responsibility and team spirit, etc., so that the overall quality of organizational members can be improved. At the same time, the training content will also develop to a deeper level, that is, the training will not only focus on the development of apparent abilities of organizational members, but also pay more attention to the potential development of organizational members
4. Training forms are diversified.
With the continuous changes in the economy and society and the diversification of training needs, training forms will show a trend of diversified development. For example, industry-university cooperation and school-enterprise cooperation jointly promote training; corporate training outsourcing is undertaken by professional training companies; online training is gradually growing, etc. From the perspective of specific training methods, they are even more diverse, such as remote training, on-site training, self-guided learning, job rotation, wilderness survival training, talent incubators, simulation companies, etc. Diversified training will bring more choices to organizations and individuals, laying the foundation for the arrival of a learning society.
5. The training methods are intelligent.
With the development and progress of science and technology, science and technology will have an increasing impact on training, making training methods develop in a scientific and intelligent direction. The wide application of radio and television, communication technology, computer technology, multimedia networks, etc. in training can not only greatly alleviate the contradiction between work and learning in traditional training, but also enhance students' awareness of participation in training and interest in learning, effectively improving the effectiveness of training.
6. Market-oriented training operations.
With the gradual establishment and continuous improvement of the socialist market economic system, training operations will inevitably develop in the direction of marketization and industrialization. Where there is a market, there will be competition. In the fierce market competition, training units will continue to strengthen their own unique advantages, enhance training project development capabilities and marketing capabilities, attract customers with training brands, and make timely adjustments and innovations according to customer needs. , and constantly launch marketable training products.
2. Details on how to define special training on labor law.
Special training in labor law refers to training for a certain skill. It is generally a condition provided by the company in order to retain talents. However, in this case, the company will require employees to sign A relatively long contract also comes with a considerable amount of liquidated damages. The composition of special training has the following two aspects:
First, it must be targeted at the workers themselves;
Second, there must be clear vouchers for expense expenditures.
3. What is the definition of formal training? Does teaching new employees by old employees count as training?
The Labor Contract Law does not clearly define professional and technical training. Personally, I think that teaching new employees by old employees can be considered training in a broad sense, but it is different from the professional and technical training stipulated in the labor contract law. The professional and technical training stipulated in the Labor Contract Law also requires the employer to provide special training fees for workers. If no special technical training fees are provided, it will only be the introduction, help, and guidance of new employees by the old employees within the unit, and it is not professional. The scope of technical training and the service period cannot be agreed upon.
Attached: Relevant provisions of the "Labor Contract Law"
Article 22 If the employer provides special training fees for workers and provides them with professional technical training, it may The parties enter into an agreement and stipulate the service period.
If an employee violates the service period agreement, he shall pay liquidated damages to the employer as agreed. The amount of liquidated damages shall not exceed the training costs provided by the employer. The liquidated damages required by the employer to be paid by the employee shall not exceed the training expenses to be shared for the unfulfilled portion of the service period.
If the employer and the employee agree on a service period, it will not affect the increase in the employee's labor remuneration during the service period in accordance with the normal wage adjustment mechanism.
The definition, function and implementation of four-level training
Hierarchical training refers to off-the-job education and training for employees at different job levels, including store managers, internal department managers, Education and training for functional department heads, team leaders, etc. also includes pre-job training for new employees, off-the-job training for key employees, etc.
There are three main implementation steps: 1. Conduct a solid survey on training needs to improve the pertinence of training, and understanding the needs of production units is the key. 2. Clarify the training objectives. According to the company's training requirements for relevant personnel, determine the training objectives for personnel at all levels. 3. Develop effective training programs based on different levels and combined with demand survey and summary information to formulate differentiated training programs (including training topics, teaching materials, assessment requirements, trainers, etc.).
Five definitions of management training
Training with the purpose of improving management skills and improving production and operation efficiency. It includes human resources management training, production and procurement management training, and enterprise management training. Decision-making training and other modules.
Mainly training on management knowledge, management skills and attitudes. There are many types of management training, such as human resource management training, production management training, etc. Human resource management training can also be divided into salary design training, strategic human resource planning training, etc. Management training can be provided by hiring management consultants and management consulting companies to provide in-house training for enterprises.
The definition of six trainings
The multi-source Chinese character and graphic symbol input method (multiple code) can quickly find the explanation on page 978 of the 6th edition of "Modern Chinese Dictionary" :
Training péixùn [verb] Cultivation and training (skilled workers, professional cadres, etc.): ~ class│~ business backbone.
〖Friendly Reminder〗 The multivariate Chinese character and graphic symbol input method (multiple code) is protected by the national invention patent and has not been entrusted to any website to provide downloads. It has been found that some websites provide fake software downloads for "Multiple Chinese Characters and Graphical Symbols Input Method". They do not have any advanced functions of the multi-code and are purely infringement and deception. Netizens are reminded to pay attention to avoid being deceived!
7. Definition of “Training System”
Definition of “Training System”: Training system, its definition is difficult to unify. At present, most training workers and even some non-training workers will refer to the concept of "training system" when talking about training management. So what exactly is a training system?
In practice, most people do not have a particularly unified understanding of the concept of the training system, and there are even a few training workers who have confused concepts. This is very dangerous. It is not only detrimental to the improvement of training performance, but also detrimental to the development of the training system itself, and is not conducive to work communication.
For example, when there are obstacles in training, some training managers say that the unsatisfactory training performance is due to the company's lack of a complete training system. Even some well-known teachers with great influence in the training market have proposed courses similar to the so-called modern training system, but their courses lack scientificity and systematicness and have become unworthy of the name.
Let’s take a look at some typical misunderstandings in the current conceptual understanding and construction of the training system:
1. The positioning of the training system is too low
Some people believe that, "Training management includes three aspects: training planning, training execution and training evaluation." When it comes to training management system, it starts from demand, planning, execution to evaluation. In fact, these behaviors should belong to the project management level, one level lower than the training system.
"The establishment of a training system is nothing more than clarifying the following four key issues, that is: who will teach, how to teach, to whom, and what to teach." This view is based on the execution elements of teaching behavior. description, but the overall positioning is too low, two levels below the training system and one level below project management. Limited to the teaching level. The root cause of this error is confusing the concepts of training and teaching.
2. Misalignment of conceptual levels in the training system
Some people believe that “the training system should include the construction of training resources, skills management system, curriculum system construction, etc. The skills management system includes skill standards , skills management process, skill categories, enterprise core skill design and application, and skill standard level design. "I personally believe that the skills management system should be reflected in the curriculum system, which is a manifestation of training needs.
"The construction of the curriculum system includes the design of the corporate curriculum system, curriculum development process and development skills, and design analysis of key curriculum projects (entering the company training, management training, channel training, etc.)." We believe that the curriculum development process and Development skills and corporate curriculum system design do not belong to the same level, and such a design is not conducive to the effective implementation of the entire system.
3. Conceptual definitions in the training system are confusing
“Employee training system includes training institutions, training content, training methods, training objects and training management methods, etc. Training management includes training plans , training implementation and training evaluation. "This view separates training methods, methods, objects and training management, and cannot effectively explain their internal connections.
"Usually a complete training system consists of four parts: training course system, training instructor management system, training effect evaluation and training management system." This approach believes that the training management system is a sub-concept of the training system , and juxtapose the training course system and the training management system. This mistake actually forgets that the training course system, instructor management, etc. are all objects of training management. And if the training effect evaluation is listed separately, what about the planning and implementation? Obviously a satisfactory answer cannot be given.
4. Failure to reflect the role of the training system
"The employee training system includes training institutions, training content, training methods, training objects and training management methods, etc.", of which the training method part It only describes the possible training methods, mentioning that "training methods include on-the-job training (On-the-job Training) and off-the-job training (Off-the-job Training). On-the-job education refers to job teaching, work "Rotation, job shadowing, job assignment, etc." This kind of view explains the "training methods" mentioned in the employee training system. I personally think that these should not be included in the training system model, and at most they should be placed in a certain management. The selection should be elaborated or stipulated in the methods (such as training implementation management methods).
5. Unable to clarify responsibilities and obligations
An article describes it in popular language, "The establishment of a training system is nothing more than clarifying the following four key issues, that is: Who To teach, how to teach, to whom, and what to teach.” This perspective does specify who will do it, but the positioning is limited to the teaching level. There is no talk about department management, strategic planning, daily management, etc.
6. Weakening or denying the management function of the training system
“The employee training system includes training institutions, training content, training methods, training objects and training management methods, etc. Training management includes training "Planning, training execution and training evaluation." "The management of employee training is very important. An effective training system requires good management as a guarantee." "As mentioned above, the training management system is to ensure the effective operation of the training system. , play a supporting role in the smooth development of training activities. This view believes that the training system does not have a training management function, it is just a static parameter *** and does not have a decision-making mechanism. If it is to play the role of an "employee training system", it needs " "Training management" work. This kind of view is purely ridiculous."
"The employee training system includes training institutions, training content, training methods, training objects and training management methods, etc. Training management includes training plans, training execution and training evaluation. Establishing an effective training system requires optimizing the design of the above aspects. "I personally believe that one of the tasks of a complete training system is to be able to automatically and continuously improve the training management process, that is, adaptability. Rather than achieving the goal of training system construction after improving training management, this is putting the cart before the horse.
At the same time, friends who hold the above view also mentioned that "the training management system includes supplier development and management, training incentives, etc." I personally believe that training incentives are still essentially one of the leadership functions. Function. This function is reflected at all levels in various training management behaviors and cannot be simply separated from other methods, regulations, etc.
7. Ignoring the relationship with human management functions
“The training management system integrates the originally relatively independent training course system, training instructor management system, and training effect evaluation into enterprise management. In the system, it must especially cooperate with the promotion system and salary system. "What is an enterprise management system? The training management system (or training system) is simply regarded as a part of the enterprise management system. Is this approach accurate and effective? What is the relationship between other functional modules of human resources management and the training management module?
Personally, I believe that the concept of training system should be based on the human resources management system and correspond to functional modules such as recruitment and assessment. The training system should be a subsystem for realizing human resources strategies.
8. Ignoring process management
Some people think that "the training system consists of an organizational system, a curriculum system, a lecturer system, and a support system." The obvious shortcoming of this view is that there is no clear training project manage.
In short, it is difficult to unify the definition of training system, and its models are also all kinds of strange. In addition, some training management workers themselves lack training, especially the management concepts are not clear. The training system model proposed in this way is full of holes. Such a so-called training system is really harmful, and the performance of training management work can also be compromised. You know it.
Eight Definitions of Training
1. Institutional Level
Nothing can happen without rules!
If your training does not have institutional support, you probably don’t have to play anymore. Even if you don’t have a special training management system, at least there is a training-related system in the employee management system.
2. Resource level
Construction of internal trainer team, construction of training courseware library, employee training file management, training hardware facilities, etc.
3. Implementation level
4. Commonly used training forms
After the training system is built, it is time to implement it. Here are some commonly used training methods:
1. Lecture method
Lecture method is the most commonly used form of training, and it is also the real training in the eyes of many people.
The advantage of the teaching method is that it is easy to use and allows the trainer to control the entire process. However, the shortcomings are also obvious. The teaching method is a one-way information transmission by the lecturer, and the feedback effect is poor. It is recommended to use lecture method when disseminating new knowledge and new ideas.
2. Audio-visual teaching method
Simply put, it is the use of audio-visual equipment for training, such as projectors, DVDs, video recorders and other tools. Companies can pay for external instructional videos or record their own training sessions.
The advantages of the audio-visual method are strong visual and auditory impact and simple operation; the disadvantages are that there is no interactive link, student feedback is poor, the cost of production and purchase is high, and the content is easily outdated. Recommendations can be used for corporate overview content such as new employee orientation.
3. Discussion method
The most commonly used methods are brainstorming method, world coffee method and so on.
The advantage of the discussion method is that the information transmission is multi-directional and the participants are highly involved; the disadvantage is that it requires the lecturer to have high field control ability. It is recommended for mentality training or training to solve practical problems.
4. Role-playing method
Simply put, the training instructor designs the content to be trained into a scenario, requires everyone to play the role, and comments after the performance.
The advantages are good feedback, high student participation, and low cost; the disadvantage is that the quality of the lecturers themselves is very high, the designed scenarios must be consistent with the actual situation, and appropriate evaluations can be given after the performance.
5. Self-study method
The self-study method is often used when new employees join the company. For some conceptual things, materials will be given to employees for self-study. The advantage is that the cost is low; the disadvantage is that the requirements for students are relatively high, and if there is a lack of supervision, the training effect cannot be guaranteed.
6. Meeting method
Use the time of morning meetings and summary meetings to spread some new knowledge and ideas.
The advantage is that it is convenient, fast and timely; the disadvantage is that it is easily overlooked as a form of training.
7. Sensitivity training
Sensitivity training is also called sensitivity training or T-group method. This method can directly train managers to be sensitive to others. Let trainees improve their interpersonal skills through personal experience in training activities.
The advantage is that it can significantly improve interpersonal relationships and communication skills. The disadvantage is that the effect depends to a large extent on the level of the training teacher. Poor control can easily cause psychological harm to the students.
8. Online training method
The advantage is that it is flexible to use, conforms to the new trend of modernization, and facilitates students to arrange their study time; the disadvantage is that it is more expensive.
What is the definition of nine internal trainings and what is its relationship with corporate management training
Internal training refers to a kind of training carried out by or for enterprises to improve the quality, ability, and quality of personnel. Planned and systematic development and training activities implemented based on job performance and contribution to the organization.
The goal is to improve and enhance employees' knowledge, skills, work methods, work attitudes and work values, so as to maximize their potential to improve the performance of individuals and organizations, and promote the continuous development of organizations and individuals. Progress and achieve dual development of the organization and individuals.
In-house training is specialized training that is "tailor-made" according to its own industry characteristics and development conditions. The courses can be mainly trained for middle and senior managers within the company, or can also be based on the mental outlook of grassroots employees. Provide training in various aspects such as work spirit and mentality.
Corporate management training is part of corporate internal training. While corporate internal training brings systematic modern management knowledge and skills to the enterprise, it can also bring the following outstanding added values ??to the enterprise: 1. Training There is more time to discuss the course content based on the actual situation of the company, bringing direct benefits and value to the company; 2. Unify management concepts and ideas for middle and senior managers, build a management communication platform, and improve corporate management efficiency. ; 3. Enhance the cohesion of corporate management and the attraction of talents, and improve the company's overall management level.
I would like to ask, what is the definitional difference between employee training and business trip?
Business trip definition: Staff members are temporarily dispatched to work in areas or cities other than their permanent workplace. Work or hold temporary positions. Stationed abroad means stationed in a foreign country or other places and does not work in the headquarters. Difference: For business travelers, their daily common location is at the company headquarters, and they travel to different places according to work needs; while for those stationed abroad, their daily business trip