Ten Truths About The Success Or Failure Of Enterprise Training

Throughout the ages, the influence of education on social development and progress is well known. Now, the importance of training to the survival and development of organizations is unheard of.

The training business in such a broad and deep consensus of time and space should be like flying in the air, soaring in the air, flying around the world, with the power of thunder and lightning, sweeping away the defects and shortcomings of the organization's operation and management, which should be known and ignorant, but the reality of the training field may not support us to be so optimistic and optimistic, because this should not be the case.

I. training

The training concept is the primary factor for the success or failure of training business. As the first button of clothing should be fasten, the button is in the wrong way, and the rest is unavoidably wrong.

My understanding of training: training is an integral part of the comprehensive human resources activities, and its positioning must be strategic training. Its business must support and co organize the strategy, and must not be trained for training. It needs to maintain enough focus on strategy, and have enough force to resist all kinds of temptations. Popular projects in the society are more popular. If they are not closely related to strategic needs, they do not support the supporting capabilities required by strategic actions, and they must also remain unmoved.

Two. Training

Whether the training resources are intensive or decentralized, to a large extent, determines the efficiency of resource utilization. Which way is more conducive to maximizing efficiency?

Based on my experience and experience, it is recommended that vertical management of training resources be vertically integrated, which is conducive to maximizing the efficiency of resources. This can be compared with the results of the training system in the same organization.

Three, training management decides success or failure.

The system construction of management training business is undoubtedly the foundation for ensuring the safety, stability and efficient operation of training business. Especially in large group companies, its training business, geographical distribution and project personnel are numerous. It emphasizes that the national thinking is unified and the pace is consistent. Standardized and systematic management of training industry is more important.

Although training is an area of great creativity and imagination, Sun Tzu told us before 2500 that it is a good match, with Clipsal.

Basic management and regular construction are the foundation and guarantee for the overall success. "Clipsal" is inseparable from the premise of "integrity".

Four, training institutions decide success or failure

The advantages and disadvantages of organizational design and the efficiency of business processes will be directly reflected in training performance.

Which level does the training business belong to in the organizational structure? How does its work reporting line choose docking? How much training freedom, discourse influence, cross sectoral integration and cross level vertical integration of organizational responsibility and responsibility are given to the training business?

There are two principles.

1. the positioning of training in the organization depends on its relevance and support to the strategy. If the training is matched with the strategy, it should be given a status equal to the strategic importance so as to facilitate the training to give full play to the value of its synergy strategy. If the training attribute is only limited to regular basic training, its pattern will be much smaller.

2., the training business has vitality. From the day it hatches, whether its DNA decides that it is destined to crawl all its life? Is it running fast in a lifetime? Or is it able to fight against the long sky and fly all over the world? It has to go through its established growth and development process. We must respect the natural laws of life, move in a timely fashion and do something for nothing.

Five, training plan decides success or failure.

The current operation and technology level in the training field has already stride forward to break through the traditional education and training mode.

E-Learning (network learning), Action-Learning (action learning), Store Of Learning (retail training school), etc., have made the classroom teaching which is deeply rooted in thousands of years and is being replaced by the combined training mode that is widely adopted today. This is a historical progress and a blessing for our training circles.

No training mode can be applied to the whole world. Due to different training objectives, teaching objectives, curriculum contents, and implementation requirements, flexible training mode is selected flexibly. At the same time, the support and coordination of several training modes are taken into account, so as to make use of the resultant force of mode integration.

Six, training courseware decides success or failure.

Courseware is the carrier of knowledge, skills and ideas.

The planning idea, construction structure, and the capacity, systematization, standardization and flexibility of the courseware system not only fundamentally determine the creativity of training value, but also affect the level of knowledge management in enterprises at a higher strategic level.

How to understand courseware system is related to our expectation on the supporting role of courseware in training business.

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There are many aspects of the course. I would like to make suggestions from four aspects as follows:

1. courseware system should be constructed in the form of network, that is, pverse classification according to professional attributes, vertical classification according to post level, and latitude and longitude constitute a large network of courseware.

A good courseware net should be completely covered with the business network of the organization, and it can be sparse and not leaked.

It can be encrypted gradually while there are structural defects and serious consequences.

2. the courseware in the course library is constructed in a unit way. Each courseware unit develops a point to point model corresponding to the competency model of the target post, and each courseware unit focuses on one point, with a dedicated function and a duration of 20-30 minutes.

Such a courseware library provides tailor-made training plans for us to tailor the knowledge capability that we have received from post staff assessment, and create a targeted, flexible and flexible courseware.

3. courseware manifests diversification. Whether it is traditional PPT courseware, or all kinds of electronic courseware running on E-Learning network, or learning sand table, action guidance, etc., we need to move along with needs.

4., the synchronous supporting construction of course partners should not be neglected.

The so-called "courseware companion" is a joke, which refers to the standardized instructor manual matching the curriculum; case library, item bank, reference reading materials, video, music, main vision, curriculum implementation process, standardized scripts, props tools and so on.

It is our duty to build training courses for students to become a feast of wisdom and nutrition.

Seven, training instructors will decide success or failure.

Lecturers are the soul of training courses, and they are also known as engineers of human souls in a broad sense.

Indeed, training is the process of knowledge and skill pmission and pformation. The rate of conversion depends mainly on the ability and level of lecturers. First of all, teachers are recognized and respected by teachers before they become interested in the contents taught by teachers. At that time, communication and pformation become possible. This is why the same courses, different teachers, have a strong contrast between effectiveness and effectiveness.

The construction of lecturer team is a long-term and complex system engineering. It not only includes lecturers' selection, training and long-term incentive mechanism, but also includes external business schools, training institutions and other business expertise teachers.

No matter how hard the system engineering is, all the effort will eventually prove to be worthwhile.

Eight, training plan decides success or failure.

After the training plan is formulated, it is a detailed, specific and scientific training plan stage. The plan is to decompose, execute and land the plan.

What is interesting is that our first step in developing the training plan is to consider what time and what trainees are not suitable for training. This is very important, because the right thing is only right at the right time.

The business rules and rhythms of different organizations reflect different forms in a year's time axis. The training business is ultimately to serve the organization's performance, and it can't be a guest at any time.

When we are on the road, we must never forget what we are going to start for.

"Doing things right" is technology. Most of the time, it is not difficult. "Doing the right thing" belongs to art. It is basically not easy, but the value of its creation is quite different from that of the former.

Nine, training implementation success or failure

The way of training also follows the understanding and practice rules of "no way, smell the way, understand the Tao, discuss the way, act and preach".

If the first eight articles refer to "knowing", the ninth ones are about "Tao".

In the first place, we should know the first; on the seriousness and behavior, we pursue the unity of knowing and doing.

In addition to recommending a rigorous and systematic management tool for project management, we also suggest that we should maintain appropriate flexibility to cope with unplanned situations.

The plan is to serve the target, and the goal can not be changed easily. However, the rhythm, technology and route of the plan must keep pace with the times, because of the times and conditions of the people. This is the idea of "Qu Cheng" in the book of changes.

Ten, training assessment decides success or failure.

The biggest difference between enterprise training and college education is that enterprise training is very pragmatic, and the pursuit of knowledge and skills is pformed into employee's personal performance, which is ultimately reflected in organizational performance.

The essence of training evaluation is to confirm the value of training business.

The first two of the four levels in routine assessment are: response, knowledge, easy evaluation, but little sense and lack of reliability; the latter two: behavior and performance are of great significance but difficult to evaluate.

The ancients had early on Education: "ten years of trees, hundreds of years".

Indeed, the effect of training is difficult to manifest overnight, and the value of its creation is also hard to quantify. Even the energized part is often difficult to attribute to training because of a large number of fruits.

My view is:

The positioning of non strategic training is insufficient for the organization to export strategic value.

Non standardized systematic training is not enough to give the training business a solid foundation.

The deployment of non combat full posts is not enough to improve the organizational capability of the whole system.

The non networked low cost mode is not enough to build competitiveness based on training.

The combination of non long and short positions is not enough to develop trust and rolling resources.

No one teaches me that I teach everyone, but not everyone.

What is the United Front for training? How can a learning organization not concentrate on training?

The ten great truths of the above training are my own long-term training practice. I sum them up and share them with you. I also count colleagues as "the way of thinking".