How Do Entrepreneurs Do Well In Staff Training Management?

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In the process of enterprise development, every enterprise has its own business strategy. Correspondingly, the human resources department must formulate training strategy for employees in the framework of business strategy.

There are two kinds of enterprise talent team construction: one is the introduction, the other is training by oneself.

From the aspects of stability, cohesiveness, and recognition of corporate culture, we should pay more attention to the cultivation of talents within the enterprise.

Therefore, the focus of business strategy is the starting point and focus of staff training.

This will not only help the targeted training and the overall work of the Department, but also facilitate the smooth implementation of the training.

If Haier's product quality is an important part of its business strategy, its staff training should focus on how to improve product quality and how to integrate quality into corporate culture.

The implementation and success of employee training strategy must be ensured by a sound plan.

The plan management of staff training is the concrete implementation and embodiment of staff training strategy management.

The general training plan for the next year should be worked out at the end of this year.

All departments should work out the training plan for their departments according to their development strategies and plans determined under the business strategy, and report to the HR department for examination, approval and summarization.

The HR department arranges and arranges the training plan for the next year.

Training programs are also divided into training courses that must be attended by departments. For example, quality department employees must participate in the training of mathematical statistics analysis, failure mode analysis and other courses, and some public training courses, such as management theory, ISO9000 lectures, etc., employees can register freely according to their interest and timing.

A good plan must rely on good implementation.

The human resources management departments must strengthen feedback and timely tracking of training, and warn the departments that fail to carry out the training according to the plan, and impose penalties on their supervisors in the performance appraisal.

The trainees must sign on the attendance check list, and after the end of the training, they must check the staff effectively. Finally, all departments should hand in the check in and check the results to the HR department for safekeeping.

Those who do not attend the training and the unqualified employees will be notified and criticized. They will be required to take the make-up examination until they are qualified.

At the same time, the human resources department sends out the training evaluation form to the staff who attend the training, so that the staff can evaluate each teaching content and trainer, and timely warn the unqualified trainers to improve them. If there are two successive warnings, the trainer qualification will be cancelled.

In short, staff training management is a complex systematic project, which involves the vital interests of enterprises and employees.

Therefore, when arranging staff training, we must make overall plans and take effective measures to enable staff training to play its due role.