Five Key Points Of Successful Training Management

1. Training objects

Enterprise training can not be understood as staff training. Learning and training is not only for employees, but also for leading cadres to learn and train.

The requirement of leading cadres is not much higher than that of employees. The impact of the poor ability of the general staff is acceptable. The lack of leadership capability will bring disastrous consequences to enterprises.

Therefore, enterprises must invest more resources into the training of decision makers and managers.

For the same course, the training needs of leading cadres and grass-roots employees are different, and the difference of students' receptivity is also great.

The training manager must plan the target of the curriculum well, consider the acceptability of the trainees, otherwise it will not achieve good results, and will also destroy the confidence of the staff.

The more training courses, the better, the more high-end, the more innovative the better.

Because any training has cost, not only financial cost, but also time cost.

Therefore, the curriculum needs to prioritize the most needed courses.

Training courses are designed to solve certain specific problems. Courses that can solve practical problems are good courses.

A bunch of famous teachers have been invited to tell a lot of absolute and useless truths, which can only be a waste of resources.

From the long-term planning of the course, we must be comprehensive and cultivate talents into comprehensive talents.

Not only have professional skills, but also have a high personal quality, but also need to have the ability of teamwork.

The training organization system of an enterprise should not only set up a training Commissioner, but also a large enterprise should not only set up a training department or training center, but the key is to consider clearly what the purpose of training is.

The organization system needs not only specialized training managers, but also the cooperation of other members in the organization, especially the senior executives should undertake certain responsibilities in the enterprise training organization system. Only in this way can effective implementation of training work be carried out.

Many business leaders seldom participate in specific training activities. I think at least they should take the lead in starting trainers and participate in training needs identification and training planning.

Only bosses and executives can know where the future of an enterprise is, and what the company lacks most, and only the boss can decide which aspects to spend.

As a training manager, we must have a good understanding of the boss's intentions, and do a good job in detail and implementation.

In the training organization system, trainers are a key element. The level of lecturers and the adaptability of teaching contents determine the effect of training.

At present, most small and medium enterprises outside the training department hired lecturers, and did not consciously tap the internal lecturers of enterprises.

In fact, work is the best way to learn, practice is the best training.

In enterprise training, the best way to organize a lecturer team is to use both internal lecturers and external lecturers.

Internal lecturers accomplish the inheritance of corporate culture and business through training, and external lecturers promote management concepts through training.

It is important to stress that training is not necessarily a lecture, and that methods training, tool training, experience sharing and case discussion are all training.

A person with a skill in the enterprise can undertake a certain "Trainer" task.

Only the talents of their own enterprises know their businesses best and know the problems existing in them, so training is the most targeted.

The external lecturer is generally the following three cases:

1. the need for external brain to help enterprises pform ideas, long-term work in an enterprise, will be deeply influenced by this enterprise, when thinking about problems, it will generate many mindsets consciously.

This mindset seriously hampers thinking and hinders the development of enterprises. It is very important for high level external lecturers to exchange ideas with people in this business.

2. some training courses are not suitable for internal trainers.

Not all courses are more suitable for internal trainers than external lecturers.

Because the internal trainer is also an employee of the enterprise, some sensitive topics are not very suitable for speaking, and it is not very convincing.

At this time, the external lecturers will be considered to be more objective and persuasive, and also avoid the contradictions in enterprises.

3. very professional and high-level training courses.

It is impossible for an enterprise to have excellent experts in all fields.

But the demand for training is unlimited, which requires hiring some experts from outside to supplement.

Training lecturers should be based on the principle of internal and external recruitment.

Many grassroots staff training should be the responsibility of the internal trainer.

If a new employee is required to speak the rules and regulations of the enterprise, he or she needs an external lecturer, which only means that the trainer is not qualified.

Chinese ancient people said: ten years of trees, a hundred years of trees.

Training is a long-term mechanism, not as intuitive and immediate as marketing performance. If there is no assessment of training content, it is impossible to understand the quality of training, nor can it ensure that training can achieve the desired effect. Therefore, we must establish a training effectiveness evaluation system, evaluate the training effect in time, and find out the improvement measures.

Training system planning can not be completed in a short time, but enterprises must set up such a consciousness, otherwise, it will only be wasted effort and money.

We have a lot of training for small and medium-sized enterprises. When we think about where to do it, we randomly organize a group of people to listen to some classes that may not be necessary in a certain training company. It is of no value at all.