At present, a considerable part of the business-to-staff training have not been given sufficient attention, and even some companies that the training is optional thing. Only certain conditions are good, visionary companies, staff training will be consciously incorporated into the daily work of the enterprise.
In reality, even though some companies provide their employees with training opportunities, but later the monitor has not kept pace, with no study, no investigation after learning the signs are everywhere. Some companies provide a substantial individual staff training funds, but the employees will jump ship after your studies, triggering a large number of disputes. In turn, these disputes make the training of enterprise staff lingering fear, not "throw good money off" soldiers do lose money "transactions."
So, business training for staff so not it? Knowledge needs to be updated, there is depreciation of knowledge, companies should provide employees with the necessary re-learning opportunities. Otherwise, the face of the ever updating knowledge, no one there is a "back" crisis. In foreign enterprises, can provide training opportunities for staff has been recruiting staff is the enterprise of "gold standard" is one reason why some people consider the "quit" because the other companies and their companies are different to provide for themselves again education. Our company has not realized that the training this "gold standard." High salaries water, high positions, etc. Many companies attract talent, but to attract qualified personnel with training in business has very few.
Most experts advocate the training of human resources. In their view, let the training become common practice in business, we must attach importance to the training effect, a rigorous evaluation of the training, so that investor interest in training. How to evaluate training? There are four criteria: first, a reflection of students, including participants of the training image, the value of the recognition of training, and training it will help their work. The general practice is to give students the training after the end of a questionnaire. The second is the learning standards, is to assess the extent of absorption of the course participants. Third, standards of conduct, that is, assessing the work behavior of training participants change. The fourth standard is the result, referring to the training organization changes, including whether the increased subordinate satisfaction, productivity is increased and waste is reduced and sales are rising.
Experts believe that no situation did not apply evaluation criteria, each criterion has its strengths and weaknesses. In general, the "participants to reflect" and "Learning Standards" for the cost of the two methods is relatively small, easy analysis. But the problem is, even if members of the attitudes have changed, or the course content has been digested understand and can not ensure that their conduct or performance will be changed accordingly.
Shows that training is a bit difficult. Appears in a number of business leaders, attended the training, even those who get the appropriate qualifications, competence is not necessarily improved compared with before training. This one may involve more complex issues, but they are not training their own, nor is emphasis on training grounds, but did not master all aspects of training. If the training as a benefit to have good results when pigs fly. Who would ask for it because after the welfare enjoy?
Experts believe that, for enterprises, we must strengthen the management of the training process, the specific work to be done with three aspects. First, the training must have a comprehensive plan and systematic arrangement. Training business managers must be content, methods, teachers, teaching materials and participants, funding, time has a system planning and arrangements. Secondly, in order to increase employee participation in training initiative, we must build incentives. Found in corporate research, corporate training, if not let in the wages, incentives and so on at least maintain the same level, training will definitely be adversely affected. Should establish a mechanism to encourage participation in training, with staff through training, to achieve a certain level, it should improve the returns. Third, training of personnel, our business has some problems, such as training for enterprises to consider candidates often give priority to upper management, but few consider the general members, which may be caused by limited funds. But the training must be emphasized that the participation of the general staff, because they are "line" officers.
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