Large enterprises to establish enterprise university, is because the training resources, training base is firm, training system. And medium-sized enterprises to establish the training system, because the training management is relatively normative, teachers more perfect, the curriculum research and development capacity is also more prominent. So small and medium-sized enterprises training management of decide on what path to follow?
We should first of all that is, small and medium enterprises must pay attention not to follow suit blindly, follow the crowd, to set up the training system, so as not to harass the people and waste money and becomes a mere formality. Enterprises to establish a training system is not so simple thing, it is not the norm of a training system, establish a training institutions will be able to solve the problem. While the real effective training system is a part of corporate strategy, it needs a standardized management process, improve the teaching staff and curriculum research and development capabilities based on the soft, hardware resource requirements.
I think, for small enterprises, the construction of a strict, efficient training management work flow on the line, with the training management procedure to clear the company each unit, departmental training responsibility, strengthen the training needs analysis and evaluation, optimization of the project design and planning, the implementation and operation of standardized training, strict training effect analysis and evaluation of key link, and all together and produce a sustained effect of training.
Strictly speaking, training management procedure is not only the training activities and guide, also provides training in every aspect of the process approach. Which identifies training needs and design planning training two stage is the most important, is the largest part of technical content. The two stages of the work flow:
One, identify training needs
1determine the needs of the organization;
2determine requirements;
3review staff capacity;
4determining the capacity gap;
5choose make up method.
Two, design planning training
1identify constraints;
2choice of training methods;
3making training plan;
4 select training instructor.
Small businesses can according to its own resources and conditions, have a choice, focus on doing the above the two stages of the. Because of the small enterprise's resources are limited, not likely is someone to be responsible for training, then, all managers need to take the corresponding responsibility of employee training. Among them, the personnel department is responsible for training plan, training supervision tracking, training examination management responsibility, they are also responsible for orientation training for new employees; each unit, department supervisor is responsible for their staff skills training responsibility, both to the organization and implementation, and should walk up to the platform for training employees to provisions; own initiative training learning responsibility, to meet the needs of enterprise production, management, service needs. As for the cadres of management skills training, occupation of management training, you can directly outsourced to external professional consulting, training institutions to complete.
As for the level of the company, to all training responsibility can be hundred-percent implementation, also need to set up a foundation supporting personnel policies to ensure. If the Department training into the cadre's performance, employee training into salary, promotion and necessary condition of incentives, to encourage all cadre training and to participate in training the good consciousness. In order to create an atmosphere, establish an advantage, health training culture.
