HR: Training Is A Responsibility, Not A Welfare.

< p > for a long time, the management training of Chinese enterprises is facing an embarrassment. The boss is not willing to invest, the managers are not enthusiastic, and the employees are less active. Only the human resources department is training for training, which is the root cause of the failure of training.

And because the effect of training can not be seen, the boss is more reluctant to invest, so training falls into a vicious circle.

This is not only the fundamental reason why the per capita performance of Chinese enterprises is less than 1/5 of western enterprises, but also the inevitable outcome of erroneous "training as welfare".

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< p > as we all know, < a href= "http://www.91se91.com/news/index_c.asp" > welfare < /a > is a subsidy provided by the enterprise to employees. Unlike wages, it is not protected by law, and enterprises can be adjusted at any time according to the profit situation, or even cancel at any time.

According to the law of human nature, people take things too easy to be taken for granted. Most of them do not cherish or even give up or refuse to accept.

Therefore, standing in the perspective of modern management, teacher Yao Shaolong believes that training is absolutely not a dispensable welfare, but a responsibility -- not only the responsibility of enterprises, but also the responsibilities of managers, and the basic responsibility of all employees of enterprises.

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< p > a lot of people say that the enterprise's < a href= "http://www.91se91.com/news/index_c.asp" > responsibility < /a > is making products and winning profits.

However, people who have a little knowledge of common sense know that before making a thing, they must first create human beings, and to run a business is to run a good person. This is a causal logic.

The "people making" and "operators" here are commonly understood and used in training.

Therefore, enterprises need to establish training systems, deploy training resources, make training plans well, provide a space for each employee to learn and grow, so as to achieve the purpose of creating human beings, so as to realize the sustainable operation of enterprises. Moreover, in the labor contract law, employees' training responsibility has been defined for a long time, and the proportion of investment in training costs has also been clearly standardized.

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< p >, for managers of a team, training is a bounden duty of management and must be written into the post responsibility book of all levels of supervisors.

This is a decomposition of the human resources strategy of an enterprise. If there is no such thing as "training and training subordinates" in the post responsibilities of the executives, the HR Director of this enterprise should be very amateur and can also be laid off.

As a supervisor, if you can't help your subordinates grow up and learn, you can't let your subordinates learn anything, and you can't solve your problems for your subordinates. How can you improve your team performance? Why can you still sit there in the position of manager?

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< p > in the enterprise, < a href= "http://www.91se91.com/news/index_c.asp" > employee < /a > is the main object of training promotion.

However, because of cognitive backwardness and lack of clear career goals, many people tend to avoid the training of corporate arrangements, even if they are involved. They try to hide behind the back or try to ask for leave while participating in the training. Writing a report is also an excuse to delay, because welfare is not a responsibility.

This is the main reason for poor training performance.

As everyone knows, it is the bounden duty of any employee to take the initiative to participate in the training of enterprise arrangement and strive to meet the training requirements prescribed by the company, otherwise, it will be incompetent.

The enterprises can completely eliminate the training staff who fail to meet the standards.

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< p > the reason why a lot of training is complained is not necessarily the method of lecturers, nor is it not the lack of training resources, but because training is regarded as dispensable welfare.

The law of human development tells us that there is no hope for a society where everyone enjoys welfare. If everyone waits for the relief of the government, what will happen to everyone?

Teacher Yao Shaolong here tells you: enterprises must take training as a responsibility for management and assessment, and never be a welfare.

Welfare can not be managed and checked. If I refuse your welfare, do you still have to punish me? Trainers and consultants do not want to mislead this wrong thinking, so as not to mislead the public! < /p >