How To Measure The Effect Of Training?

The bottleneck restricts the development of enterprises and affects the full play of the social functions and functions of enterprises.

It is a very important historical topic for an enterprise to benefit from marketing, how to change the mode of economic growth, and tap potential from various aspects, so as to improve its own efficiency. It is also an eternal topic.

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In the market competition, most enterprises realize that the competition in the market is ultimately the competition of the quality of their employees. They all recognize that training is the investment with the smallest investment and the highest rate of return.

But it is not too easy for enterprises to find training suitable for their own businesses and enterprises to invest in the market.

Mr. Yu Fei believes that the real training must be based on the following principles:

Lecturers should have rich practical experience.

When lecturers are developing courses, they should have pertinence, dig out their past experiences, guide students' sympathy, or give students some reference, so that the trainees feel that this lecturer has been engaged in this work. It seems that I should listen carefully and perhaps enlighten me or solve some problems that I have encountered.

Otherwise, the lecturer is just carrying on the theory propaganda, not many people like to listen.

The trainees can also hear that lecturers do not have much relevant experience, so that they are slack in learning and let the lecturers' training fall into a passive position.

The case is more closely related to the daily work of the students than the story and the game.

It is more convenient and more pertinent to communicate and discuss each other with the students in the hands of the students.

Otherwise, the lecturer only gives a topic, that is to say, give the trainee five minutes to carry out the discussion. The student is air-to-air, without a scene restriction, it is very easy to explore the deviation and not achieve the effect of training.

If the content of the case is relatively simple, or just the introduction of your next course, put it in the video.

In short, the case should be rich. The lecturer should set up his own case library for different courses, including general cases and professional cases for different industries.

The lecturer has his own independent thinking on the curriculum.

A lecturer is not a rehearsal of master theory.

The high level of business, generally speaking, is relatively strong in learning ability. Why should he listen to your class instead of reading books? On the one hand, everyone is involved in the learning atmosphere, which is conducive to his learning, which can be learned from other students. On the other hand, there are practical lecturers who want to learn from this lecturer.

Therefore, independent thinking is the core of lecturers, and it is also the biggest feature of lecturers distinguished from lecturers.

All of these are the contents of the course. In fact, teaching skills and content are equally important.

The same course with different lecturers is quite different.

Therefore, as a professional lecturer, we should also use professional teaching skills to guide students to participate in the course instead of lecturing in speaking alone.

If speaking for some knowledge content is appropriate, but for most skills and attitude courses, guiding students to participate is the best choice.

The lecturer is like a swimming coach. He explains the key points of action on the shore, drives the students into practice, and allows the trainees to practice and experience them. The instructor follows the observation and comments, if necessary, summarizes and emphasizes until the student learns.

Only by practicing and understanding the curriculum can students really learn.

So the fifth requirement is that lecturers should have teaching skills to guide students.

The content of training is targeted.

The question is: how can the employees' comprehensive quality reach the expected training effect; what kind of ideas the leaders of the enterprise want to pass on training; how to carry out the training of the enterprise culture; what teachers do is to do meticulous work; for example, the basic level training will talk about how to carry out the action; the middle level will talk about the improvement of skills such as planning, organization and management; the senior level will talk about leadership, decision-making and management; and communicate with the enterprise deeply by the operation process, organizational structure, the background of the trainees, the current problems and puzzles, and so on; when the scene is deducted, they can pay close attention to the student's on-site reaction and respond in time, and guide the students to enter the level of self perception and reflection. It is precisely because each enterprise has its own personality characteristics, like everyone else, that each enterprise has its own culture, background and its own problems, such as what problems they need to solve through training, and whether these problems are the core.

We should tailor the most appropriate plan and action to enterprises through various ways and methods.

Recently, some of the headquarters of training companies in North, Shanghai, Guangzhou and Shenzhen have been closed and thought-provoking.

All along, the influence of education on social development and progress is well known, and the importance of training to the survival and development of organizations is unheard of.

In fact, employees are the core assets of an organization.

To introduce and retain the most competent employees, leaders need to understand their personal wishes and needs.

Job satisfaction is the most important factor that motivates employees to work hard besides salary.

In fact, employees want to get opportunities for growth and development. They are sent to receive training by the company. They are non-traditional benefits. Most importantly, employees want to be authorized to decide something independently, hoping that their contributions can be affirmed and recognized by the organization.

All these are inseparable from the important part of human resources management training.

Mr. Yu Fei has always advocated practical and effective training in actual combat.

Because of the rich experience of actual combat, we can have a clear context and analysis of the background and solution process of typical successful and failed enterprise cases in brand building and management at home and abroad, so that students can find out and acquire knowledge in the process of finding out and acquiring knowledge in the context of the enterprise background, the small background of a problem, the process of thinking, the competitive environment and the way to solve it.

In addition, the teaching and speaking style should be relaxed, lively and humorous, whether facing middle or high level students.

This is very important.

Since leaving the classroom, almost all adults are constantly moving.

Dull meditation can make everyone very miserable and boring.

Mr. Yu Fei, combining his more than 20 years of practical training experience, pointed out the reasons for the failure of training at present.

Conceptual aspects

Training is an integral part of human resources comprehensive activities, and its positioning must be strategic training. Its business must support and coordinate organizational strategy and must not be trained for training.

Training concept is the primary factor for the success or failure of training business. It is necessary to keep enough focus on strategy, to have enough force to resist all kinds of temptations, and to catch up with popular projects in society. If it is not closely related to strategic needs, it does not support the supporting capabilities required by strategic actions, but also must remain unmoved.

Institutional aspects

Whether the training resources are intensive or decentralized, to a large extent, determines the efficiency of resource utilization, and the vertical integration of training resources is conducive to maximizing the efficiency of resources.

Management aspect

Although training is a field of great creativity and imagination, the construction of the system of management training business is the foundation for ensuring the safety, stability and efficient operation of training business. Especially in large group companies, its training business, geographical distribution is broad, and the number of project personnel is numerous.

Institutional aspects

The advantages and disadvantages of organizational design and the efficiency of business processes will be directly reflected in training performance.

First of all, the positioning of training in the organization depends on its relevance and support to the strategy. If the training is matched with the strategy, it should be given a status equal to the strategic importance so as to facilitate the training to give full play to the value of its synergy strategy. If the training attributes are confined to regular basic training, the pattern will be much smaller.

Secondly, the training business has vitality, and must go through the established growth and development process. We must respect the natural laws, act in a timely manner and do something for nothing.

Planning aspect

The mutual support and coordination of various training modes give play to the resultant force of mode integration.

Because there is no training mode that can be applied to the whole world. The training objectives, teaching objects, curriculum contents and implementation requirements should be different, and the appropriate training mode should be chosen flexibly.

The current operation and technology level in the training field has already stride forward to break through the traditional education and training mode.

E-Learning (network learning), Action-Learning (action learning), Store Of Learning (retail training school) and so on, have made the classroom teaching deeply rooted in thousands of years. Today, it is being replaced by the combined training mode that is widely adopted.

Courseware aspect

Courseware is the carrier of knowledge, skills and ideas.

The planning idea, construction structure, and the capacity, systematization, standardization and flexibility of the courseware system not only fundamentally determine the creativity of training value, but also affect the level of knowledge management in enterprises at a higher strategic level.

Lecturer

Lecturers are the soul of training courses.

Training is the process of knowledge and skill pmission and pformation. The rate of conversion depends mainly on the ability and level of lecturers. Students are also the first to give recognition and respect to teachers, then they will be interested in the contents taught by teachers. At that time, communication and pformation can become possible. The same courses are different from teachers, and the difference between effectiveness and effectiveness is quite different.

Planning aspects

After the training plan is formulated, it is a detailed, specific and scientific training plan stage. The plan is to decompose, execute and land the plan.

In the final analysis, the training business is to serve the organization's performance. At any time, training can not be reversed. It is important to know what time students are not suitable for training, because the right thing is only right at the right time.

Implementation aspect

In addition to the rigorous and systematic management tool of project management, training implementation should also maintain appropriate flexibility to cope with unplanned situations.

The plan is to serve the goals, and the goals can not be changed easily.