Introduction Of Common Training Methods In Enterprises

OJT is currently one of the most commonly used means in the enterprise. The leaders, experienced or skilled staff of various departments are training OJT for ordinary employees and new employees.

OJT is characterized by training for some job skills and working methods. It can also be carried out anytime, anywhere, without time constraints, and the effect is more significant and practical. The trained staff can be promoted in the short term in terms of skills and methods, and at the same time, the cost is small, so many small and medium enterprises mostly adopt this training method.

However, this training method has its drawbacks. It is that the trainers lack certain teaching skills in the training process, lack systematic teaching, and lack of planning. They often see problems, solve problems and find it difficult to identify potential problems.

In addition, it is the internal training of enterprises, and the training of internal lecturers by enterprises. Such training has been adopted by more and more enterprises.

Over time, some powerful enterprises will also set up their own enterprise universities.

This way of training allows employees to receive systematic teaching.

It belongs to internal resources, which is more flexible in controlling time and saves manpower cost.

Most of these lecturers are selected from the inside of the enterprise, mostly for the experienced employees. Therefore, there is a lack of special teaching skills. The problems often encountered in the course of teaching are poor expression, lack of courseware development ability, and boring classroom atmosphere, so the TTT course has become one of the courses pursued by many enterprises.

The last is to hire external lecturers.

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This method applies to all enterprises, because enterprises can either participate in open classes or employ external lecturers to conduct internal training inside enterprises. The two forms effectively guarantee that any enterprise can enhance their ability through external lecturers.

For some large enterprises, the training of external lecturers is a supplement to internal training, because some in-depth problems can not be solved solely by internal lecturers, which can rely on the rich knowledge of external lecturers and years of work experience to help enterprises solve puzzles. For some developing enterprises, external lecturer training is one of the effective means of escorting enterprises.

One drawback of external lecturer training is that the lecturer may not understand the actual situation and corporate culture of the enterprise. Therefore, the values that are communicated in the course of teaching will arise from the fact that the business situation is not consistent. Therefore, the enterprise consulting management company should have enough knowledge about the enterprises at the beginning of the training. For example, before the curriculum cooperation, Tao Tao international requires training consultants to have enough knowledge about the corporate culture, including organizational structure, training needs analysis, and so on, so as to ensure the effective output of the course.

In addition, some enterprises such as eLearning are adopting, but the scope is less.

In the choice of enterprise training mode, enterprises can consider their own situation and choose the way that suits themselves in the end.