To put it bluntly, training is a win-win situation. There are also some enterprises that regard training as a kind of employee welfare, and what they learn has little to do with their own enterprises.
Question 2: Why do enterprises need training, and the purpose and significance of skills training? Text: Enterprise training has become a very common behavior in the current business community, and almost every enterprise is doing it, whether it is training evaluation or training management. However, under the appearance of current prosperity, many enterprises still follow suit in training and have no substantive understanding of enterprise training. In fact, most of the enterprises that failed in the training work came from here. Therefore, for many enterprises at present, what needs attention is not the training work, but the understanding of training.
On the role of enterprise training, in general, it is to improve the quality of employees' professional skills and ultimately promote the development of enterprises. If so, the current enterprise training can play the following roles:
The role of attracting talents: enterprises have always attached importance to talents, and excellent talents often like to choose those successful enterprises, which has caused the "Matthew effect" of human resources within enterprises. To solve this problem, it is necessary to enhance the attractiveness of enterprises. Excellent enterprise training behavior can make people see their development in the enterprise and make the enterprise gain this attraction. Because of this, many excellent talents choose to work in foreign companies.
The role of cultivating talents: Undoubtedly, the purpose of enterprise training is to cultivate talents. Panasonic, a famous electrical appliance company, has been successful and widely praised for its concept of "cultivating talents first, then developing products". Therefore, effective training for enterprises can effectively improve the relevant capabilities of employees and even management, and then enhance the overall strength of enterprises.
The role of retaining talents: training is an important means to retain talents, because many excellent employees leave the enterprise, mostly because they can't see their own development prospects in the enterprise, think that their abilities and ambitions can't be met in this enterprise, and then choose to leave. In view of this situation, enterprises can effectively rebuild employees' confidence and prevent brain drain by taking effective training work and combining with some corresponding measures.
The role of promoting employees' enthusiasm: In the development and management of human resources, employee training is often regarded as the welfare of enterprises. Continuous training not only improves employees' personal knowledge and ability. It will also make employees sincerely grateful to the enterprise for providing them with their own growth, development and realization of self-worth. This result boosted morale, stimulated potential and effectively mobilized their enthusiasm and initiative. When an employee has self-esteem and self-confidence, he will turn "what I want to do" into "what I want to do" at work and form a good corporate atmosphere.
Enhance the core competitiveness of enterprises: in the current enterprise competition, the role of talents is particularly important. If an enterprise strengthens its core competitiveness, it can better attract talents, promote its better development and beat its competitors.
The above is the relevant role of current enterprise training. As an enterprise, we should pay attention to the related work of talent training, ensure the full support of employees, and thus promote the better development of the enterprise.
Question 3: Purpose and Significance of Training (I) Purpose of Training From the perspective of meeting the business needs of enterprises, enterprise training has four purposes:
(1) Long-term purpose: namely, training activities to meet the human resources needs of enterprise strategic development.
(2) Annual purpose: that is, training activities to meet the human resources needs in the annual operation of enterprises.
(3) Work purpose: namely, training activities to meet the knowledge, skills, attitude and experience required by employees to complete their work at a high level.
(4) Personal purpose: that is, the training provided by the enterprise to meet the needs of employees to achieve their career planning goals.
Enterprises should clearly reflect the different purposes of training when making their own training plans.
(B) the significance of training
In recent years, training has become a fashion. The voice of "I want to train" is getting louder and louder. We really need training, but it is not only to keep up with fashion, but also not necessary. From different angles, the meaning of training is different.
1, from an enterprise perspective.
(1) Training can enhance the competitiveness of enterprises.
(2) Training can enhance enterprise cohesion.
(3) Training can improve the fighting capacity of enterprises.
(4) Training is a high-return investment.
According to the statistics of the annual meeting of American training and development, the profits of enterprises investing in training are 37% higher than the average level of other enterprises, the per capita output value is 57% higher than the average level, and the stock market value is 20% higher than the average level.
In the past 50 years, the training expenses of foreign companies have been increasing steadily. American companies spend about $30 billion on training every year, accounting for about 5% of the average wage income of employees. At present, more than 1200 American multinational companies, including McDonald's, have established management schools, and Motorola has also established its own universities. These are good training examples for enterprises in China.
(5) Training is an effective measure to solve problems. Training is sometimes the most direct, fastest and most economical management solution to various problems that constantly appear in enterprises, which is faster than exploring for yourself and more trustworthy than recruiting new people with the same experience.
2. From the perspective of enterprise managers.
Training can bring six benefits to enterprise managers:
(1) can reduce accidents. It is found that 80% of accidents in enterprises are caused by employees' ignorance of safety knowledge and illegal operation. Through training, employees learn safety knowledge and master operating procedures, which will naturally reduce accidents.
(2) It can improve the quality of work. When employees take part in training, they can often master the correct working methods, correct mistakes and bad working habits, and the direct result will inevitably promote the improvement of work quality.
(3) It can improve the overall quality of employees. Through training, the overall quality level of employees will continue to improve, thus improving labor productivity.
(4) Loss can be reduced. The loss mainly comes from careless operation and low skills of employees. Through training, employees will identify with corporate culture and work hard, at the same time, they will also improve their technical level and reduce losses.
Question 4: The importance of training? Importance of staff training
Staff training is an important part and key function of human resources management and development, an important way to increase the value of human resources assets and an important way to improve the organizational efficiency of enterprises.
1. Staff training is the key to cultivate and form common values and enhance cohesion.
There are generally two ways to build a talent team in an enterprise: one is to introduce and the other is to cultivate by oneself. Therefore, enterprises should continuously carry out employee training, instill enterprise values into employees, cultivate good behavior norms, and let employees consciously work according to routine, thus forming a good and harmonious working atmosphere. Through training, employees' sense of identity with the organization can be enhanced, and the cohesion and team spirit between employees and managers can be enhanced.
2. Staff training is an effective way to improve staff's technical and ability level and realize the matching between people and things.
One of the main aspects of employee training is on-the-job training, in which the requirements of job specification, professional knowledge and professional ability are the important objectives of on-the-job training. Post personnel also need to make continuous progress and improvement after taking up their posts, and participate in higher-level technical upgrading and post promotion training, so that their professional knowledge and technical ability can reach higher-level post specifications to meet the needs of future posts. Staff training is particularly important, and practice has proved that it is also an effective way to achieve the expected goal.
3. Staff training is an important measure to stimulate staff's work enthusiasm.
Staff training is an important human resource investment and an effective incentive method, such as organizing excellent employees to visit advanced enterprises in other places, encouraging employees to study in their spare time and reimbursing expenses. According to relevant surveys, advanced training is a condition that many employees value, because the incentive of money to technical and knowledge-based employees is temporary, which can be done for a while, but not for a long time. What they value more is to get better development and promotion through work.
Staff training is the best way to establish a learning organization.
Learning organization is the innovation of modern enterprise management theory and practice, as well as the innovation of enterprise employee training and development theory and practice. In order to establish a learning organization as soon as possible, enterprises should not only effectively carry out all kinds of training, but also run through the "people-oriented" training idea, improve the quality of employees and establish a talent training mechanism that can fully stimulate the vitality of employees. Successful enterprises regard employee training as the source of sustainable income. The biggest difference between a learning enterprise and a general enterprise is that it can never be satisfied with improving the quality of products and services, and improve efficiency through continuous learning and innovation.
Question 5: What is the purpose of the training? The ultimate goal of training is to realize the synchronous growth of employees and enterprises by improving the ability of employees.
Training and development are becoming more and more important to enterprises. More and more enterprises have gone beyond the training and development of a certain professional skill to train and develop their employees' abilities, and put more emphasis on two new purposes: first, to teach employees other broader skills, so that employees' skills can be changed from a single skill to a variety of skills to meet the changing needs of customers and organizations, such as skills to actively solve customer needs, effective communication skills, teamwork skills and learning skills; The second is to use training and development to strengthen employees' recognition of the organization, improve employees' loyalty, cultivate employees' awareness of customer service, improve employees' adaptability and flexibility, and make employees and organizations grow synchronously.
Question 6: The importance and significance of employee training for enterprise development. Which employee training is an important link in the whole human resource management chain and has very important significance?
First of all, training can enhance employees' sense of belonging and ownership of the enterprise.
Training is the best reward for employees. For enterprises, the more adequate and attractive employee training is, the more value-added role of human resources can be brought into play, thus reducing costs and creating more benefits for enterprises.
Mercer Consulting released the latest salary survey of 40 multinational companies in Shanghai. According to the survey, these 40 companies think that the three most important factors to attract employees are: employee development plan 78%, reward and affirmation for employees 60%, salary and welfare 56%, etc. Followed by training plan 40%, working environment 28%, and work content 25%.
Second, employee training is the source of strength for the sustainable development of enterprises and the need for their survival and development.
Training can promote the two-way communication between enterprises and employees, management and employees, enhance the centripetal force and cohesion of enterprises, and shape excellent corporate culture. Employing people is to cultivate people first. If you only use it without training, people will not grow, or they will not grow according to the needs of the company, and the efficiency will become worse and worse. The quality of employees determines the quality of enterprises. Only with high-quality talents can we talk about sustainable development. Through training, let new employees integrate into the corporate culture, let old employees supplement new knowledge and skills, and keep up with the pace of enterprise development. Training not only increases the overall value of human capital, but also increases the value of the enterprise itself. Many enterprises adopt their own training and entrusted training. It is easy to integrate training into corporate culture, because corporate culture is the soul of an enterprise and a micro-cultural system that educates all employees on corporate consciousness with values as the core. Enterprise managers and employees will not only consciously learn and master scientific and technological knowledge and skills, but also enhance their sense of ownership, quality and innovation. So as to cultivate everyone's professionalism, innovative spirit and sense of social responsibility, and form a good atmosphere of self-study of scientific and technological knowledge and conscious invention and creation from top to bottom. Enterprise scientific and technological talents will grow sturdily, and their scientific and technological development capabilities will be significantly enhanced.
Third, training can improve the overall quality of employees, improve production efficiency and service level, establish a good image of enterprises and enhance their profitability.
Staff training is an important way to cultivate talents. Enterprises need talents, one way is to hire them from outside, and the other way is to cultivate them internally. In contrast, internally trained talents are more suitable for enterprises and can be more integrated into corporate culture.
Fourth, training is the foundation of the company's sustainable development.
Companies that don't pay attention to training, employees can't see the future and growth, and thoughtful employees will be confused and lost, leaving only sand. The company is going bankrupt. Without the unified training of the company, everyone will form their own work style or management style. The company has no strong culture. Managers are fragmented, one person does one thing, and one person is convinced of each other. The management of the company has evolved into a fierce political struggle.
Question 7: What is the purpose and significance of safety training? A: The purpose of safety training is to improve the safety quality of workers. Raise the awareness of the broad masses of workers on the importance of safety production and enhance their sense of responsibility for safety production; Improve the consciousness of employees to abide by rules and regulations and labor discipline, and enhance the legal concept of safe production; Improve the safety technical knowledge level of employees, master the operation technical requirements and the ability to prevent and deal with accidents. The significance of safety training lies in: 1, improving the level of safety production through safety technical training; 2. Improve workers' technical knowledge level through safety training; 3. Improve the professional level of cadre safety management through safety training; 4. Promote the updating of technical knowledge.
Question 8: What is the purpose of company management system training 1? Systematic publicity
2. Institutional interpretation
3. Avoid labor disputes
Question 9: The importance of enterprise training system The ultimate goal of establishing a training system is to carry out the training in a lasting and effective way, so as to maximize the effect of training, standardize training, make training a routine of enterprises, instill it in the minds of every employee, and become an essential tool to enhance the competitiveness of themselves and enterprises. Specifically, the significance of establishing a training system is as follows: 1. Reduce the waste of training investment. The imperfection of enterprise training management system leads to many unnecessary problems and detours in the process of training investment, resulting in a huge waste of training investment. This is also one of the reasons why we often see that the bosses of many enterprises are always haggling over the input of training funds. Therefore, in order to restore the confidence of enterprises in training investment, make the training work of enterprises really motivate employees and promote the development of enterprises, we must start from the basic work, do a good job in training management step by step and establish an effective training system. 2. Improve employees' skills to improve their work performance. The motivation of training can be maintained by improving employees' performance. The result of performance improvement can make employees get material satisfaction or work promotion, which will generate new training needs. They are an endless cycle. Therefore, enterprises need to find the connection point between these functions according to their own actual situation (such as how to recognize their new value after training and improving employees' ability, how to re-evaluate employees, how to make reasonable career planning, etc. ), improve the human resource management system, and make the training incentive last for a long time. 3. Better combine the training objectives with the business strategy of the enterprise. The business strategy of an enterprise is a plan that integrates the objectives, policies and action plans of the enterprise. Strategy can affect how an enterprise uses its tangible capital (such as plant and equipment), financial capital (assets and cash reserves) and human capital. To a great extent, business strategy affects the types, quantity and resources of training, as well as the types and levels of various technologies needed by enterprises, and affects the decision-making of enterprises in training. In order to make the enterprise develop, training activities should help the enterprise realize its business strategy, so that the training activities should not only focus on imparting the knowledge and technology needed at present, but also focus on the future development of the enterprise. Establishing a systematic training system can solve these problems. Only when the training method is strategic, planned and long-term, can the training activities be better combined with the development strategy of the enterprise, so that the training can truly meet the needs of the enterprise.
Question 10: Significance of Enterprise Training System Establishing a Perfect Training System and Its Significance The operation of an enterprise is challenged by internationalization and liberalization, with increasingly fierce competition and higher wages. Therefore, improving people's quality has naturally become one of the most important business strategies for enterprises in the competition. Improving people's quality is a sharp weapon to improve the quality, productivity and competitiveness of enterprises in all aspects, and the most direct, effective and lowest-cost method to improve people's quality is education and training. The training system of the company is as follows: 1. The annual training plan is divided into functional training, hierarchical training and incentive training; 2. Education and training must be undertaken by professionals, and the training department is fully responsible for the internal training of the company. Third, the training cycle, training once a month. 4. Training content of each department: 1. Training materials for general business personnel: brand culture, specialty and commodity knowledge, jewelry wearing and maintenance knowledge, counter and prop placement knowledge, reception and service etiquette, jewelry consumption psychological analysis, jewelry humanistic knowledge, jewelry sales skills II. Training materials for managers: training materials for ordinary business personnel are available. In addition, jewelry market analysis, jewelry store management, jewelry sales activity planning, brand marketing strategy, social etiquette training and communication skills training are added. 3. Training materials for market developers: All training contents for ordinary business personnel are available. In addition, there are jewelry market analysis, jewelry store management, jewelry sales activity planning, brand marketing strategy, communication skills training, negotiation skills training, market research and survey maps and social etiquette training. At the beginning of each year, the training department must prepare a formal annual education and training budget. Professional training that cannot be completed internally can be conducted by external professionals. 6. Make a training plan, the steps are as follows: 1. Define the training items involved in the plan; Assess existing training resources; Manpower, funds, courses, teachers, etc. ; Determine key training projects and routine training projects, and determine the focus of training work; Determine the curriculum development, teacher training, system construction, training plan and training budget required for training. 2. Communication and confirmation of training plan need a good training report. First, clarify the purpose of the report. This is mainly to obtain the support of training related departments, managers and employees in order to implement the training plan. Secondly, explain the contents of the report. Such as the starting point of training, problems to be solved in training, training scheme and action plan, support to be obtained, etc. Third, pay attention to the method of reporting. Whether the declaration method is appropriate is related to whether the training plan can be unified within the training department. It is also related to the commitment of competent leaders and company management to training managers, training time and training effect tracking. 7. The training contents must include: 1, company history education, professional ethics training 2, enterprise management strategy 3, enterprise management annual target 4, key points of enterprise management improvement 5, enterprise culture 6, pre-job training for new employees 7, professional knowledge related to the company's business 8, training effect tracking and evaluation, training file establishment 9, training system flow chart 10, training structure chart. Kloc-0/, organization chart of training department 5. 1.2 Performance evaluation of company training case (new salesman training) Time: * 5-* 20 Location: company trainer training room: a well-known sales trainer (management, sales, etiquette, jewelry products) Learner: market developer (joining business personnel) Training content:/kloc Enterprise's present situation, position in the industry, future prospects, business philosophy and corporate culture, function setting of organizations and departments, personnel structure, salary and welfare policies, training system, etc. ; 2. Employee code: enterprise rules and regulations, reward and punishment regulations, code of conduct, etc. 3. Financial system: expense reimbursement procedures and related processes, as well as the application and use of office equipment; 4. On-the-spot visit: visit all departments of the enterprise and public places such as work and entertainment; 5. On-the-job training: job responsibilities, business knowledge and skills, business processes, departmental business peripheral relations, etc. 6. How to develop new markets includes the following contents: training the basic quality of sales staff. How to find the target customer? How to approach the target customers? Make your customers like you; Manage your customers well; Several factors contributing to this conclusion; Look for new business opportunities from rejection. Relationship marketing, customer relationship management. 7. Select training materials according to the company's training system. Training evaluation: * Whether the on-site influential students have responded and resonated, and the atmosphere and order of the training site; * ......& gt& gt