The training problems of corporate trainers

3158cn corporate training has always been a difficult problem faced by human resources managers. The attitude of employees to training, the importance of 3158cn companies on training, the evaluation of training effects, etc. all make the managers in trouble. At Taotao**'s human resources experience meeting , 企業培訓師The human resources directors of many companies have expressed their inability in this regard. In fact, these problems are not impossible to solve. As long as the following points are mastered, the problems related to corporate training will be easily solved.

Establish an incentive mechanism

How employees are motivated has always been a headache for human resources managers. The purpose of employee development training is to improve employees' work and learning ability. Therefore, the job requirements are continuously improved, supplemented by salary incentives, so that employees have the motivation to learn, and then they are evaluated through ability assessment. The establishment of an incentive mechanism can not only avoid employees' slack attitude during training, and improve their enthusiasm for learning. At the same time, it can also create a benign competitive atmosphere among employees. Finally, it can combine training effect evaluation and performance appraisal to improve human resources The efficiency of the department.

Set an example

The power of role models is infinite, and a good role model education can inspire people to forge ahead. Companies can select employees with high motivation, serious learning attitude, and outstanding training effects in Mianyang outdoor development training to set an example and become a benchmark for other employees. The purpose of leading by example can not only lead positively, but also reflect the company's emphasis on employees and training, and drive employee training enthusiasm from the side.

practice the training content repeatedly

Learning is a long-term process, and applying the learned knowledge to the actual process is even more lengthy. The purpose of corporate training is to allow employees to apply the knowledge they have learned to their work and bring value to the company. Therefore, after the employees finish the training course, they should hone the content they have learned in different ways, such as through videos and actual combat exercises. The long-term and phased implementation of such methods enables employees to continuously consolidate knowledge, and finally allows employees to develop a habit.

Maintain communication between departments

Many companies believe that the evaluation of training effects is a matter of the Lhasa outdoor development training organization and the human resources department. In fact, it is not the case. The training department is also an important part of the evaluation process. It is precisely that many companies ignore the training effect evaluation of the training department. The effect of training has made it impossible to implement the training effect evaluation. After the training is over, the supervisor of the trained department will also be responsible for supervising the training effect of the trained employees and feed it back to the human resources department; the human resources department should also maintain effective communication with all levels of personnel in the trained department and keep informed Its idea.

Targeted selection evaluation mode

Due to the differences between enterprises, there is no training effect evaluation model that is fully applicable to each enterprise, so we should choose the most appropriate evaluation model according to the enterprise itself. In fact, the human resources supervisor can set different evaluation methods according to different department employees, such as target evaluation for the administrative department, performance evaluation and profit evaluation for sales personnel, and test comparison evaluation for the customer service department.

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