Make corporate training more effective

      What makes most businesses a big headache is that they invest a lot of manpower, material resources, and still have poor training results.Employees complain that training is out of line with work and does not solve practical problems.Not only is it a waste of time, but it also delays the normal work.HR complains that every department has an urgent need to organize training, but always complains about the poor quality of the training.The boss complains that the training program that invests money in money, often is dozen water drift, see effect.
      How to make corporate training more effective?Amway store operation terrace training gives us good enlightenment.
1. training and development of the needs of enterprises and employees
      Time management, communication skills, service management...The overwhelming training bug spends HR's eye - which training is right for us?In fact, which kind of training is not suitable, because every enterprise, every employee's problem is different.So the question is, who knows the most about the needs of the company and its employees?
      From the outside, various consulting companies and training institutions have deep insights into the whole industry. It is undoubtedly a good way for them to evaluate employees, identify problems and develop training strategies.However, the disadvantage is that the enterprise is not deep and the cost is higher.
      From the inside, it is management that knows the direction of the company's development, and the training is for the company's future.However, the reality is that management often lacks focus on training, which leads to the lack of direction and blind investment in training.
      Second, the most knowledgeable of the company is the senior staff from the grass-roots level, especially in the large number of employees, the mobile service industry, the most typical is the mentoring system.HR does not know the tedious basic work, can not give training guidance.And the old staff from the grass-roots, from the long-term work to find a set of practical lessons, make new staff learn to use.In amway, a total of 155 senior staff from the grass-roots as a trainer, operation management, products and services, financial operations carried out 87 courses of training and development, to be responsible for the 31 provinces in 207 cities of more than 207 stores nearly 4000 employees, which accounts for 48% of total company training.
      Close to the training of enterprises and employees should be based on the continuous guidance of management and long-term participation of senior employees, timely combining with external third-party assessment.
2. Two key points of training implementation
      Your company's training is a hammer, west hammer?Or is it planned to continue?
      Japan's Toyota continued training concept already thorough popular feeling, when ford, Chrysler, and general big three layoffs closing factories, Toyota has recalled the classroom will workers from workshop, teach them new skills, make training work full-time employees, so as to prepare for future production increase.
      Remember goldstone, the star salesman for the buwalker securities firm?(" who was to blame for new managers fell, "published in harvard business review, May 2008) once a lot of business elite was promoted to management positions become workplace newbies, become, completely lost the direction, the reason is that the enterprise did not provide training from grassroots to the management role transformation.
      Therefore, enterprise training should be carried out in a planned way with the growth of the company and staff.At the beginning of the new employee orientation, amway has set up the corresponding curriculum system in the five levels of the provincial operation leader.Through continuous training, we can tap the potential of employees, make up for the shortage of employees, encourage the talent growth, and polish the excellent team.
      Is the training form of your company unchanged?Is it rich and varied?As more and more of the 80's got into the company, management began to have a headache, the employees were too personal, teaching him to go east, and he went west (see yuan yue: who said 8090 was not reliable).It is a practical problem for many enterprises to get the enterprise training to meet the post-80s taste, so that they are fully grown in their work and fit for the needs of enterprise development.The average age of an amway store employee is 28.5 years old and 70 percent is post-80s.The trainer trains the staff through animation demonstrations, role playing, and situational simulation.
3. The training results can be measured
      To make enterprise training effective, we should be able to use scientific methods to evaluate the training results.Many companies tend not to focus on training results, and a questionnaire quickly ends.On the one hand, training is not seen as productive, which is beneficial to employees in the long term.On the other hand, it is also hard to evaluate effectively without scientific methods.Amway training may give us a little bit of inspiration. They divide training into four levels:
      1. Reaction layer, immediately after the course was completed, the questionnaire survey was conducted to assess the after-school feeling.
      2. The study layer shall be conducted in written and oral test within 1 to 3 months after the completion of the course;
      3. The behavior layer, through the comparison of data before and after the training, such as the rate of complaints and the accuracy of operation, etc.
      4. Growing up, assess whether the training has brought a direct contribution to the business operation effect, such as the difference rate, staff morale, and employee learning atmosphere.
      In addition, the control group can be set up to compare the difference between the training group and the untrained group to assess the training result.
4. The soil of training -- excellent corporate culture
      Training is a costly and slow investment activity, but everyone knows the importance of training.How to carry out the training of low cost and efficient land is perplexing for many enterprises.The amway store training is completely completed by the staff, the staff is the training teacher, and the whole training program is almost zero input.By the end of 2010, 153 trainers had been teaching 6359 sessions, with 65723 students and 84.09% of the staff, 90.8% of the total accuracy and 92.5% satisfaction rate.So what motivates amway employees?According to xu shaoming, vice President of amway (China) greater China storage and transportation/store operations, the performance of managers depends on the team he brings.Excellent corporate culture encourages employees to become internal trainers, share experiences, cultivate new people, improve their personal abilities and realize self-worth.
      Corporate culture is the life of an enterprise.The world's largest comprehensive human resource service agencies for randstad (China) the general manager George wang in the "5 c competency model in recruitment, corporate culture on the location of the critical (see gets afternoon tea. 10).Employees who meet the corporate culture can benefit from the growth of the enterprise.
5. Reusing training resources
      From training development, to training implementation, to training evaluation, training is not easy, to make full use of resources.Enterprises can use the Internet to share training resources online, thus achieving small costs and large-scale promotion.Amway informatization knowledge base is a beneficial attempt to train resource reuse.
      Secondly, we can use SNS community network to organize the study circle, so that colleagues in the north and south of China can study, communicate, compete and interact with each other on the Internet and form a good learning atmosphere.