Build a lifelong career training system for employees

Focusing on the Modern Enterprise Employee Education and Training System

Build a lifelong career training system for employees

Feng guomei

With the establishment and improvement of modern enterprise systems in China, the position of employee education and training in enterprises has become the foundation of enterprises' core competitiveness. The Group Company regards employee education and training as an important part of the enterprise's talent resource development and has been paid attention by the leadership at all levels of the company. It has a set of standardized and standardized employee education and training management systems and implementation methods; there are a group of high-quality full-time and part-time staff education management personnel, a well-equipped training building (3700m2) and an internship factory, basically formed a training system that focuses on enterprise independent training and supplemented by external training. In particular, since the 9th Five-Year Plan, the Group Company proposed to enhance the competitiveness of enterprises in the domestic and foreign markets according to their development needs: "people-oriented, data management, sustainable development, striving for first" business philosophy; "respect, care, support, development, and promote employees' personal values and ideals" employment policy; as well as the goal of "Creating a world-class, building a hundred-year-old enterprise", which puts forward higher requirements on the quality of employees, at the same time, we constantly explore and practice employee training methods, content, and mechanisms to initially build a lifelong career training system for employees and comprehensively improve the overall quality of the workforce, it laid the foundation for enterprises to enhance their competitiveness in the domestic and foreign markets.

1. Establish a new training system around the Modern Enterprise System

At the turn of the century, knowledge-based economy is at the beginning. The future century will be an era of global integration, high integration, and high competition. Competition is mainly aimed at competition between technology and talent. In the future, whoever has all kinds of highly competitive talents will grasp the vitality and initiative of international competition.

To maintain the advantages of industry leaders and brands in the future competition, group companies must require individuals to become innovative individuals and organizations to become the intellectual resources for continuous development, if a team gathers elites and remains competitive, lifelong education and learning are the source of motivation for the continuous growth of individuals and organizations, and the foundation of enterprises' core strength and competitiveness. Therefore, how to cultivate (trained) high-tech, advanced, and high-quality workforce is a new topic in the era of knowledge economy in the development and management of human resources. Therefore, enterprise staff education and training must focus on the modern enterprise system to build a new training system, that is, the lifelong career development mechanism of employees. This is also a commonly used vocational training mechanism in some developed countries. For example, the United States has developed the "Lifelong Education Law" for employees' education and training, and France has formulated the "lifelong vocational education organization law". the former Soviet Union formulated the "continuous education system" and so on. The rapid and sustainable development of the economy and enterprises of these countries depend on the lifelong training of vocational education.

The demand hierarchy theory proposed by Maslow, a world-renowned psychology master, divides human needs into five levels: physiological needs, security needs, social needs, new needs, and self-realization. According to Maslow's hierarchy of needs theory, China's society has developed to this day, most people have solved the needs of survival, security, social networking, and respect, his attention gradually turned to the pursuit of career development and realization of its own value. Therefore, it is necessary for an enterprise to organize and lead its employees to help them design their career plans so that every employee can establish a normal career development mechanism and follow the best path towards an immediate goal, fighting and striving are the first important thing to motivate talent growth and the best choice to cultivate and improve the quality of the workforce. Many successful enterprises in the world have proved that life needs to be designed, and life can be designed. The quality of life and work for an employee is very different, the development of an enterprise is also quite different.

To this end, enterprises must create an environment for employees. Such an environment should include a loose policy environment, a working environment that can fully display their talents and a living environment without any worries, it also includes an environment that helps employees overcome obstacles to the growth process. That is to say, the enterprise's education and training for its employees cannot be "one-time training", and the era of permanent use after one training no longer exists. Knowledge is being updated, science and technology are improving, and society is developing, to adapt to the changes and requirements of the times, enterprises must also innovate and develop employee education and training methods.

The Group Company is facing industry competition and the pressure to survive the environment. To achieve the strategic goal of "Creating a world-class and building a hundred-year-old enterprise", it must focus on the modern enterprise employee training system, build a lifelong career training system for employees and conduct lifelong education and training for employees. Based on this idea, enterprises are guided by the national staff education and training guidelines, based on the company's development goals, and aimed at improving the quality of employees, in order to mobilize the enthusiasm of the company's employees for training and standardize employee education and training with high quality, education and training work is carried out more closely around the needs of the company's operation and development. Formulated and introduced a new "employee education and training system", "employee education and training system", and "employee education and training management provision, it has built a lifelong career training system for employees of the company. Its guiding ideology clearly states that the education and training of modern enterprise employees require full training and lifelong education. Employees must receive a variety of enterprise education and training from the first day they enter the company. The content includes political ideology, social morality and professional ethics, corporate culture, ability and quality, labor skills and business knowledge education. It is necessary not only to train the trainer union, but also to train employees to take the initiative to work, so that the values of employees are consistent with those of the enterprise, so that they are willing to be trained and willing to work for the development of the enterprise.

So how to develop a career development plan? It is the whole process of concatenating all the work activities and work experiences of a person from his first time to work in the order of years. This process is no longer completely random, but a process in which the Organization cooperates with individual employees to make the Organization consistent with the individual's career development and cultivate the individual. According to this process, the "Liu Gong employee Lifelong Career Training Plan" is developed. Its main content: after each employee enters the company, according to the company's human resources plan and its own conditions, interests and capabilities, under the guidance of the training center of the company's human resources department, set its future development goals and steps to achieve the goals; it can also regularly revise and report to the human resources department based on the development of the situation, enterprise changes, and actual conditions.

The company implements a career plan for all employees. Specifically, the company's senior management, middle-level and above managers, and professional and technical personnel fill out a career schedule every two years; employees with a bachelor's degree or above, grassroots professional and technical personnel, management personnel, and reserve personnel fill out a career schedule every three years; employees with a college degree or above, ordinary professional and technical personnel, management personnel, and production personnel under the age of 30 fill in a career form every 4 years; employees with a technical or technical secondary school degree, ordinary professional and technical personnel, management personnel, direct production personnel, auxiliary personnel, and logistics personnel over the age of 30 fill in a career schedule every five years. Career Training programs include new employee training plan, job training, vocational qualification training, special operator training, and on-the-job personnel training. The survey and Prediction of (educational or non-educational) career training is organized by the Education and Training Center of the human resources department and conducted in conjunction with each department and its subsidiaries for 10-11 months each year. The main purpose of preparing employees' career plans is to stimulate employees' enthusiasm and initiative for demanding progress, and give full play to their subjective initiative to the maximum extent, it organically combines the talents of individual employees with the development goals of the enterprise, so that the development prospects of individual employees are included in the prosperity and development of the enterprise, and training can truly serve employees and enterprises, to serve the market.

As China's reform continues to deepen and joins the WTO, it accelerates the multi-polarization of domestic enterprises. enterprises are facing an open and mobile operating environment, and the mobility of enterprise talents is also increasing, high-quality workforce has become a valuable resource for enterprises. Employee training and occupational disease development have become an important part of enterprise human resource development. In order to truly implement the Career Training System for enterprise employees, it must be combined with the human market, resource demands, operating conditions, organizations, management objectives, personal abilities, and resource reserves of enterprises, it provides an all-round, step-by-step, targeted, and targeted training model for enterprise managers, technical and marketing teams, and production personnel.

Group companies have always attached importance to the cultivation of talents and the establishment of training institutions. This is a major advantage for us. How to make full use of this advantage is very beneficial for the company and individual employees. To this end, it is necessary for us to reshape the enterprise training model and expand the employee training space when building a lifelong career training system for employees around the modern enterprise employee education and training system.

1. Hierarchical Training objects. That is to say, there must be production operators and various management personnel with high and medium layers, including marketing personnel and technical personnel. Because the world's science and technology are changing with each passing day, the frequency of knowledge updating is accelerating. Not only do production and operation workers need to supplement their knowledge and improve their skills, but even highly educated managers need to update their knowledge. Therefore, education and training are required;

2. Extensive training content. We should not only have general operational theories, technical theories, management marketing theories, but also have an introduction to the world's leading theories such as high, refined, and sharp, but also how to behave, how to cultivate good corporate culture and other theories, that is, to improve human skills and to cultivate a good character of people;

3. diversified training methods. It is necessary not only to instill in theory, practice, and other conventional teaching methods, but also to conduct research, visits, exchanges, surveys, and visits, in particular, it is necessary to encourage competitors to learn a few tricks and continue to innovate to achieve transcendence;

4. General purpose of training. After training, employees should not only be able to adapt to the company's development needs, but also participate in the competition in the talent market; not only suitable for individual professional needs, but also more suitable for multi-professional needs and become compound talents.

Ii. Overall Thinking of the group's education and training work during the 15th Five-year Plan

At present, the Group Company is in a critical period of reform and development. To achieve the strategic goal of "Creating a world-class and building a hundred-year-old enterprise, we must establish a high-quality workforce and cultivate a large number of excellent talents as a strategic task to ensure the company's continuous growth and growth, the basic train of thought for the group's staff education and training during the 15th five-year plan is:

1. Around a center. It focuses on the economic benefits of enterprises and serves to train the group in urgent need of talents and establish a high-quality workforce.

2. Achieve two transformations. First, the education and training of employees should jump out of the traditional model and change to the active overall human resource development direction; second, the company's human resources training center should begin from the extensive pursuit of scale and quantity in the planned economy model to the targeted and practical orientation of training talents based on enterprise development and market needs, efforts should be made to improve the quality of training and school-running efficiency, serve the group, and target the market.

3. Form three mechanisms. That is, the dynamic mechanism, the constraint mechanism and the coordination mechanism. The dynamic mechanism is to establish an employment mechanism integrating training, assessment, employment, promotion, and treatment, to stimulate employees' enthusiasm for training and learning, and change "I want to learn" to "I want to learn ". The constraint mechanism uses education and training as an assessment system for managers at all levels and each employee, and ensures the implementation of enterprise training plans and effects through administrative and economic means. The coordination mechanism is to coordinate the training center with various management and business departments to achieve clear objectives, effective implementation, and closely linked to form a system.

4. Focus on four key points. (1) All staff training objectives centered on the modern enterprise employee education and training system and implementing the employee lifelong career training system; (2) training of key talents. As the vanguard of key national backbone enterprises and industries, the Group needs superior leadership, management, and first-class employees. The Group headquarters and its subsidiaries should have a group of entrepreneurs and managers who know how to operate and manage. These individuals are not enough to rely solely on the introduction, and the focus should be on the internal part of the group to accelerate the cultivation of existing talents; (3) Do a Good Job in the training of in-service middle-level managers. Focusing on MBA business management training for in-service middle-level managers, and holding regular lectures on science and technology, operation, management, finance, and law, so that group managers can become first-class entrepreneurs, according to the plan, the leadership of the middle-level and subordinate subsidiaries of the Group will complete MBA business management training within two years and obtain the training certificate. (4) grasp the training of reserve talents. Reserve Talent is the key to the long-term sustainable development of enterprises. It focuses on training MBA, foreign language, computer and political quality education to train qualified talents for the group.

5. Implement five measures. Formulate talent planning and training plans, establish job standards, and gradually implement the system of certified posts; ensure investment in education and training funds, manpower and policies; establish all education and training institutions and optimize training management personnel; strengthen human resource development and training research and other five measures.

The Group Company has achieved initial success in its decades of training for all its employees. The company's appearance has undergone fundamental changes, and its overall quality has been greatly improved, the team structure of employees has been further optimized, the skill levels of skilled workers have been greatly improved, the labor productivity of enterprises has been greatly increased, and the product development capability has greatly increased, all these changes come from the fact that the group company attaches great importance to implementing employee training, thereby promoting and promoting healthy, sustained, and stable development of the company.

Looking forward to the future, lifelong learning and training are inevitable trends in social development and the driving force for accelerating enterprise development. The group company implements a lifelong career training system for its employees. The entire operation is still in its initial stage. We will follow Deng Xiaoping's practice of "crossing the river by feeling the stones" first, we believe that our efforts, our practices, and our struggles can further improve the education level of our employees and build a more solid ladder for enterprise development. We are in an era full of revolution and competition. Every day in the future will be a test of our life, wisdom, and will. After the times of baptism and reform and opening up of our company, it will always be a flag. She attracts every employee to fight and give in the long, intense, and cruel market competition. Employees armed with knowledge will surely be able to achieve the ambitious goal of a company that has been a multinational company for centuries!

 

Author's organization and title: assistant to the president of Guangxi liugong Group Co., Ltd., head of human resources department