Excellent courseware notes-Human Resource Development for employee training organizations

Chapter 5
Employee Training
Organization's human resource development (
Human Resource
Development
)
Indicates that an organization (enterprise) passes training.
Publish projects to promote organizations or members to acquire learning skills.
Management activities that improve personal competence and overall performance.
Drucker, a management scientist, believes that the goal of an organization is
To make ordinary people do unusual things.
Zhang Ruimin, president of Haier Group, said:
"
What is not simple?
Single? Is to take things that people think are very simple and true.
Is not simple. What is not easy? Is
Everyone thinks that it is not easy to do things well for millions of times.
Easy.
"
The essence of organizational training is:
Ordinary Members can become special members for organizational performance and development.
Contribution
"
Unusual
"
,
"
Not simple
"
,
"
Not easy
"
Of
Person. That is, to shape the unique achievement spirit and cultural atmosphere of the Organization
Make every common employee in the Organization useful.
Section 1
Training Overview
I
Macro background of training
1.
In modern society, a person wants to obtain and maintain his/her employment.
Not only requires long-term school education, but also requires
Re-education, re-training, and more
New and old knowledge, transform old skills.
2.
The rapid development of science and technology not only results in extraordinary material capital
Invisible wear and tear, also caused a combination of already trained and specially trained
Human capital depreciation is accelerated. Therefore, the Organization must raise
Provide training opportunities.
3.
Technological updates lead to economic structure evolution and lead the industry
Accelerated replacement and more diversified industrial structure in advanced development
Multi-dimensional and multi-change. Industry and Product Life
The cycle is shortened. This requires people to constantly adapt to new
Change and gain new abilities and skills. Therefore, organizations
Is becoming more and more competitive because it can provide
Type
HR
Development and redevelopment.
4.
Modern society needs to be more and more diversified
Standards for live quality, meaning, and self-value realization
Higher and higher. In this variable-filled society,
"
Learning
Will survive, learn to do things, learn to live together
"
Set
Is the content that will accompany people's life. Therefore, in today's
"
Uncertainty
"
Is the only deterministic macro environment
Medium, training has become an organizational unit
HR
Management Center content.
II
Overview of enterprise training practices in various countries
1.
United States: education and training is regarded as winning and maintaining enterprise competition
A competitive strategy
HR
Development activities
, 90%
The company has a formal education and training budget;
2.
Japan: developed in line with the tenure Employment System
"
Yi Zhuan
Versatile
"
In-service training;
3.
France: continuing vocational education is adopted. Employees have laws
Paid training holidays;
4.
Germany: Take
"
Dual-Element System
"
Vocational training, that is, trainees
Has a dual identity during training and is a vocational school
The student is also an enterprise apprentice;
5.
China: enterprises' education and training are still quite underdeveloped.
The formation of large-scale, stylized and distinctive features, most of them remain
"
Mentoring
"
Mode.
Section 2
Training Organization Management
Training is an important function of organizing human resources.
Wide scope of work, complex content, and standardized organization
Management to improve the training efficiency.
I
Training Process
There must be three phases:
Training Demand Analysis
Training solution design
Training Effect Evaluation
Training Demand Evaluation
Target Determination
Implementation Training
Training content and methods
Design
Training evaluation
Feedback
Consequence Evaluation
Training Monitoring
Quizzes for trainees
Develop standards
Training flowchart:
(1) Training Demand Analysis
Training Requirement analysis can be conducted from three aspects: organization, team, and individual.
Layer Analysis.
1.
Training should begin with the overall objectives and strategic requirements of the Enterprise
From improving the competitive advantage of the entire Organization's human capital,
It is expected to review enterprise education and training requirements and add training plans
Take into account the business strategy of the Organization. Organization-Level Analysis
The assessment needs to check the following three issues:
(
1
) Strategic Orientation of enterprise development;
(
2
) Training assurance for enterprise organizations;
(
3
) Training resource base.
2.
Based on the organizational structure and job requirements
Determine at the team level what needs to be improved
Knowledge and skills. The basic steps are as follows:
(
1
Determine which departments and teams need training;
(
2
Through expert discussions or other investigation methods
Perform a detailed analysis and description of the task, and list the tasks.
Nature, responsibility, importance, frequency and difficulty of tasks
Determine which are strategic and key tasks;
(
3
) Further clarify the knowledge and skills required for work tasks
Learning and training requirements.
3.
In the collection of employee performance evaluation results, skill test scores and
Based on the Training questionnaire and other information
Current performance or skill level and expected performance requirements or skills
Can compare the standards to determine the Individual Education and Training of each employee
Training requirements;
4.
Check the following questions to determine whether the training is initiated
The best solution for high organizational unit members' individual performance:
(
1
) Whether the employee has a job performance problem.
Degree?
(
2
) Does the employee know how to work effectively?
(
3
) Whether the employee has mastered and correctly applied the work requirements
Knowledge, skills, and code of conduct?
(
4
) Whether the employee has been properly motivated and reversed
Feedback?
(
5
) Are there other alternative solutions?
(2) Training solution design
1.
Clarify training objectives
The training objective is to analyze the training requirements
It is a quantitative summary of the training content. The goal is determined.
In general, the principles should be clear and measurable.
2.
Determine training content
The basic content of enterprise training is to raise awareness and train technologies.
Ability, change attitude, and adjust behavior. The specific training content should be
Time, human, situation, adjustment, and determination.
3.
Design training projects
The training program is the specific arrangement of the training content. It should be able to solve
Solve two problems:
(
1
) Determine the scope of trainees;
(
2
) Training techniques and methods.
(3) Training Effect Evaluation
The implementation of enterprise training plans includes setting teaching objectives and review
Read teaching materials, behavior demonstration, practice drills and academic achievement
Feedback.
1.
Training Effect Evaluation includes:
(
1
) Determine the measurement criteria for training results, that is, to evaluate training
The basis or scale for the effectiveness of training;
(
2
Design training evaluation plans, including assessment information
Capacity, source, time limit, collection and analysis methods
And so on;
(
3
) Conduct training evaluation, that is, based on standards and information
The process of training effectiveness.
2.
When evaluating the results of the training program, you must check the following items:
Some problems:
(
1
) Whether the training content is completed as planned in a timely manner;
(
2
) To learn how well the trainees have mastered the content of the professor.
What are the improvements in recognition and skills?
(
3
) What are the responses of trainees to this training program?
Subjective feelings;
(
4
) Whether learning training significantly impacts on improving work performance
What are the specific manifestations;
(
5
) What are the changes in employees' work behaviors caused by training?
Whether some changes contribute to the realization of organizational goals;
(
6
) Compared with the direct and indirect costs of training, training
Training investment gains are large, small, and so on.
The evaluation of behaviors and performance and investment income is the most important
Yes. Only one training program can lead to members
Changes in work behavior and positive impact on organizational performance
It is truly efficient and effective.
Training Project inspection and evaluation should be promptly reported and updated
State tracking to ensure continuous improvement of enterprise education and training
Effect.
II
Training Management
Training Management should be incorporated into the organization
HR
Strategic Management
System. Provide long-term planning for training and clarify Training
Strengthen the quality control of training and select appropriate
Training Methods to Improve the training effect.
1.
The Organization's highest authorities should have a profound significance in coping with training.
Understanding and Avoidance
"
It is important to say that it is secondary to doing so,
Not busy
"
Training from a strategic perspective.
2.
Have a practical training plan
Training is a regular, long-term, and strategic task.
3.
Establish and improve training management organizations
The Organization should have departments or personnel trained by specialized departments. In Modern Enterprises
Organizations are generally divided into three types:
(
1
) Traditional training departments;
(
2
) Training center or enterprise University;
(
3
) Virtual training organization.
4.
Strict training assessment
(
1
) Enhance the assessment of trainees;
(
2
) Enhance the assessment of trainees.
5.
Ensure the investment of trainees, financial personnel, and things
Section 3
Training Methods and personnel development technology
I
General training methods
General training methods refer to the most
Common training methods, methods, and
Technology. It can be roughly divided into traditional teaching methods and situational exercises.
And network simulation method.
(
1
) Traditional teaching methods refer to lectures, videos, and Phantom
Lamps and other audio-visual media to provide trainees with relevant training
Information. This method is often used in formal education.
(
2
The scenario rehearsal method refers to the active participation of trainees.
Practice in actual scenarios to train and develop specific skills
Learn an operation method or simulate relevant behavior methods;
(
3
Network Simulation method refers to the use of multimedia and Internet
Interaction and virtualization scenarios provided by the network technology for Simulation
Training.
The following describes the scenario rehearsal method.
The scenario rehearsal includes the following six methods: In-Service
Training, case studies, scenario simulation, behavior demonstration, and Operation
Game and role play.
1.
In-service training (
On the job training, OJT
)
In-service training refers to the process of learning while working.
Learn by yourself or from experienced colleagues or superiors
And skills.
Apprenticeship (
Apprenticeship
)
Is the oldest,
The most common in-service training system.
Because
In-service training is independent from actual work and is random
Therefore, in order to ensure the effectiveness of on-the-job training
Adopt some stylized work specifications.
2.
Case Study
Case Study (
Case Study
)
Is a way to improve the overall,
Training methods for analyzing and solving problems.
During the training process, the trainer uses clever guidance and lessons
Class Discussion, requiring participants to operate on a job or production
Submit a written research report to describe the problem
Analyze the root cause and propose a correct solution to the problem
Suggestions and further discussions with other trainees
Step by step to analyze and explore the profound connotation and significance of the case, to mention
High comprehensive analysis, exploration and innovation, and research and evaluation capabilities.
In case studies, learners are active
Position, the degree of reliance on teachers to a minimum; Training
Trainees can only induce and inspire, and change the right to organize and adjust
Control the research and discussion process.
3.
Scenario Simulation (
Simulation
)
Scenario Simulation
Focuses mainly on people
-
Thing relationship or physical genus
Real-time drills.
Training by simulating work fragments or situations in reality
The person enters the working state in an immersive way, making him controllable
In a risk-free environment,
To improve their operation or management skills.
4.
Behavior demonstration (
Behavior Modeling
)
Behavior demonstration is mainly used for interpersonal relationships and computation.
Training Methods for computer operation skills. The basic steps are as follows:
(
1
) Shows trainees an action paradigm of doing things;
(
2
) Allows trainees to imitate key behaviors in the same scenario,
Assume the role of a behavior in a simulated scenario for actual experience;
(
3
) Provide feedback on Behavior Simulation to trainees
See,
Provide constructive suggestions for further improving behaviors, and encourage
The trainee applies the learned behavior or
Skills.
5.
Management game (commercial game)
Management game (
Business Management
Games
),
Is a team training method mainly for business management personnel.
Generally, trainees are divided into several business management groups
They simulate real production and business units or companies to compete
Competition, making decisions on business management, and allowing him
To improve the acceptance of trainees.
Ability to guide and cultivate their team cooperation and innovative pioneering spirit.
This method is lively and interesting.
It is very popular and has good results. But after all, it's just a game.
Drama,
It also has its implementation cost limitations.
6.
Role play (
Role playing
)
Role-playing is a type of training that focuses on social interpersonal communication.
Dynamic skill scenario rehearsal method.
By enabling trainees to play the appropriate role in simulated scenarios
Roles, so that trainees can truly feel in social interactions
Which actions are correct and what actions will be given to him?
People cause harm and learn how to effectively interact with people
Communication and cooperation to cultivate and improve people's
Skills for reflecting and handling link interaction problems.
In the role-playing method, trainees should focus on real-world scenarios.
Color has a real experience, avoiding the preference of purely performing performances.
II
Special Development Technology
Special development technology refers to some management experts or consulting
Specialized courses developed by experts for special training objectives
Training project and plan. Such as potential development training and management
Square training and brainstorm meeting training.
1.
Potential Development
The so-called potential is the energy hidden in the human subconscious.
Subconscious development training is through internal or external
A forward or reverse physical and mental training program to achieve development
Potential to Improve the Quality of employees.
(
1
) Sensitivity Training
Sensitivity training is the training to develop social human potential
Practice technology.
The operation points are: counseling by behavioral science experts
,
Pass
10
No leader group is free for one group.
Discussion Method to help different organizations and different organizations
Members of the same team or team are in the real corner
Color experience and interaction in interpersonal relationships; prepared in advance
Good training outline, restored by old attitude
-
Sensitive body
Verification
-
The new attitude has been consolidated in three basic stages through more than 10 times.
Party discussions with cyclical and progressive control to improve trainees
Interpersonal sensitivity.
Sensitivity training at the individual level aims:
Ability to introspect your emotions and motivations and establish a more realistic
Personal behavior standards; correctly feel your behavior against him
Influence of behaviors of people and others on themselves; enhanced impact on interpersonal difference
A tolerant, visual, and peaceful attitude.
(
2
) Extended training method
Extended training program-oriented External Physical Training
Trainees are placed in the wild in various difficult and challenging ways.
In the scenario, In order to hone the will, overcome the fear psychology, cultivate
It aims to foster a positive outlook on life and enhance the spirit of teamwork.
Extended training activities usually include warm-up preparation and challenges
Four main links: Self, team collaboration, and experience during peak hours
Section,
This generally includes expanding the experience, returning to nature, challenging yourself,
Five courses, including leadership and team building.
(
3
) Devil Training
Devil training is an external type of reverse frustration Training
Exercise,
Generally, it lasts for about seven days.
Severe physical training programs, such as the eve of the night march, train personnel
Strong work habits and indomitable fighting spirit
And the courage and confidence to eliminate all difficulties.
The introduction to the Devil's training method is to enable students to set up their own careers
Answer
"
Where do I come from?
"
,
"
Where am I?
"
,
"
Where can I go?
"
,
"
How to achieve the goal?
"
,
And
"
What should I do after achieving the goal?
"
Five basic questions
, Clear the goal, and then use a series of centripetal and physical skills
Limited challenge courses to maximize the potential of students.
2.
Communication Analysis (
Transactional analysis, Ta
)
Communication analysis is mainly used to cultivate employees' self-discipline, introspection, and interaction.
Communication, understanding of others, and tolerance for others.
There are three basic forms of such education and training:
(
1
) Two-to-two conversations enable people to learn to work with adults
Communicate, influence, and get along with each other;
(
2
) For group discussion, pass
3-5
People discuss in groups to help students
Members can recognize their outlook on life and attitudes in interactions with others
And value orientation;
(
3
) Communication analysis, based on the assumption of Self-existence status
The goal and path of self-fulfillment in the journey of life.
The so-called self-State generally has three internal types:
P
Type: parent type, which features over-protection and cold
The behavior is not in the form
Logic facts are based on rules and successful experiences.
Accurate;
C
Type: that is, the children type, in this self-state is easy to accept
Emotional control, moody, easy to temper, behavior
Not logical;
A
Type: the adult type. The behavior is rational and the basis is
Use fact data to perform logical reasoning and propose solutions
Solution to the problem.
During the training, trainees must first confirm
Where the user and the user are
"
Self-status
"
, And then
From the perspective of practice analysis, research, and learning
Interpersonal Communication Mode.
3.
Management square (
Managerial grid
)
The management square technology is based on the management square theory, Enterprises
Manager behavior mode
"
Concern for people
"
(Vertical)
And
"
Production concerns
"
(Horizontal) two dimensions are given,
Therefore, the square of the 9-level scale can be used to depict the scale.
1, 9
5, 9
9,9
1, 5
5, 5
9,5
1, 1
5, 1
9,1
Manage square Models
High
High
Low
Rural club management collaboration management
Organizational Unit management
Poor management authority and obedience
Degree of care for Production
Pair
Person
Of
Off
Heart
Cheng
Degrees
(1, 1)
Square
-
Weak management behavior;
(9, 1)
Square
-
Task-based management behavior;
(1, 9)
Square
-
Happy management behavior;
(9, 9)
Square
-
Team-based management behavior;
(5, 5)
Square
-
Intermediate management behavior.
The basic goal of the Management square analysis technology is
Organizational unit managers develop
(9, 9)
Type team collaboration management
Mode.
It generally takes the following training stages:
(
1
) To learn and understand the behavior structure of the square.
Analysis of personal management box of comments, reflection and experience of organizational management
And puts forward the analysis and
Steps;
(
2
) Conducts team building training with the goal of learning to diagnose a group.
Strengthen the objectivity of Personal Management Behaviors
,
Identify opportunities and ways to improve organizational efficiency and establish excellence
Organization and personal goals;
(
3
) Inter-group development, using a systematic architecture
Analysis of Inter-group coordination issues, through solutions and decision trees
Inter-group conflicts and Solutions;
(
4
) Design the ideal strategic organization model and its implementation steps
;
(
5
) Conduct a summary evaluation to check the learning and training results.
4.
Brainstorm (
Brainstorming
)
Brainstorming is also known as brainstorms or brainstorms. Its
The basic form is composed of a group of relevant professional and technical personnel
Team,
Free thinking and
Lenovo, each with no constraints or even whimsical
In this way, they can inspire each other to express their views, ideas, and proposals,
Mutual agitation, complementary knowledge and information, leading to Creative Thinking
The resonance and chain reaction will eventually lead to the failure of individuals to achieve
Innovation goals.
The procedure of brainstorming is as follows:
Simple and specific topics
30 minutes to 1
Hours
Comprehensive Evaluation
Confirm host
Free imagination
Classification
Participants: 10-12
Person
Delayed Criticism
Crude extraction
New Ideas
Select the optimal solution
Quality by quantity
OK
Topics
Mind
Shock
Filter
Evaluation
Training through brainstorming can encourage employees to create
The ability of thinking, imagination, and dissemination is greatly improved.
Share experiences with users and promote mutual trust.
Unify the thinking model of all people in the same direction. This
Is a modern enterprise (such as high-tech enterprises) as a learning organization.
Industry) is an important way and form of innovation training. In recent years
More and more enterprises and managers pay attention to it and
Promotion and application. This method is not only used to develop new products
And service projects are also commonly used to develop new management systems or public
Division strategy.
VII.
Case Analysis
U
Regulations on in-service staff training of the company
1.
Rights and Responsibilities of the company for Education and Training
A.
Hold basic training for the company's common courses;
B.
Develop the company's training system;
C.
Determine training materials;
D.
Determine the training instructor;
E.
Develop training costs.
2.
Responsibilities and responsibilities of each department
A.
Determine the instructor candidate;
B.
Determine professionalism
Training courses and teaching materials;
C.
Check
Training Results of the Department.
3.
Develop training plan
A.
Complete the annual training plan;
B.
Set
Summary of training plans of various departments;
C.
OK
Training time and temporary training courses.
4.
Training Implementation and import
A.
Advance Materials
3
Sent to trainees on a daily basis;
B.
Hold regularly
Check meetings;
C.
Preparation
The examination method after training.
5.
Detection and feedback
A.
Statistics on training by questionnaire;
B.
Statistics on training by interview;
C.
Training summary.
This chapter reviews questions:
1.
What is the basic training process?
2.
How to analyze training requirements and evaluate training results?
3.
General human training methods and special development technical methods
What are the main features?
4.
Contact the Unit to discuss the importance of employee training to Enterprises
Meaning.
5.
What factors affect the enterprise training performance?
How to improve the effectiveness of training from the management perspective?
6.
Explain the relationship between training and corporate culture.