My views on employee training

This is a few comments I wrote on Weibo. I have summarized some of my views on internal employee training. In fact, I am in favor of internal training, but such training should not be based on imparting knowledge, instead, we should focus on discussion. If I have time, I will post a blog to discuss the benefits and operation methods of internal lectures.

I don't think we should purchase training or prepare internal training for employees, that is, the internal training of large companies with good welfare doesn't mean everyone is eager to listen, I also encountered a situation where people refused to participate in training during their spare time or working hours. Enterprises are not charitable organizations. Effective training should begin with improving the personnel system.

The reason why some people participate in the training is nothing more than career development in the future. To put it bluntly, it means salary growth, that is, the relationship between PV (present value) and FV (future value. Rather than developing internal training, it is better to define the corresponding competency requirements at the job level. Ideally, employees should go to school on their own and find what they think is useful. The internal training should be a duck-filling teaching.

Employees who are truly innovative will find things to learn by themselves. All they need is a learning direction.

The scheme I am trying to use is to clarify the direction of the rank competence and encourage employees to learn by themselves. Our rank system is "lattice" (thing), () "Zhi", "Repair" (body), "Qi" (home-company or team), "governance" (country), and "ping" (World ). With both technology and management, for example, without Han Xin (Technology danale) in the "ping" world, it is impossible to have Liu Bang (manager) later. I am a small company and everyone is in a good position.