[Reprint] Talk about personnel training

Reprinted from "Sogou Test".

The pain point of personnel culture

We have encountered the following problems in the group personnel Training:

1. Group members grow slowly, unable to reach expectations

2. Sometimes it feels like team members are not making progress, and sometimes it feels good to be a team member.

3. It's all about the crew, you can't concentrate on anything else.

4. Spend a lot of energy to solve some innocuous problems

5. The hard-trained crew suddenly jumped on the job

Where's the problem with personnel training?

1. To cultivate people who should not be cultivated.

2. Training is not targeted, no programmes, no plans

3. To teach all things.

4. Not cultivated, natural growth

Patterns of personnel training

We can put the people culture atmosphere in four stages:

Initial screening

Pre-conversation

Mid-term assessment

Post-culture

Initial screening:

Personnel training is a very energy-intensive thing, and it lasted a long time. Therefore, we must find the right person before the training.

• Personnel screening Principles:

1. Number of core positions in the group----the maximum of training staff

2. Do members have potential? Are there any people in the group that can be cultivated?

3. How much energy can you use for personnel training? How many people can be cultivated at the same time?

• Requirements for leader:

1. To own the team structure of the control, team size, staffing, personnel division of labor.

2. Enough knowledge of the team members.

3. Ability to assess team members ' potential with relative accuracy

Pre-conversation:

The main purpose, through the conversation to understand the values, goals, whether the appeal and leader consistent.

1. The relative landing of the mission call, expressed the hope that the partnership will move forward, clear some of the bottom line. If the group does not have a goal in the conversation, ask the team members to make it clear.

2 During the conversation, the team member's response is needed, and the team members are required to express their opinions. See if there is determination and boldness.

3. Define team planning and personal planning to reach consensus principle: Demonstrate the importance of group members, commitment to return

Examination Period:

Through some specific task assessment to determine whether to enter the training stage. Specific assessment content:

1. Degree of readiness in this direction (Identification of authenticity)

Evaluate the initiative, output status, initiative and other considerations

There's a problem re-talk confirm whether the target is consistent

2. Need a more specific goal to complete the assessment, can be integrated into the quarterly target

3. Assessment of the overall quality and business quality: personality, loyalty, initiative, execution, communication, stress resistance, learning ability, summary and reflection, counter-quotient, etc., has been confirmed to enter the back of the incubation period (some qualities have a vote veto, once do not have the assessment to terminate. Leader needs to be evaluated on a case by situation basis)

4. Set the evaluation period. The examination cannot be carried out indefinitely, and a deadline must be set. The arrival time of the assessment results are not satisfactory, you need to consider the replacement (according to individual energy, the level of understanding of the staff, the ability of the team to assess the period will be different.) ）

Post-culture:

What to cultivate? Not a way of doing things, not a certain ability, pay attention to the initiative of the team members and self-awareness training

1. First record team members according to their daily performance and determine the priority to be addressed

2. Develop a personnel training program, the principle is to focus on solving the problem of the team members of the short board, it is best to solve only one problem at a time.

3. Determine the working methods for each problem resolution. (Maintain the atmosphere of partner cooperation, develop strategies according to different issues, duration, and bottom line)

Note: Troubleshooting may also require a combination of specific scenarios that may involve priority tuning.

After the stage training is completed, it is necessary to re-leader the personnel according to the status of the team----Target determination------re-cultivation, which is constantly circulating.

[Reprint] Talk about personnel training