Chapter 7 Chapter VII Staff Training and Development

1. The concept of training Training is the process of imparting relevant knowledge, skills, values, and codes of conduct to new employees or existing employees to complete their jobs. It is a planned and step-by-step training and training arranged by the enterprise for the employees of the enterprise.It is an intrinsic part of human resource management and an investment in talent. 2. Purpose of training 1.Training can enable employees to have a deep understanding of corporate culture and corporate goals, and cultivate employees' sense of identity with the company. 2.Training can enable employees to understand the requirements of the post, and by improving their ability to analyze and solve problems and their professional technical level, employees can reduce mistakes and accidents at work, pay attention to occupational safety and health, and benefit both enterprises and individuals.

3.When the results of training improve the ability of subordinate employees to complete tasks, managers can be freed from trivial tasks such as correcting mistakes and remediating mistakes, and can better consider the overall situation and decision-making issues. 4.When an enterprise is implementing enterprise management change, training is an extremely effective method to promote concept change, and it can train employees to master the required skills to participate in the implementation of change. 5.Training is motivating.When employees receive a piece of training, there is a sense of being valued and recognized.After training, they actively master and apply the new skills they learn.

3. Content and type of training 1.content The content of the training has two aspects: vocational skills and professional quality. (1) Vocational skills mainly include: basic knowledge and skills, professional knowledge and skills. The training focuses on professional knowledge and skills.The reason is: ①Basic knowledge and skills can be obtained through educational methods other than enterprise training, while professional knowledge and skills can only be obtained through enterprise training.The enterprise's requirements for employees' business capabilities are ultimately reflected in professional knowledge and skills.

②Basic knowledge and skills are knowledge and skills that can be used in any enterprise, while professional knowledge and skills are knowledge and skills that can only be used in specific companies and specific positions.This kind of knowledge and skills cannot be learned outside the enterprise, and it is useless to bring them out of the enterprise.This specialization and particularity of knowledge and skills can generate more sense of identity and affinity for employees. (2) Professional quality mainly includes: professional attitude, sense of responsibility, professional ethics, professional behavior habits, etc. These contents must be consistent with the culture of the enterprise.

Employee training should be a whole-staff training, from leaders to general employees.For different positions and personnel in different positions, the focus of training should be different, and there must be a certain degree of pertinence. The responsibility of upper managers is to be fully responsible for the operation and management of the entire enterprise. Their knowledge, ability, character, and attitude have a great relationship with the success or failure of enterprise operation.The training for them should focus on how to effectively use experience and develop talents; how to keep abreast of changes in the external environment and internal environment of the enterprise, and understand the development trend of the environment; how to handle interpersonal relationships, host meetings, make decisions, decentralization and other skills .

Grass-roots managers are in the position of bridges in the enterprise and play a link between the past and the future. Most of the grass-roots managers are from business positions to management positions and lack management experience.Therefore, for their training, the focus is on developing their management skills and ways to work effectively. Various professionals play a very important role in an enterprise, but sometimes they are very standardized, because they have their own scope of business activities, tend to be limited to their own professions, and lack communication with other professionals.Therefore, the training of such personnel should, on the one hand, pay attention to updating their knowledge, improve their skills, and keep up with the development of science and technology; on the other hand, cultivate their overall concept and promote coordination and cooperation among different professionals.

Ordinary employees are the main body of the enterprise's production activities and the actual operators of various tasks.Therefore, for their training, their operational skills should be developed according to the requirements of the job description and job specifications to ensure the smooth completion of the job tasks. 2.Types of employee training The types of employee training include: pre-job training, on-job training, off-job training, and self-study by employees. (1) Pre-job training.It refers to the intensive training targeted at the newly hired employees of the enterprise. The main purpose of the pre-job training is to cultivate new employees’ sense of honor and belonging to the company, to encourage new employees to agree with the value standards and codes of conduct advocated by the company, to understand the basic situation of the company, to master the necessary work skills and basic work procedures, and to help New employee planning, design and personal development in the company.

Pre-job training should provide new employees with two aspects of information: one is the information provided by the human resources management department, including: corporate profile, company culture, basic policies and systems, wages and benefits, etc.; the other is the information provided by the new employees. The information provided by the department, including: the functions of the department, job responsibilities, specific regulations of the department, the environment of the department, introduction of colleagues in the department, etc. (2) On-the-job training.It refers to the regular or irregular business teaching and guidance for employees in the daily work process by department managers, business supervisors or other experienced and skilled employees without leaving their jobs.

Advantages of on-the-job training: trainees learn while doing, and do not need classrooms outside the work site and teaching instruments required for formal training, which can save training funds. At the same time, trainees can quickly get feedback on work performance, and the learning effect is good. Insufficient on-the-job training: It is easy to disrupt the normal work process, and the work process often limits on-the-job training. (3) Off-the-job training.It means that employees leave the actual work position to learn the work skills of the position. Off-the-job training can be carried out within the enterprise or outside the enterprise.Expatriate training is an important form of off-the-job training.

Expatriate training: refers to the various trainings that employees accept the appointment of the enterprise and leave their jobs within a certain period of time to participate in institutions outside the enterprise. Off-the-job training is mainly a special training for corporate strategy and core business, core competencies, values ​​and key knowledge, basic knowledge and basic skills necessary for employees to improve performance, and other content that has an important impact on corporate operations. (4) Employee self-study after spare time: refers to the self-funded academic education, self-funded further study or training, self-funded vocational qualification or technical level examination and training that employees use their spare time to participate in.

There are four main steps in the training procedure: training needs analysis, training plan formulation, training course design, and training effect evaluation. 1. Training needs analysis The problems to be solved in training needs analysis are: whether training is needed, when training is needed, and which employees need to be trained in which aspects. Training needs analysis can be carried out at three levels: employee level, enterprise level, and strategic level. 1.Employee level: Mainly analyze the gap between the current state and the expected state of the individual employees, and on this basis determine who needs to receive training and what kind of training to receive. 2.Enterprise level: mainly through the analysis of enterprise goals, resources, and environmental factors, to accurately find out the problems existing in the enterprise, and to determine whether training is the most effective way to solve such problems. 3.Strategic level: Focuses primarily on the knowledge and skills necessary for the business to function effectively in the future.In order to meet the future development of the enterprise, what kind of training programs should be developed.Training should be in line with the development goals and long-term planning of the enterprise, otherwise, the training will lose its focus and direction. Although training needs analysis can be carried out from all aspects, the ultimate goal of training is the individual.Therefore, we can adopt different needs analysis methods according to the different situations of new employees and old employees.For the training that new employees need, the method of task analysis can be used; for the training that current employees need, the method of performance analysis can be used.For the impact of environmental changes on employees, the method of forward-looking training needs analysis can be used. 2. Formulation of training plan After conducting a complete and exhaustive training needs analysis, in order to implement training effectively, it is necessary to formulate a detailed training plan. The so-called training plan is a record arranged in a certain logical order. It starts from the organization's strategy and is based on a comprehensive and objective analysis of training needs. Who), training object (Whom), training method (How) and training content (What) etc. pre-set system. 1.The role of the training program (1) It guarantees that the main task will not be forgotten. (2) It clearly states who is in charge, who has responsibility, and who has authority. (3) It pre-sets the dependency relationship between a certain task and other tasks, which also stipulates the dependency relationship on job functions. (4) It is a scale that can be used to measure and compare various states, and finally used to judge the success or failure of the project, managers and members. (5) It is an important tool for monitoring, tracking and control, as well as a communication and management tool. 2.Factors Affecting Training Planning When developing a training plan, the following factors must be taken into account: (1) Employee participation.Involving employees in designing and deciding on training programs can increase their interest in and commitment to the training program in addition to deepening their understanding of training.In addition, the participation of employees can make the curriculum design more in line with the real needs of employees. (2) Involvement of managers.The heads of various departments are usually more aware of the capabilities of the employees in the department and what kind of training they need than those in charge of the training plan or the top management. Therefore, their participation, support and assistance are of great help to the success of the plan. (3) time.When formulating a training plan, it is necessary to accurately predict the time required for training and whether manpower transfer during this period may affect the operation of the organization.Curriculum and training methods must be strictly implemented according to the pre-established timetable. (4) cost.Training programs must fit within the resource constraints of the organization.Some programs may be ideal, but not every organization can afford them if they require a large training budget.Whether the source of funds can be ensured and whether funds can be allocated and used reasonably is not only directly related to the scale, level and degree of training, but also related to whether trainers and trainees can have a good attitude towards training. 3.training method (1) Lecture method The teaching method is a training method in which teachers use elaboration, explanation, analysis, demonstration and generalization to teach knowledge content. The advantage of this method is that it can provide a large amount of information to a large number of people in a relatively short period of time, and it is very economical in terms of people, money, materials, power and time. Disadvantages of this method: relatively monotonous, the trainee is in a passive position, the degree of participation is low, it is not closely connected with the actual work, and it lacks certain pertinence. Applicability: To update and impart knowledge systematically. (2) Case analysis method The case analysis method is to typicalize real situations in practice, compile them into cases for learners to think and make decisions, and improve learners' ability to analyze and solve problems through independent research and mutual discussion. method.The cases involved here are generally a description and explanation of the interrelationships among one or several or more variables in an individual, group or organization within an enterprise.It can be a model of success or a summary of failure. The case analysis method is a training method that mobilizes extensive participation of learners, changes single-item information transmission into two-way communication, changes passive learning into active learning, and changes emphasis on knowledge into ability. The advantages of this method are: vivid and specific, intuitive and easy to learn, able to brainstorm and realize teaching and learning. Disadvantages of this method: more time-consuming and laborious, and higher requirements for teachers and learners. (3) Role-playing method The role-playing method is to provide trainees with a real situation, requiring some learners to play certain roles and perform on stage, while other learners watch the performance and pay attention to the behaviors related to the training objectives.After the performance, other learners evaluate the performance of the role player in completing the task, and the performer can also discuss the behavior displayed in connection with the emotional experience during the performance. Using this method can help learners think about problems in the position of others, experience the psychological feelings of various characters, train learners' self-control and adaptability, and thus improve the ability of managers to deal with various problems. This method is generally used in training to improve interpersonal relationships and deal with conflict events. (4) Seminar method The seminar method is a training method in which the teacher first introduces some basic concepts and principles comprehensively, and then discusses a certain topic. This method is a very common method, second only to the lecture method, so it plays an important role in training. Applicability: To grasp and learn conceptual or principle knowledge, through research and discussion, to strengthen the comprehension ability of the learners, the effect is better than that of the lecture method. 3. Training course design The so-called training course design is to adopt different methods and make different treatments for the elements such as objectives, content, teaching materials, models, strategies, evaluation, organization, time, and space according to the fundamental purpose of training.Through different selection and processing of these elements, various courses can be designed.Pay special attention to the following points: 1.Benefits and Returns of Training Courses Training requires investment, and this investment is included in the cost.Therefore, the most effective training programs should always treat the trainee as a form of capital, and use training as a part of preserving and increasing the value of this capital. 2.Characteristics of the trainees The object of employee training is adults. Therefore, the design of training courses should fully take into account the characteristics of adults, and the design of courses should conform to the cognitive rules of adult trainees to make full use of their advantages. 3.Job relevance of training courses The employees participating in the training in the enterprise have their own positions. Therefore, their learning purpose is very strong, and the "applying what they have learned" is very clear. Therefore, this purpose should be fully considered in the course design. 4.The use of the latest scientific and technological means Another important feature of modern training course design is the advancement and diversity of teaching media. How to combine the psychological and physiological characteristics of adults and make good use of various teaching media is also a major issue that must be considered in training course design. 4. Training Effect Evaluation The following evaluation indicators can be used to evaluate the training effect: 1.reaction That is to measure the trainee's response to the training project, mainly to understand the trainee's opinions and views on the whole training project and certain aspects of the project.This indicator is subjective and one-sided, and can only be used as a reference, not as an evaluation result. 2.Learn That is to test the trainees' understanding and mastery of the principles, skills and attitudes they have learned.This indicator can be examined with post-training exams and practical tests. 3.Behavior That is to measure the behavior changes of the trainees in the actual post after training, so as to judge the impact of the learned knowledge and skills on the actual work.This is one of the most important indicators to examine the effect of training. 4.achievement That is, to measure the specific and direct contribution of the trainees to the business results of the enterprise.It can be determined by statistical methods and cost-benefit analysis. Attached Table 1 Employee Training Needs Survey Form department: Filling date: year month day Training category Training content agree to the training method of the participants Volunteer to participate Designated personnel to participate in classroom lectures for all employees of the department Demonstration in practice Discussion Questions Others public education 1. Company development history, organizational structure, main business 2. Company rules and regulations and benefits 3. Others, please explain: business knowledge The employees of each department put forward their needs according to the characteristics of their respective positions. Do they agree to participate in the personnel training? Voluntarily participate in the designated personnel to participate in classroom lectures for all employees in the department. Demonstrate in practice and ask questions in the forum Others 1. Computer/IT Industry Trends 2. Internet 3. Communication and negotiation 4. Advertising creativity 5. Writing 6. Web page production 7. Communication 8. Market research 9. Others, please explain: other knowledge Please explain: Instructions for filling out the form: 1. The listed content is for reference only, tick √ in the agreed item column, and you can also list the content you need. 2. Please fill out this form according to the needs of employees in your department. 3. If the space is limited, if necessary, an additional sheet of explanation can be attached.Thank you for your cooperation. Attached Table 2 Employee Training Plan Training number: Training department: Training name Training time from to training course hours and the person in charge Course training time The person in charge Start and end time Course training time The person in charge Start and end time Participants: The list of all persons is as follows: Continuation Training number: Training department: Unit title name Unit title name Unit title name Unit title name Budget: Cost sharing per person: approve: Audit: Draw up: Attachment 3 New employee training plan Numbering: Proposed date: Name of trainees Training period Month-Date to Month-Date Educational expertise Counselor Name Department Item Training days during training training project Training department Trainer training schedule and content January day to month day job title: Name: February day to month day job title: Name: March day to month day job title: Name: April day to month day job title: Name: May day to month day job title: Name: From June to June Day Title: Name: manager: Audit: Proposed: Attached Table 4 Summary of Annual Training Plan Department shift number time cost (yuan) Remarks Director of Education and Training Department Schedule 5 Group Training Application Form Training name and time Training executor Training location Training department Training method Scheduled participants Training objectives Training content and course overview Schedule 6 Personal Training/Teaching Record Form personal training records Training course time before entering the factory (year, month) total (hour) location After entering the factory After entering the factory, personal teaching records, training course time (year, month) total (hours) place name department position Attached Form 7 On-the-job employee training test score table Department: Training Course: Exam Date: number name score sign in number name score sign in human resources department Attached Table 8 New Employee Training Achievement Test Zero business philosophy 1st evaluation 2nd evaluation □1. Understand the company's business philosophy □2. Can recite business philosophy casually □3. Will gradually like the business philosophy □4. Be proud of the business philosophy □5. Take the business philosophy as the theme and write down your impressions The meaning of existence of zero enterprises □1. Understand the social existence significance of enterprises □2. Understand the company's social mission □3. Understand what benefits are □4. Understand the importance of creating benefits □5. Understand what is wages and benefits Zero company organization, characteristics □1. Show the company's organization in a simple diagram □2. Understand the main business of each department □3. Understand the company's products □4. Can tell the characteristics of the company's products □5 Can tell the company's capital, market proportion and other figures Zero loves the spirit of the company □1. Understand the company's historical overview □2. Understand the beliefs of company entrepreneurs □3. Understand the company's tradition □4. Like the company's representative color or logo □5. Enthusiasm to love the company from the heart Zero Industry Understanding Continuation Form □1. Can tell the industry the company belongs to □2. Understand the status quo of the industry □3. Understand the company's position in the industry □4. Can propose how to improve the company's position in the industry □5. Strongly concerned about the overall trend of the industry Zero clothing requirements □1. Overall, the clothing has a clean and stable feeling 2. (female) do not wear heavy makeup, (male) do not wear too strong perfume □3. The collocation of clothing accessories or watches will not be asymmetrical or too gorgeous □4. Hair will not be messy, and hair will not be dyed casually □5. Shoes will not be dirty Zero work, off work rules □1. Arrive at the company earlier than the working hours □2. The greeting in the morning is crisp and energetic □3. Will not pack up and get ready to go home before the off-duty time □4. Finish off work after tidying up things on the table or around □5. Greetings after get off work are also done well zero greetings, wording □1. Greetings with superiors or colleagues should be crisp and pleasant □2. The wording will not be as sloppy as in the student days □3. Answer yes or no □4. Understand the usage of honorifics □5. No small talk at work Zero commitment to work □1. Enthusiastic □2. Show concern and interest in the new job □3. The attitude of learning the work progress method one day earlier □4. Will not leave the seat without reason □5. Have a sense of time Zero phone calls, the way of receiving customers □1. Not timid when answering the phone □2. When answering the phone, be sure to prepare paper and pen □3. Understand the importance of meeting or negotiation □4. Know the attitude you should have when meeting or negotiating □5. Understand the importance of work completion deadlines or delivery dates Schedule 9 On-the-job Training Completion Report Department: Year Month Day Course Name Course Number Item Date Training Hours Number of Participants Plan Actual Training Expense Item Budget Amount Actual Amount Abnormal Explanation Lecturer Fee Textbook Fee Other Total Training Inspection and Submission Trainee Opinion Lecturer Opinion Accounting Department Education and Training Department Schedule 10 Employee Training Record Form Department: Annual Name 123 Training Name Period Expenses Training Name Period Expenses Training Name Period Expenses Total Attached Form 11 On-the-job Training Qualification Form for Practitioners department: Name: Job training course name, course number, training date, hours, accumulative hours, achievement evaluation record 123... Attached Table 12 On-the-job training implementation results table Course Name: Year Month Day Remarks on the number of people, time and expenses of departmental project shifts Scheduled Actual Scheduled Actual Scheduled Actual Scheduled Actual Scheduled Actual Attached Form 13 Training Opinion Survey Form for In-service Employees Training Courses: Organizer: illustrate: 1. Trainees are required to fill in this form in detail and submit it to the sponsoring department at the end of the training. 2. Please tick the option number in the box. 3. Please give a frank response and criticism, which can help us improve the training plan in the future. (1) What is the content of the course? 1△Excellent 2△Good 3△Fair 4△Bad (2) How is the teaching method? 1△Excellent 2△Good 3△Fair 4△Bad (3) Is the lecture time appropriate? 1△Excellent 2△Good 3△Fair 4△Bad (4) What benefits do you feel from participating in this lecture? 1 Acquiring applicable new knowledge. 2 Some effective research skills and techniques that can be used on the job. 3 will help me change my work attitude. 4 helped me validate certain ideas. 5 gives me a great opportunity to look at myself and my work objectively. (5) How do you feel about the arrangement of training equipment: 1△Excellent 2△Good 3△Fair 4△Bad (6) If there are similar shifts in the future, are you still willing to participate? 1△Yes 2△No 3△Not sure (7) Other suggestions: Schedule 14 Employee Training Report Training name and number Participant name Training time Training place Training method information to use Instructor name and brief introduction Organizer review trainer's opinion after training Trainee's experience (suggestions worthy of application to our company) Suggestions for sending personnel to participate in this training course next time Sponsor opinion General manager: Manager (Deputy Manager): Sponsor: Deputy General Manager: Factory director (deputy factory director): Schedule 15 Employee Training File Number: Department of Human Resources Name, Gender, Date of Birth, ID Card Number, Education, Major, Department, Position, Training Time, Training Content, Training Institution Obtained Certificate, Department, Position Remarks Continuation Comments from the Human Resources Department: sign: year month day Comments from the department: sign: year month day Attached Form 16 Training Effectiveness Survey Form 1. The department has organized the following on-the-job training: 15 26 37 48 2. The supervisors of each unit are requested to mark "√" in the appropriate column of each item shown in the questionnaire for any changes that have been noticed by the trainees participating in the training, and please submit it to the Ministry of Education and Training before the month. Performance standard very good slightly better no change slightly worse very bad don't know 1.Quantity produced (increased workload) 2.Quality of production (quality of work) 3.work safety 4.Environmental maintenance 5.Staff attitude and morale 6.Employee attendance 7. ... Form filling department: Form filling person: Schedule 17 Personal External Training Application Form Name, job number, department, position, training institution, training course notes I personally hope to participate in the training organized by the above organization. The details of the training courses are as follows. The company will bear the required funds. This training must increase my future work efficiency. If there is any change in the training time, I must follow the company's instructions. The rules are notified to the relevant departments.During the training period, if an individual violates any company training rules, the company is willing to deduct his salary from his salary to offset the tuition paid by the company. Course Content Name Date Start Date End Tuition Fee Continuation Reviewer name date name date