The Study Of Improving Enterprise Staff Training

This thesis studies the enterprise staff training systemically by both applying the theories and studies of modern enterprise management and human resources management, and referring to the enterprise training practice, which expatiates on the ways and flows of training and is expected to help enterprises improve their staff training. To begin with, the article talks about the meaning, specialties, effects and principles of training. The essence of training is learning, which is a designing and continuing process. The direct goal of training is to improve and to make up the gap existing between an employee and his post. The ultimate purpose of training is to gain a win-win effect on the staff and enterprise. The specialties of training involves: training can make a company develop more healthily and quickly; there is something that we can't achieve from training; one time of single training always doesn't solve the problems; training is an interactive process, and the effect of training is not easy to be figured out. Training matters much to a company as well as an individual. When it comes to a company, training is regarded as a systematic investment to the intelligence, which works in five aspects: training is helpful for a company to improve its employees'makings and abilities to develop continuously; training can make a company adapt its outer environment quickly; for a company, training can enhance the capabilities of reform and innovation; training is one of the most important ways to recruit, train and keep the talents. For an employee, training is the key benefit that a company can provide to its staff, which involves: training is a good way to improve an employee's makings; training can ameliorate a employee's quality of work; training is beneficial to strengthen the stability of an employee's career; train can make an employee have more opportunities to earn more; training can help an employee inspire his potential. The principles of training are: training should be consistent with the company's strategy; an employee should put what he learnt in the training into practice; we should combine the specialties with the organize culture and professional standards during the training; in the training the quantities and qualities are both important, and the forms and contents should be uniform; the staff training should be combined with the key-employee training; training needs the active participancy from all employees; training should be strictly administrated and assessed, and good-performing employees should be encouraged according to their grades; we should take cost-effectiveness into consideration when organizing a training; training should develop with our society and companies. The thesis attaches great importance to how to enrich the ways and contents of training, as well as how to make the flows of training more scientific. There are three kinds of training, which are on-the-job trainings, out-of-job trainings and integrated trains. One-the-job trainings involve: post tutoring, contests, authorizing, post changing, subjects discussing, self-service training, reading and discussing, group learning, E-learning, management consulting, sensitivity training and enterprise coaching. Out-of-job trainings include: class instructing, multimedia training, hint training, scene training, anchor training, operating simulating, actual work simulating, sand table exercising, visiting, game, team work and outward bound. Integrated trains includes: demonstrating, testing, imaging, intercommunicating, brain storming, horizontal thinking, defining, roles playing, drilling, case analyzing.A whole training flow can be divided into four parts: plan, doing, checking and action. A training plan mainly includes: purposes, principles, the demands of training, training goals, training objects, training contents, training time, training place, room and board, the ways of training, trainers, organizers, the assessing methods of training, training modifying, budget, special issue, planners and signer. The flow of training plan is: finding out operating goal and strategy, knowing about the position and yearly goal of training, investigating and collecting relevant materials, figuring out the demands of training, analyzing the feasibilities, courses and objects, planning training tactics and outlines, setting down training scheme and holding course planning meetings. In order to make training successful, a company should find out the demand of training correctly. Studies show the demands of organizes, working tasks and individual play important roles in the demand of training. Doing involves designing courses, looking for appropriate trainers and training place, making relevant assistant materials, and so on. The flow of training is: choosing and hire trainers, writing instructing guidance, designing and making books and instruments, releasing training announcement, accepting relevant consultant, coordinating general affairs, choosing the attendants, carrying out promotion plans effectively, contacting attendants and their supervisors, disposing place and preparing instructing instruments, managing signing up and turnout, chairing relevant activities, observing and recording the performances of attendants. Checking is a groundwork that can ensures that training works effectively, which involves reaction, learning, behavior and performance. The flow of checking includes: gathering the turnout of attendants, analyzing evaluating forms,writing training report, talking with the attendants, making the abstract of training and sending the abstract to the attendants'supervisors, holding the training analyzing meetings. Action means to trace, summarize and better the training, the flow of action includes: examining whether the acting plans are put into action, sampling some supervisors to find out their opinions about the training, putting forward some good suggestions and filing relevant training materials.