Research, Corporate Training System Based On Performance Goals

Due to the rapid development of the Chinese economy and the growing number of Chinese companies doing business internationally, domestic enterprises are putting a far greater emphasis on staff training. With increased frequency and higher expectations placed on its results, training effectiveness is becoming an ever increasing problem for companies. Thus, research on a training system based on performance objectives and improvement is being conducted in order to tackle this problem and ultimately improve training effectiveness.This thesis begins with a thorough review of literature based on enterprise employee training and a summary of the main issues affecting Chinese enterprises through an on-line questionnaire. Based on the above discussion, by logically analyzing and accurately defining the training objectives, the thesis proposes a new training system model based on performance objectives. It goes on to check the acceptability and effectiveness of the new system by applying it to the author's company, and culminates in a new training system model with high functionality and suitability.The following important conclusions are reached as a result of the new training model and its related case study. To begin with, a more conducive environment for training transfer can be implemented by introducing a culture of supporting change and establishing a more effective performance management system. Secondly, training requirements should be based the needs of the company performance level -strategy requirements, performance weak points and working problems and not only employees' knowledge and skills. Third, the double cycle learning style, which is formed by the training methods--action learning, knowledge-sharing seminar and third-party coaching, will be the principle of training design and implementation. Fourth, the trainer-center training style needs to be broken, in favour of greater emphasis on employees' self-study with third party coaching, thus putting the responsibility to develop ones' skills back onto the trainee. Fifth, training effectiveness evaluation will not be determined by the satisfaction of the individual training program, but on the serial training activities' contribution on the achievement of performance objectives, the improvement of working performance and the satisfaction of the company and employee; Finally, to achieve the anticipated effectiveness, all training programs' organization should strongly adhere to performance management and improvement processes.