Experiential Trainers Management System Research

since1995the experiential training was introduced to the domestic and developed rapidly,the first experiential training company is established by Liu Li, which in the form of school andin the registered name firstly used the two words” outward bound". In the later development ofexperiential training,"training" turned into "experiential training" gradually. on the other hand,the development of domestic experiential training industry is in disorder, such as badcompetition among the industry, frequent training accidents, the uneven level of trainers and soon. At least, the use of “outward bound” is blind.This essay starts from the perspective of experiential trainers’ management system andadopts case method to reveal the issues of experiential trainers’ management, then to providesome advice for the operation of experiential training market.Experiential trainers are the planners and implementers of the training; they play a directand important role on the result of experiential training. However, in domestic there is noexperiential trainers’ qualification attestation. This leads to the low level of professional entranceand the demand in different companies, different area have very big differences. Therefore,trainers’ personal qualities and business capabilities are uneven. More important, in a companythe number of experiential training trainer is not very much, usually under ten. At the peak ofemployment, most companies choose to hire part-time trainer, this has brought more problems tothe high-quality implementation of the experiential training.I have been a part-time experiential trainer for two years in T company, through practicingand observing, I found there are some specialties in experiential trainers’ management and alsoexists many problems, so based on human resource management, this essay has a study from thesix main aspects, they are the recruitment, training, compensation, performance control,employment and the career development management of the experiential trainers’ managementsystem.The results show that the experiential trainers’ management system is not completed,especially in career management, which leads to huge loss of experiential trainers and thegradual shrink of training market. The essay suggests that T Company to strengthen themanagement of experiential trainers and puts forward advices for the development of theprofessional experiential trainers.