The Problems And Countermeasures Of The Training Of Luoyang YS Company

In recent years, chinese economy is in transitional period. The competition between enterprises gradually changes from the capital competition to the talent competition. Domestic and foreignal advanced enterprises have already paied much attention to the education and training of employees, and have a series of specification on training management. However, the majority of small and medium-sized enterprises’ training in China is dominated by the extensive management, and it’ s effect is poor. With the competition between the small and medium-sized enterprises become more and more fierce, inadequate training leads to the low quality of personnel, and it has become a bottleneck for enterprise’s development. YS company is the leading enterprise of Luoyang in motor vehicle detection which is in a rapid development period and continues to expand the testing stationa’s scale. However, social universal reflection of the company is difficult to detect, poor service, the overall quality and service level of the staff is low. Although the company organizes internal training for the employees every year, it seems that their enthusiasm is not high. There is no doubt that the effect of training is not ideal. Why do corporate’s training cannot achieve the desired effect? What’s the main problem in the process of training? How to solve the problems that exist in the company training? These are vital problems which human resource managements of the company need to focus on.The study can provide help for the management of training and standardized training management, which focus on the countermeasures for the problem of the training in YS company. And then improve the training effect, make the staff’s professional skills and overall quality improved. The existing problems in the training of YS company are common in small and medium sized enterprises. Therefore, this study has a certain reference value for other small and medium-sized enterprise on training management.This article starts from the research of the situation of YS company employee training, through the thorough research to the managers and employees of YS company, such as interviews with managers, questionnaires to employees, to obtain the firsthand information of the employee training situation. Based my analysis on these, can find that, the management of the employee training is not standardized, the existing training can not meet the needs of staff’s occupation development and business development of the company. Through the analysis of domestic and foreign enterprise training theory, we can found that employee training needs analysis are not comprehensive, the content of the Courses are boring and poor permeability, and the training process lack supervision. This paper thinks that we should through the staff demand analysis, competency analysis, training evaluation, to improve staff training problems. Finally, it put forward the safeguard measures of training. Through the above research, we can improve the quality of staff training, provide strong human resources guarantee for the expansion of YS company.