Design Of Training System For Middle Managers Of XL Group

With the deepening reform of market economy and the rapid development of knowledge economy, the demand for talents is becoming more and more urgent, so the human resource management has been put forward higher requirements. Middle managers are an important force for enterprise development, and the important role of the bridge and link between the top managers and the grass-roots management, and take on the double functions of management and technology. Middle managers ability level, affect the overall situation of enterprise development, the need to actively take various measures, and constantly improve their ability and quality, so that it can adapt to the needs of the rapid development of enterprises. Training for middle managers is an important means to improve their ability and quality, and it is the most popular method for enterprises at present.This paper takes the middle management training system of Liaoning XL family group as the research object. XL big family group to operate the retail industry, and gradually issued, the main business covers shopping centers, department stores, restaurants, supermarkets and other types, there are 1500 middle managers. Through interviews and questionnaires to collect data on the basis of the status quo of training, training management theory and the actual situation of the XL group, in the aspects of training methods, training content, training feedback mechanism, training system of XL group of middle-level managers in the new design, which is more consistent with the XL group the development strategy and middle managers' learning demands. This paper put forward the "business off-season training method" training mode, "bottom-up" training content and focus on the establishment of training evaluation mechanism, at the same time, the group of XL modified senior leadership training enough training courses is not reasonable, lack of effective training achievement assessment mechanism problems, development strategy the training mechanism of XL group of middlelevel managers can fully meet the group's "focus on the development of business, stripping the disadvantage advantage of business".In view of the above problems, this paper mainly from four aspects of the optimization design: first, one is to establish a consistent with the enterprise strategy in the middle management training system. Stripping of the disadvantage of business, focus on the development of the business, is the XL group's current corporate strategy. Therefore, XL group in the training, in addition to business knowledge training, but also need to strengthen the training of ideas, execution, management capabilities and other aspects. XL group in the middle management training process, the need to combine the specific needs of different types of jobs, targeted to carry out related training. Three is to establish a training system consistent with the corporate culture. XL group in technology and management business knowledge training at the same time, also need to strengthen the enterprise value, communication skills, values and mission of tube culture and thinking training; secondly, the basic principles of establishing efficient training system, should adhere to the target oriented principle, difference principle and financial cost principle; thirdly, to determine the personalized training method for example, the off-season operations centralized training method, network training method, simulation method and so on; finally, the choice of training content required for the development of enterprises, such as management ability training, the development of the industry to judge ability training and team cooperation ability training. This paper aims to provide advice and suggestions for improving the training level of middle managers in all enterprises, including XL group, through in-depth study.