Optimum Design Of Staff Training System In Jiangbin Company

With the continuous development of economy and technology,Chinese enterprises are facing unprecedented challenges,and human capital has become the core competitiveness of the company.Employee training is conducive to improving the personal qualities and abilities of employees,and is also conducive to achieving the strategic goals of the company.At the same time,in the process of designing the enterprise training system,employees can understand their career development path,clarify the direction of learning,and enhance their sense of responsibility and belonging to the company.Therefore,rational optimization based on the original training system is the key to the current transformation of Jiangbin Company.This research adopts four methods: literature research method,data analysis method,in-depth interview method and system analysis method.Through multi-dimensional descriptive statistical analysis,it focuses on six aspects: training purpose,training process,training plan and training instructor team.Jiangbin Company's existing training system;based on the results of questionnaire analysis and interviews,we found a series of problems in the training of Jiangbin company staff in the overall situation of training,training content,training implementation,training effects,etc.Employees have insufficient understanding of the necessity of training,incomplete training system,unclear training responsibilities,limited training coverage,and unreasonable training frequency.In view of Jiangbin's existing training system,this study proposes eleven issues to be solved.First,Jiangbin Company has not yet established a scientific system training concept,and employees have insufficient understanding of the necessity of training and lack of A sound and complete training system has resulted in unclear training responsibilities,and the training coverage needs to be improved.The distribution of training frequency is unreasonable and the analysis of training needs is not accurate.Second,from the training content,the training content and training courses are not targeted.The relevance of work is relatively low,and the training methods and training forms are relatively simple;the training instructor team is not enough;the third is that the training plan is difficult to implement,the implementation effect is difficult to guarantee;the fourth is the lack of perfect training effect feedback,evaluation and transformation mechanism.At the same time,it specifically analyzes the causes that may cause problems,such as the stage of enterprise development,the lack of corporate publicity,insufficient research on training needs,and limited professional human resources.On this basis,this study takes the eight aspects of training purpose,organizational structure,process,curriculum,method,lecturer team,effect evaluation and results transformation as the entry point,and optimizes the original training system based on the actual situation of the company.And designed a set of implementation methods including establishing correct training concepts,strengthening training system construction,building training instructor teams,and improving supervision,etc.,in order to achieve a sound and perfect training system,and build a reasonable talent team.We will train reserve talents to achieve sustainable development training goals and the “big energy strategy” of “natural gas-based,multi-industry development under the big energy landscape”.