Research On Optimization Of Training System Of HS Real Estate Company

In the context of economic development entering the new normal,the competition among enterprises has also been diversified and complicated.For the enterprise,through the systematic training management and system construction,it is very important to integrate the personal development of employees and the growth of the organization to enhance the competitiveness of the enterprise market.In the practice of the enterprise,due to the constraints of various factors,the training system became formal and did not solidify the training experience.This phenomenon has attracted the attention and attention of employees at all levels of the enterprise.Let more posts participate in the training process,allow more employees to benefit from the training,and make the training work truly serve the development needs of the enterprise,and become a key link in the construction and optimization of the training system.This article takes the development history of HS Real Estate Company as the research background,sorts out the current status of human resources management in HS,and uses domestic and foreign research theories for reference.It uses the literature method,interview method,questionnaire survey method and empirical analysis method to explore the existence of HS company training management The shortcomings of the problem are put forward and the countermeasures are targeted.According to the research ideas of finding problems,analyzing problems,and solving problems,taking the actual situation of HS as the research object,the following research results were obtained:(1)During the construction and management of the HS training system,there are some problems: the training needs are not systematically investigated and the requirements are unclear;the training system is incomplete and lacks institutional guarantees;the training plan is not well planned and there are no clear standards and implementation Measures;training effectiveness evaluation has not formed a standardized system;the company's cultural construction is inadequate,and it does not pay enough attention to the learning atmosphere.(2)In view of the above problems and the actual situation of the enterprise,this study proposes corresponding solutions: from the level of training needs,it proposes ideas for the needs analysis at the organizational level,the work level,and the employee level,and mobilizes the participation of various departments and positions.Analyze enterprise training needs from top to bottom and bottom up;from the training system and plan level,improve the company's training basic system and training organization management system to lay the institutional guarantee for the implementation of the training plan.For thetraining plan level,the research ideas of annual training,quarterly training,and short-term training are proposed.It is necessary to fully integrate the actual environment and business development history of the enterprise,and combine training method management,training teacher management,and training fund management.From the aspect of training effectiveness evaluation,it proposes employee evaluation,training instructor evaluation,training organization and management evaluation,and establishes a three-dimensional evaluation index system to form a pattern in which everyone participates in evaluation and everyone attaches importance to evaluation.Starting from the aspect,focus on the atmosphere of corporate training culture construction,actively advocate publicity,establish communication mechanisms,clear assessment,and focus on training practices.(3)The operation of the training system is inseparable from organizational guarantee,leadership attention,and correct values.Training is not omnipotent.It must be integrated with the management activities of the enterprise so that the effectiveness and value of training can be better exerted.There are 45 figures,101 tables and 66 references in this paper.