Research On Optimization Of Employee Training System Of N New Energy Vehicle Company

With the popularization of new energy vehicle industry in the world,domestic new energy vehicle enterprises led by N new energy vehicle company are also making great strides along the way.Thereore there are some common problems faced by such companies.With the rapid development of business and the rapid expansion of personnel,it is difficult to quickly match the talents that fully meet the needs of business development in the existing talent market.According to the company’s strategy,the business sides are adjusting working plan frequently.They will be unable to make precise and detailed determination of talents.At the same time,the rapid expansion of personnel scale also diluted the corporate culture accumulated by N company in the early two years of its establishment.New employees of N company nare often expropriated by the business department before they are fully familiar with the company.R & D engineers are engaged in technical research,which is somewhat out of line with market demand and user experience.The market front-line employees scattered all over the country are unable to feel the corporate culture of the headquarters.They are unable to reach the effective skill training for the current job.As a result,the selfdevelopment and professional development in the position cannot be completed.This paper starts from the industry background of N company.It analysis the current personnel structure,organizational structure and current general staff training system of N company.The resulr goes to getting the training needs of new employees,on-the-job R & D personnel,on-the-job marketing personnel,high potential leadership and internal training instructors.The research uses the four linkes of training proposed by Peng Jian Feng,advocate to optimize the training system of general staff of N new energy vehicle company.Through the analysis of current personnel structure,this paper finds that N Company has a large number and a complex background of talents.The employess come from more than 20 different industries,with different levels of awareness of new energy vehicles.With the post-80 s and post-90 s as the main production force,experts from the post-60 s and Post-70 s will lead the company to move forward.In addition to Chinese employees,there are also outstanding talents from more than 30 countries and regions around the world.The diversity of background and culture brings some challenges and reflections to the training work.In addition,through the analysis of the current training system,it is found that due to the complexity of N company’s business,the training needs of each department are different.The current training system is mostly collected by seprate needs,then completed by independent training design.The are lack of frame thinking from point to surface,horizontal communication of relevant business departments,resulting in waste of training resources,unsatisfactory training effect,and low employee participation.Due to the low degree and the single questionnaire method,the training effect can not meet the expectation,but the feedback is blocked at the level of trainees.This paper analyzes the training needs through interviews with key talents,online questionnaires,observation,key event recording,performance analysis and personal development.The result divides the training needs into three levels.Continue to analysis on the company’s strategic objectives.To study the relationship between working skill requirement and organizational climate needs.To analyze the individual level of employees to achieve self growth and career development in their daily work.After that,according to the training needs of each level,combined with the performance expectation of N company for different functions,the training contents are divided into five categories.They are new employee orientation training,internal trainer training,leadership training,general ability training based on value and company culture,professional knowledge ability and user communication ability.According to these five groups of employee,we should maximize the use of internal training instructor resources,design training programs suitable for their workplace and work scenarios.Finally,cross use interview method,questionnaire method,direct observation method,test and simulation method to evaluate the effect of five types of training.In the last part,this paper suggests three operations to ensure smooth operation of the training organization in N company.The three opnions are as below.Clearly defined training management responsibilities.Exploit and manage internal trainers scientiicly.Creat a comprehensive training culture system.Meanwhile,there are also another three suggestions on the insititutional level.Develop a rigorous system for the use of training funds.Measure the administration of the use on the funds for external training.Define the approval process of training activities and expenses.Based on the multi-dimensional analysis of N company’s training system and the whole process,this paper outputs the corresponding training scheme.This paper uses scientific training effect evaluation means to make the upgraded training system of N company form a closed loop,so as to provide some training ideas for practitioners of the same industry.