Research On The Training System For Heads Of Functional Departments Of GL Company

The picture of the development of the manufacturing industry is to gradually move from "Made in China" to "China’s advanced intelligent manufacturing",and talent resources as the first resource are the key resources for the transformation of manufacturing to "intelligent manufacturing".This paper takes the functional department supervisor of GL company as an example,through investigating the current situation of the company’s supervisor training system,identifying the existing problems,proposing specific functional department supervisor training system optimization measures,and simultaneously establishing safeguard measures to ensure the smooth implementation of the optimization work.First of all,the research basis is elaborated and the current status quo of the training system for functional departments of GL companies is proposed.Starting from the relevant theoretical basis and current situation,this paper expounds the background and significance of the training of functional department leaders of GL companies.Analyze the profile of GL company and functional department supervisors,and at the same time use the interview method and questionnaire method to investigate the current situation of the training system of functional department heads of GL companies,and find that there are weak training needs analysis,insufficient professional ability training in training content,lack of reasonable planning of training plans,lack of supervision and management of training implementation process and simple and rough evaluation of training effects,and further analyze the causes of problems,weak training culture and atmosphere,imperfect training management system and imperfect internal instructor training mechanism.And the problems and causes found as the research entry point.Secondly,optimize the training system for functional department heads of GL companies,including optimization principles and objectives,training demand determination,training plan formulation,training implementation,training effect evaluation,and instructor and course construction.The optimization of the training system of functional departments of GL company must first clarify the ideas,find the direction,and clarify the goals and principles of optimization.The training demand analysis needs to be based on three perspectives: strategic planning analysis,job competency analysis and performance analysis,and the training demand needs need to be determined to consider the three aspects of enterprise needs,business needs and personal needs.The training plan needs to distinguish between professional ability and management ability training,determine different levels of training courses according to the training content and the level of the trainees,and select different training instructors and training methods.The training implementation part includes three aspects: training preparation,training organization and implementation,and training process supervision and follow-up.The training effectiveness evaluation section is elaborated from two aspects: training process evaluation and training effectiveness evaluation.Internal lecturer and course construction is an important part of GL’s functional department supervisor training system,including the selection and training of internal lecturers,management and assessment,and the development and management of internal courses.The implementation of the optimization of the training system for functional supervisors of GL companies needs to establish safeguard measures in three aspects:culture,organization and resources to ensure the smooth implementation of the optimization of the system.Finally,the conclusions and significance of this paper are explained.This paper proposes specific measures for the optimization of the training system from five aspects:training demand determination,training plan formulation,training implementation,training effect evaluation,and instructor and course construction,so as to improve the ability level of GL company functional department heads.This paper takes GL company as an example to conduct a study on the training system of functional department heads,fully combined with the author’s understanding of GL company and training work experience in the past thirteen years,which is based on the analysis and study of the current situation of GL company’s corporate culture,development strategy and training system.The research results have strong operability,and I believe that it can help GL company solve the problems and deficiencies in the current functional department supervisor training work,make the training work strongly support the company’s future development,meet the company’s needs for functional department heads and the needs of employees’ own development,and provide reliable human resources guarantee for the future rapid development of GL company.Through the study of the training system of functional departments in the home appliance manufacturing industry in this paper,it is hoped that it can bring some inspiration to similar enterprises,make enterprise training achieve better results,improve the practicality and effectiveness of training work,help enterprises train more excellent supervisors,and enable enterprises to gain greater competitive advantages in future development.