Research On The Training System Of GD Company Managers

Human resource takes priority for an enterprise.It must carry out training program for its employees while updating the personnel.Senior manager is the drawer of blueprint for reform,what is more,he or she is responsible for organizing and implementing the specific work.The accomplishment and capacity of performing duties of a manager determines the core competitiveness of a enterprise.GD is a traditional state-owned energy enterprise with a combative senior management team.However,in recent years,the reform tasks of state-owned enterprises intensify,the market competition increase,the new businesses need to be exploited.With these factors,it is urgent to improve the professional quality of managers.As a result,how to carry out training programs efficiently and accurately is an important task for GD.The traditional training system of GD company includes training demand analysis,training planning,training implementation,training effect evaluation,etc.Through case study method,literature research method,questionnaire survey method,it is found that there are some problems in the company,such as the demand analysis is not accurate enough,the planning work is not effective,the training resources are insufficient,the training is lack of effective evaluation,and the training results are lack of transformation channels.Analysis of the reasons is the lack of long-term coordination training,management training lack of scientific research and other factors.In order to continuously optimize the training system of management personnel,we must start with the training demand analysis,training planning,training implementation,training effect evaluation,plus the transformation of training results,so as to improve the training effect and level through the optimization of training system,so as to improve the professional skills and comprehensive quality of employees,and then improve the competitiveness of enterprises.The optimization of the training system is a gradual process.This paper is just a useful discussion on the training programs topic,though without empirical analysis in enterprises.This paper has some drawbacks and it will be improved in the future..