Research On The Optimization Of LJ Group Staff Training System

Human power is the decisive cause of social progress.As a production capacity,human power far exceeds the sum of all other forms of capital production capacity,and its return on investment on human power exceeds that on all other forms of capital.Having human resources does not mean that an enterprise has mastered human capital.Only by establishing a sound staff training mechanism and improving the efficiency of training results transformation,can human resources become the "second profit source" of an enterprise and further improve its market competitiveness and economic development strength.LJ Group is a company in the prefabricated building intelligent manufacturing industry in China.Founded in 2018,the company actively carries out scientific research and innovation work with well-known universities,research institutes,government platforms and other cooperative institutions,and has the characteristics of a typical open innovation enterprise.Open innovation brings wisdom and knowledge to enterprises,but also puts forward higher requirements for enterprises’ ability to respond quickly,adjust and tolerate.The current training work can no longer meet the development needs of enterprises.After classifying and summarizing relevant literature at home and abroad,this paper states the concept of employee training and training system,and takes the theory of flexible human resources management,the theory of training results transformation,the theory of open innovation,the theory of learning organization and the theory of Koch four-level evaluation model as theoretical guidance.This paper mainly uses the interview method to study the optimization of the training system of LJ Group,and in-depth interviews three types of objects,namely managers,general employees and human resources department personnel,and finds that the existing training system of LJ Group exists:Lack of systematic training management,training demand analysis distortion,training content formulation is not scientific,training implementation method backward,training evaluation mechanism is not perfect and so on.In view of the above problems,the following countermeasures are proposed:standardize training organization and management,in-depth analysis of training needs,enrich training content,flexible training design methods,and improve training evaluation mechanism.At the same time,safeguard measures have been formulated from four aspects:material guarantee,institutional guarantee,organizational guarantee and cultural guarantee.