Research On The Training Of A Company’s Front-line Leaders

The human resource comprises a crucial part of enterprises,with advantageous human resource playing a decisive role in enterprises’ core competitiveness to a great extent.Scientific and effective staff training serves as a guarantee for enterprises to cultivate high-quality management talents,ensure the reserve of the talent pool,and enhance corporate competitiveness.As for manufacturing enterprises,first-line managers play an important role as they directly deal with affairs of front-line production and it’s them who build a bridge between first-line workers and enterprises and convey operational and management philosophies as well as production and operation plans to the workers.Therefore,the management quality and competence of first-line managers directly link to the improvement of corporate performance.The dissertation takes the training of first-line managers of A Auto Manufacturing Company(hereinafter referred to as “Company A”)as the study object.On the basis of a relatively full understanding of relevant literature both at home and abroad,the dissertation analyzes basic information about Company A by using literature research and survey research methods and identifies the status quo of first-line manager training within the company with data analysis and research findings available.With further research,this dissertation finds out the following problems existing in first-line manager training of Company A:(1)the training demand analysis of first-line managers is not scientific,without clear focus or scientific training programs;(2)the training facilities are not comprehensive and face-to-face teaching makes up the majority;(3)both training organization and implementation are random in nature,leading to difficulty in achieving expected training effect;(4)the motivation mechanisms for first-line managers to participate in training are not sufficient,making them reluctant to get involved in it;(5)the training appraisal and evaluation are unable to facilitate self-optimization and the training institutions need further improvements.Based on the management reality of Company A,and after identifying the overall principles of first-line manager training of Company A,this dissertation proposes corresponding countermeasures:(1)make clear the training demands of first-line managers,develop training plans in a scientific way,improve existing training program systems,and develop targeted and focused training programs;(2)invest more in training resources of managers,and optimize training facilities;(3)enhance understanding about first-line manager training,and optimize training organization and implementation to ensure successful implementation of training plans;(4)optimize training motivation mechanisms by setting an overall goal,and carry out periodic incentive measures to encourage the involvement of first-line managers;(5)optimize evaluation system of first-line manager training,evaluate training efficacy in a more scientific way,and form a closed loop of self-optimization.Effective training is conducive for organizations to building more corporate strategy-tailored human resource,and the efficacy of training is of great importance to enterprises.The dissertation analyzes the status quo of first-line manager training of Company A,proposes corresponding measures to improve training performance,help Company A build first-line management teams.