| The management trainee project originated in Western countries and is a special project aimed at cultivating the future management of the company.After years of development and evolution,the management trainee program has developed a relatively established process,from recruitment to training,job rotation,to assessment and final job placement.Enterprises need to invest high human and material costs over a long period of time.Compared to ordinary employees,management trainees will also receive more attention and training from enterprises,and have faster promotion channels.In today’s increasingly fierce talent competition environment,domestic enterprises have also launched management and training programs in order to strengthen talent reserves and seek long-term development.The training of management trainees is an important component of the entire management trainee project,and building a comprehensive training system is necessary to enable the management trainee system to play its due role.However,due to the short time and lack of experience in implementing the management trainee system in domestic enterprises,there are generally problems with the training system for management trainees,such as mismatches between training content and actual needs,lack of training effectiveness evaluation,etc.Sometimes,despite spending a lot of manpower and material resources,they fail to cultivate the talents that the company truly needs,or ultimately fail to retain talents,and management trainee projects cannot achieve the expected results.This study focuses on the training system of NY Company’s management trainees.Based on extensive literature review,a combination of questionnaire survey and interview methods is used to explore the current situation of NY Company’s management trainees training.It is found that the current management trainees training system of NY Company lacks targeted training content,single training methods,weak training teachers,unfair job rotation opportunities,and some job rotation departments do not attach importance to it The problems of one-on-one mentors being non-existent,incomplete evaluation of training effectiveness,and high turnover rate after training are analyzed,and the reasons for these problems are discussed.Subsequently,based on the actual situation of NY Company,and guided by existing human resource theory research results such as competency model and Kirschner’s four level evaluation model,inspiring optimization measures were proposed for the development of NY Company’s training plan,training organization implementation,and training effectiveness evaluation.This study aims to help NY Company optimize its management trainee training system,so that the management trainee project can continue in a long-term,stable,and sustainable manner,and achieve its expected results.At the same time,it also provides valuable basis and reference for other domestic enterprises implementing management trainee systems to establish and improve their training systems. |
