Decentralized talent training
With the rapid development of society, in the organization of human, financial, material and information resources, people are more and more widely aware of the importance of people. The concept of people-oriented has graally become popular. Thomas Peters, a famous American management scholar, once said: the only real resource of an enterprise or career is people, and management is to fully develop human resources to do a good job. ① Employees are the blood of the organization. They either make your career vigorous or make you mediocre. The competition between different organizations is the competition for talents. People have reached a consensus on this. Alfred Sloan, the former general manager of general motors, once said, "take away my assets - but please leave me the talents of my company. In five years' time, I will recover everything I took away.". ② The competition for talents among organizations will inevitably lead to the re orientation of talents. This paper puts forward the XTi talent theory, which is based on the characteristics of science, technology and professional knowledge mastered by people in modern society, and symbolizes its main characteristics with the shape of letters or symbols. It systematically grasps two professional knowledge and has obvious main intersection The X-type talents in the joint Department are more favored by people, and it is obviously not satisfied by the traditional school ecation. It needs the employees who go out of the school to continuously seek their own development through training. Due to the low popularization rate of higher ecation in China, the talents from practice need to receive new training to make up for their own knowledge defects. With the rapid development of society, the ever-changing organizational environment also objectively requires that every member of the society should receive training all the time so as not to fall behind the times. The competition of the organization is in the final analysis of the competition of talents, and the talents that adapt to the social development come from the employees who are never too old to learn and receive lifelong training. Recognizing the importance of training does not mean that we can do a good job in training, because the completion of training depends on the training program. A good training program does not necessarily have a good training effect, but to have a good training effect, we must have a good training program. In the training of on-the-job graate students of human resources, we have spent a lot of time to explore and research the important knowledge of talent training. Generally speaking, there are the following explanations about training:
Training: in order to meet the needs of business and talent cultivation, organizations carry out planned training and training by means of tutorial, further study and investigation, so as to make them adapt to new requirements, constantly update their knowledge, have strong working ability, be more competent for their current jobs, and be able to take more important positions in the future, Adapt to the profound changes in knowledge structure, technology structure, management structure and cadre structure that the new technological revolution will bring. ③
Training: any activity to teach employees the knowledge and skills required for work, which is any form of ecation related to work. ④
Training: refers to creating an environment in which employees can acquire or learn specific knowledge, skills, abilities and attitudes closely related to job requirements. ⑤
Training: refers to the process of teaching new or existing employees the basic skills they need to complete their own work. ⑥
in short, modern training refers to the continuous improvement of employees' knowledge, skills and attitudes through learning, so as to maximize the matching of employees' functions with their current or expected positions and increase their work performance
after the 1990s, organizational training has been an independent development stage without a fixed mode. If modern organizations want to really do a good job in training and ecation, they must understand today's training development trend to keep pace with the times. The development trend of training in today's world can be summarized as follows.
first, the whole staff training. The object of training is from the leadership to the ordinary staff, which greatly improves the overall quality level of the organization staff and effectively promotes the development of the organization. At the same time, managers not only have the responsibility to explain that learning should be in line with strategic objectives and harvest results, but also have the responsibility to guide, evaluate and strengthen the learning of the managed personnel. In addition, the training content includes proction training, management training, operation training and other internal links of the organization
Second, the lifelong nature of employee training. It is necessary to carry out lifelong ecation and constantly supplement new knowledge, new technology and new management theory< Thirdly, the diversity of staff training. That is, the scope of training has expanded from enterprises to the whole society, forming a huge and complete staff training network of trinity of schools, enterprises and society. The training methods include the training organized by enterprises, the amateur training organized by social organizations, and various training courses organized by universities for enterprises< Fourthly, the planning of staff training. That is to say, the organization has incorporated the staff training into the development plan of the organization. There is a staff training department in the organization, which is responsible for the planned and organized staff training and ecation
fifthly, the state intervention of staff training. Some western countries not only stipulate in the form of legislation that participating in on-the-job training is the right and obligation of public officials, but also raise training funds in the form of legislation< How to design employee training program (1) training demand analysis (1) as the main body of market competition, an organization must be rational and look at everything from the perspective of economic man. Human resource management requires talents first, so training talents becomes extremely important. The cost of training activities is not low in terms of cost, time and energy. Training is to take certain risks. Therefore, it is necessary to conct demand analysis before training, and guide the formulation of training programs according to the demand. It is necessary to have a definite aim, and it is not just for training
training needs analysis should be carried out from multiple dimensions, including organization, work and indivial. First, organization analysis. Organization analysis is to determine the training needs within the scope of the organization, so as to ensure that the training plan meets the overall objectives and strategic requirements of the organization. According to the operation plan and long-term plan of the organization, we can predict the possible changes in the technology and organizational structure of the organization in the future, understand the abilities of the existing employees and speculate what knowledge and skills will be needed in the future, so as to estimate which employees need to be trained in which aspects and the time required for such training to be effective, so as to dece the length of training lead time, No need to dig a well. Secondly, work analysis. Job analysis refers to the skills and abilities that employees must master to achieve the ideal job performance. Finally, personal analysis. Personal analysis is to compare the current level of employees with the expected future requirements for employees' skills, and find out whether there is a gap between them. What is the difference between the researcher's own work behavior and expected behavior standard? quot; Ability, it needs training, through improving the ability, to achieve the consistency of the staff's job and function. Job and function are both variables. When the function is improved, it is necessary to develop the job to make them consistent; When the position exceeds the ability, it is necessary to carry out training and develop functions to make the two return to the same. As the object of training is employees, whether they can do a good job depends on many factors, training is not omnipotent, and training should be cost-effective. Therefore, it is necessary to see whether training can promote the desired change of employees' personal behavior. If you employ people whose skills do not meet the requirements or have bad attitude problems, it is not a problem that can be solved by training, and training is not needed. If the existing problems can be solved by training, staff training will be carried out and specific training scheme will be designed< (2) analysis of the components of the training program
the training program is an organic combination of training objectives, training contents, training instructors, trainees, training date and time, training places and equipment, and training methods. Training needs analysis is the guide of training program design. A detailed training needs analysis will roughly outline the training program. On the basis of the previous training needs analysis, the following is a specific analysis of the components of the training program
1. The setting of training objectives
the setting of training objectives depends on the analysis of training needs. In the analysis of training needs, we talked about organization analysis, job analysis and personal analysis. Through the analysis, we made it clear that employees need to engage in a certain position in the future. If they want to work in this position, there is a certain gap between the functions of existing employees and the expected positions, Eliminating this gap is our training goal. Setting training objectives will provide a clear direction and framework for the training plan. With the goal, we can determine the training object, content, time, teachers, methods and other specific content, and evaluate the effect against this goal after the training. The general objective of training is macroscopic and abstract. It needs to be refined at different levels to make it concrete and operable. To achieve the training objectives, employees are required to master some knowledge and skills through training, that is, what do they want to know after training? What do you want employees to do after training? What changes do you want employees to make after training? These expectations are based on the analysis of training needs. Through the analysis of needs, we can understand the current situation of employees, know what knowledge and skills employees have, what kind of job functions they have, and what kind of knowledge and skills employees are needed for enterprise development. If the expected job is greater than the existing function, training is required. To understand the gap between the existing functions of employees and the expected job requirements, that is, to determine the training objectives, to refine and clarify the training objectives, will be transformed into specific objectives at all levels. The more specific the objectives are, the more operable they are, and the more concive they are to the realization of the overall objectives
the training goal is the navigation light for the implementation of the training program. With a clear overall goal of training and specific goals at all levels, for training instructors, it is determined to implement the teaching plan and actively teach for the purpose; For the trainees, only when they understand the purpose of learning can they make unremitting efforts towards the established goal and get twice the result with half the effort. On the contrary, if the purpose is not clear, it is easy for the instructors and trainees to deviate from the expectation of training, resulting in the waste of manpower, material resources, time and energy, and increasing the cost of training, This may lead to the failure of training. The training objectives and other factors of the training program are organically combined. Only when the objectives are clear, it is possible to scientifically design other parts of the training program and make it possible to design a scientific training program
2. Selection of training content
after clarifying the training purpose and expected learning results, it is necessary to determine the imparting information that should be included in the training. Although the specific training content varies, generally speaking, the training content includes three levels, namely knowledge training, skill training and quality training. Which level of training content should be selected should be based on the characteristics of each level of training content and the analysis of training needs
knowledge training is the first level of organizational training. As long as employees listen to a lecture or read a book, they will be satisfied
Talent training mode: it refers to the total process of implementing talent ecation with relatively stable teaching content, curriculum system, management system and evaluation method under the guidance of certain ecational theories and ideas, according to specific training objectives and talent specifications
it consists of four aspects: training objectives (specifications), training process, training system and training evaluation. It fundamentally stipulates the characteristics of talents and embodies the ecational ideas and concepts. It can specifically include four aspects:
1, training objectives and specifications
In order to achieve a certain training objectives and specifications of the whole ecation process 3. A complete set of management and evaluation system to realize this process 4. Scientific teaching methods and means 
extended materials:
1. Further establish the concept of "talent internationalization"
At present, China is more closely connected with the global economy, and domestic enterprises have to face the competition of multinational enterprises. Similarly, we need a large number of export-oriented talents to implement the "going out" strategy. Therefore, our training and introction of talents must be in line with international practice, and cultivate talents according to the standards of participating in international competition, so that our talents can not only make great achievements in China, but also compete in the worldthis is the direction that many enterprises need to work together. We must increase investment in the high-end market, further break through the technological bottleneck, realize the leap from "made in China" to "created in China", and create more "Chinese R & D", "Chinese design", "Chinese service" and "Chinese brand"
Compared with the reality, what we lack are innovative talents, innovative mechanism and innovative spirit. Among them, talents with international vision are the key Further establish the concept of "talents are living resources"in the market competition, the proct is surplus, the market economy itself is a surplus economy, but the talent is short. What is talent? Having a diploma is not necessarily a talent. The person who meets the needs of enterprise development is a talent. That is to say, "small companies need Guan, Zhang and Zhao (generals who are independent), and large companies need Liu Bei and Zhuge Liang (entrepreneurs and professional managers)"
the talents mentioned here not only refer to technical talents, but also include sales talents, management talents and excellent operators. Discipline leaders and instry leaders are more advanced talents. Some enterprises rely on the introction of a talent, focusing on a proct, in charge of a technology, so as to create a field and drive an instry. This is a good experience
this system not only includes the standard system for the cultivation, assessment and evaluation of professional ethics, professional quality, professional knowledge and professional ability of professional managers, but also includes the system and mechanism for the use of power, salary incentive, performance constraint and promotion channels of professional managers. The purpose of establishing standards is to make all the enterprise behaviors of professional managers have rules to follow, evidence to follow and trace to check
the second step: realize the professionalization of the boss
all successful entrepreneurs are excellent managers. In order to obtain a professional manager team, the boss who participates in the specific operation and management of the enterprise must first realize professionalization. The professionalization of the boss is reflected in the specialization of management and the institutionalization of behavior. The professionalization of the boss can enhance his personal charm, and personality charm is the soul of leadership
the third step is to establish a professional manager training system
the cultivation of excellent professional manager team is realized through professional and rigorous training, that is, through customized curriculum development, theoretical learning and practical training for enterprises in different instries, the professional ability and professional quality of enterprise top managers can be improved in an all-round way
in the training of professional knowledge and skills, we should not only base on the special situation of the enterprise, but also focus on the overall needs of the whole instry and even the whole society. The key lies in the selection of trainers. Trainers can be divided into two types: internal trainers and external trainers. In fact, the internal trainer is trained by the director (person in charge) of each professional department of the existing enterprise; The advantages of internal trainers are obvious, such as more targeted and grounded training; The external trainer is a supplement to the internal trainer. When the internal trainer can not meet the needs of enterprise development, it needs the help of the external trainer. For example, if there is no one who can do strategic training in an enterprise, it is necessary to seek relevant training resources
the fourth step: to provide practical opportunities
it is not enough to solve the problem of theory and professional knowledge, but also to cooperate with practical application. After the theoretical training, every trained professional manager is equipped with a practical coach. For example, a CFO in the original corporate governance structure will only focus on the company's financial operation, and relatively unfamiliar to the proction process, or even completely do not understand, even through theoretical training, but also limited to some superficial cognition. If we introce the mode of actual combat coach, we can give him the opportunity to contact the proction link personally. The same is true in other departments. Through this kind of internship or even job rotation, the reserve personnel of senior executives will be trained into talents with one specialty and multiple abilities, so as to establish a multi-level and comprehensive talent echelon of their enterprises<
fission Entrepreneurship: the additional benefits of talent blowout
through the above steps, the enterprise's professional manager talent team has been established. Once this kind of system is established, a large number of excellent talents will appear continuously. Some people may worry that if all these people are trained, but the enterprise can not provide the jobs they need, will the hard-working talents eventually be lost and become "wedding clothes" for others or even for their direct competitors? If we can only cultivate talents, but not make rational use of them, this kind of worry is bound to become our own nightmare. As long as the way out of these talents is reasonably solved, a large number of talents will not become a problem, but will become an excellent opportunity to promote the transformation and upgrading of enterprises
the transformation of traditional enterprises in the Internet era has a general direction, that is, the evolution from over centralized single center to decentralized flat governance structure. It is almost impossible for any enterprise to achieve decentralization in one step, but it is a feasible path to achieve decentralization through single center to multi center. The construction of compound talent echelon mentioned above provides a realistic possibility for the transformation and upgrading of enterprises
training professional managers is not the end of the enterprise, and finding solutions for management transformation and upgrading is the ultimate goal of the enterprise. From professional department management personnel to versatile management personnel, and then to business partners, this should be the way to promote outstanding talents. From a single centralized large company to a relatively independent business unit, and then to a "platform + indivial" new enterprise complex that can stimulate everyone's creativity and enthusiasm, this should be the direction of enterprise management transformation< The first mock exam is br />
fission entrepreneurship. For example, Haier has already implemented this model several years ago and has attracted widespread attention from the instry. However, for many enterprises, even if Haier is clear about its intentions, it may not be able to replicate Haier's success in practice, its bottleneck lies in the absence of occupation manager training. Therefore, the enterprise should establish a mechanism driven professional manager Incubation Platform internally to stimulate everyone's work potential and subjective consciousness, so that every excellent employee can obtain the thinking and skills of the CEO. By stimulating the creativity of key talents, everyone can become the CEO, realize the growth of enterprise interests, and finally achieve a win-win situation for the enterprise and employees.
2. Technical system school enrollment training program. New employees can understand the company, establish a sense of belonging, quickly master basic technical knowledge and related skills, and improve their engineering ability, problem-solving ability and team cooperation ability through senior management sharing, technical bull teaching, project practice and tutor guidance
3. Leadership training program. Through realistic simulation, case task and teaching, the leadership of managers is cultivated
4. By organizing managers to communicate and learn from excellent enterprises at home and abroad, we can help managers to have a global vision and find new ways to make continuous breakthroughs
the relationship between enterprises and employees is an alliance based on commitment. They share common values and strive for common goals. In start-up companies, the motivation of employees' struggle comes from the recognition of enterprise vision and values, the persistent pursuit of dreams and the vision of a better future. Drive employees with dedication and always maintain entrepreneurial mentality.
the national civil service examination time in 2016 is expected to be in the middle and late November, and the specific examination announcement and time have not yet been released, Please refer to the schele of 2015 national civil service examination:
announcement time: October 13, 2014
Outline time: October 14, 2014
position table time: October 14, 2014
national examination registration time: October 15, 2014 8:00-24 18:00
qualification examination: October 15-26, 2014
registration number: 2014 After 8:00 on October 28, 2014
registration confirmation payment time: 9:00 on November 2, 2014 to 16:00 on November 7, 2014
printing time of admission card: 10:00 on November 24, 2014 to 12:00 on November 29, 2014
written examination time: November 30, 2014
for more information, please click: http://hlj.offcn.com/html/guojiagongwuyuan/zhaokaoxinxi/
if you have any questions, you are welcome to ask the public ecation enterprises.
1. The principle of integrating theory with practice and learning for practical use
staff training should adhere to the pertinence and practicality, take the actual needs of the work as the starting point, closely combine with the characteristics of the position, and closely combine with the age and knowledge structure of the training object
2. Principles of all staff training and key improvement
train all kinds of personnel at all levels in a planned and step-by-step way to improve the quality of all staff. At the same time, we should focus on training a number of technical and management backbones, especially the middle and high-level managers
3. The principle of teaching students in accordance with their aptitude
the staff training should be carried out according to the actual skills, positions and personal development wishes of each staff, and the training methods and methods should be in line with their personality characteristics and learning ability
4. The principle of practical effect
effect and quality are the key to the success of employee training. Therefore, we must formulate a comprehensive training plan and adopt advanced scientific training methods and means
5. The principle of motivation
combine personnel training with personnel appointment, promotion, rewards and punishments, wages and benefits, so that trainees are encouraged to some extent. At the same time, managers should pay more attention to the study, work and life of trainees.
We attach great importance to the training of new employees and are constantly doing iterative optimization. The planning of the whole project is as follows:
turn left | turn right
in the design of the whole novice village project, the first is to expect the novice to get enough immersion in the novice village, After coming out, they have the unique temperament of the company. The second point is that we always hope to make it more playful, so the design of materials and tasks will be different
as far as the feedback of new people after the implementation is concerned, it is still good. Of course, we are still in the process of iterative optimization. I hope it will help you
in my online course, there are also detailed explanations of the mechanism behind the learning project design and related material templates
game thinking to create learning projects