What are the problems in enterprise talent training and how to solve them?

Introduction: As an important part of enterprise management, human resource management is playing an increasingly important role. Knowledge, skills and information are the core of human resources and constitute the main body of human resources value. However, enterprise talents, as the carrier for enterprises to implement their strategic goals, determine the development direction of enterprises.

What are the problems in enterprise personnel training and how to solve them

First, the importance of talents in enterprise training

In this era, talents can be said to be the most important, and enterprises should attach importance to talents if they want to grow bigger. If the Great Wall is built, talents are the cornerstone; If a building is built, talents are the pillars; If you start a business, talent is the guarantee of success. If you want to make the enterprise bigger and don't want to be a small workshop owner, you must attach importance to talents. No matter what career, talent is the guarantee of success.

At the beginning of the reform and opening up, it is obvious that talents play a unique role in coordinating social relations, preventing and solving social problems, promoting social justice, and are an important force in social management and service. China has vigorously implemented the strategy of strengthening enterprises through talents, bringing up a large number of high-quality laborers, specialized talents and top-notch innovative talents, among which it plays an important role in demonstrating and driving the construction of the talent team of the whole enterprise and has an important guarantee for timely resolving social contradictions and building a harmonious enterprise.

with China's accession to the WTO, as well as the deepening of enterprise restructuring and various reforms, we are in a more competitive environment while welcoming mechanism innovation and enterprise development. At present, the competition among enterprises has evolved from the competition of industrial technology content and management level to the competition of enterprise talents, and enterprise talents have become the primary resources to cope with the fierce competition in international and domestic markets and realize the strategic objectives and sustainable development of enterprises.

enterprise talents refer to people who are loyal to the enterprise, can unify the development of personal career with the realization of organizational goals, play an important role in the key links of the overall operation of the enterprise, and are highly irreplaceable. Talent is the backbone of enterprises, especially in the fierce market competition, the competition between enterprises has been transformed into talent competition. As far as the company is concerned, its working environment and industrial nature have no advantages in attracting and retaining talents, but in order to survive and develop, the company must attract a group of outstanding talents and make good use of and cultivate existing talents. Therefore, under the management of modern enterprises, it is very important to revitalize existing talents, implement talent management strategy and reduce talent management risks.

second, problems in enterprise personnel training

(1) problems in enterprise leadership

1. Not paying attention to training

There are many manifestations that enterprise leaders do not pay attention to training. For example, some business leaders think that employees are full of ideas and mobility, and it is more common in private enterprises that they spend a lot of manpower, material resources and financial resources to train talents, but it is not worth the loss to keep them, so they do not train. Some enterprise leaders think that the current enterprise benefits are good and the quality of employees can meet the needs of enterprises, so they don't train for the time being. Some business leaders are eager for quick success and instant benefit, hoping that staff training will be immediate.

2. The theory of training omnipotence

Some business leaders attach importance to employee training, but at the same time they enter a misunderstanding: they overemphasize training. Staff skills are insufficient, training; Sales performance has declined, training; Bad service attitude, training ... whenever there is a crisis, you will think of training and regard it as a panacea to solve management problems. As everyone knows, people are the most difficult to cultivate. "It takes ten years to plant trees and a hundred years to cultivate people", and it takes a process for employees to become talents. It is far from enough to solve enterprise problems only by several trainings. Enterprise leaders' understanding of training is directly related to the value and practical function of training, which needs attention.

(II) Problems existing in the management organization

The problems existing in the management organization are mainly manifested in four aspects: the superior departments of enterprises are not aware of the positive role of vocational training and think too much about the cost; There are differences in understanding of vocational training among internal management institutions of enterprises, and there is a lack of active cooperation; Enterprise training department lacks initiative; Loose management organization and unclear responsibilities; The superior departments of enterprises often wait for the applications of subordinate enterprises or other social appeals, and do not take the initiative to carry out vocational training.

3. Strategies and measures to solve the problem of personnel training

(1) Sustainable development strategy of personnel training

1. Forward-looking and avant-garde thinking of talent reserve

The realization of current and future goals and the improvement of performance of enterprises all come from the good behavior of employees. And good behavior comes from good motives. Both theory and practice have proved that the knowledge, skill level and working attitude of enterprise employees determine the quality of motivation. So ... The role of human resources in enterprises depends entirely on the cultivation of knowledge, skills and attitudes, which interact with each other and are indispensable. In particular, the cultivation of enterprise talents should start from these three points. Not only that, we must also make employees realize that improving knowledge and ability together is the key to improving their own quality.

2. Systematic talent training plan

In China, many enterprises are in the initial stage and development period. In the implementation of training programs and training contents, employees should not only be trained in business knowledge and job skills, but also be trained in knowledge, skills and attitudes for a long time. These include the inheritance of corporate culture, honesty education, team spirit and enhancing cohesion.

3. Continuous investment in personnel training

According to the planning of personnel training, only through long-term unremitting training can we stimulate employees' own innovative consciousness, improve their quality and cultivate high-quality talents with innovative spirit.

(2) Several aspects of talent training

1. Training talents according to the development needs of enterprises

Enterprise talent training is a systematic project, and no link in it can be ignored. In China's small and medium-sized enterprises, which pay more and more attention to human resources investment, in order to make the investment of enterprises generate profits, we must obtain the performance brought by technological innovation and product innovation of enterprise talents through training investment, and we need to improve the existing training system to make it a scientific, effective and functional system. The key to the effective operation of this system is to determine the talent training needs of enterprises.

2. Targeted training according to the development trend of talents

In today's small and medium-sized enterprises in China, it is necessary to focus on targeted training from three aspects: organizational needs, work needs and employees' needs, so as to meet the different training needs of enterprises and employees at different stages of development to the greatest extent, especially to help employees complete career life planning in a targeted manner, so as to achieve the present and future business objectives of the enterprise and achieve a better sustainable development strategy of the enterprise.

Tagging the slogan of enterprise talent concept

1. Talent without virtue restricts employment.

2. Development depends on talents, while performance depends on talents' creation.

3. Staff training is the least risk for enterprises; The most profitable strategic investment.

4, no virtue and no talent, and resolutely do not use it.

5. Mechanism inspires people, culture shapes people, feelings warm people, and career unites people.

6. Choose people with justice and treat others with morality.

7. It is better to be overqualified than overqualified.

8. Be virtuous but not talented, and be trained and appointed.

9. Benefit depends on quality, quality depends on technology, technology depends on talents, and talents depend on education.

1. Respect talents sincerely and serve talents wholeheartedly; Cultivate talents wholeheartedly and use talents sincerely.

11. Management is strict love, and training is the greatest welfare.

12. If you don't work hard, you will lose your job; If you don't love your job, you'll be laid off.

13. Science and technology are the primary productive forces and talents are the primary resources.

14. The market is like water, the enterprise is like a boat, the quality is like a rudder, and people are the helmsman.

15. We should recruit people by posts, not by people.

16. Training for all staff, simultaneous improvement, innovation and progress.

17. Only talents are useful, and only virtues are reused.

18. If you don't change the mechanism, you will change jobs, and if you don't change your mind, you will be replaced.

19. Be virtuous and talented, and be exceptional and reuse.

2. Manage talents as assets.

21. Make good use of existing talents, stabilize key talents, attract urgently needed talents and reserve future talents.

22. You have to pay for training, but you will pay more if you don't train.

23. Put people first, put morality first, cheer for your own work and cheer for the success of others.

24. People-oriented is the core of the organization.

25. Only when money is attractive can the cause be cohesive.

26, the length of employing people, allowing people to be short.

27. Ignorance of talents is dereliction of duty, wasting talents is dereliction of duty, and it is the bounden duty of people to do their best.

28. The rapid development of a company depends on hiring good talents, especially smart talents.

29, reactive power is excessive, mediocrity is wrong.

3. There are talents in the post, and the performance theory is elite.

31. Choose the right person and choose the right person; Education should be diligent and management should be strict.

32. Employees' lack of performance and advantages is a waste of human resources.

33. Enterprises are people: success is also in people, and failure is also in people.

34. Talent is the destiny, the virtue of loving talent, the ability to know and use talent.

35. Talents are the most profitable commodities, and enterprises that can manage talents well are the ultimate big winners.

36. The waste of human resources is the biggest waste of enterprises.

37. Respect people's morality and attach importance to people's wisdom; Recognize the value of people and cherish their feelings; Maintain human dignity and improve human quality.

38. The sage goes up, the able, the upright, the wise, and the mediocre.

39, everyone is a talent, and horse racing is not like horses.