How to do good internal training within the company

1. Pay attention to the training organization: The training organization determines everything about a training. If the organization is not in place, no matter how good the training is, it will be ruined. If the organization is in place, the average training will be in order. 1) Planning: Training work requires high time control, content connection, and link design. There must be sufficient planning before implementing a training. After the training plan is published with detailed time, it can ensure that no items are missed in the training. After practicing each link and node, the enrichment of the training content can be ensured. Only those who are responsible for every matter can ensure that someone is responsible for everything. A good training plan can well control the entire training progress and achieve the desired results. 2) There is an environment: A good training venue layout can promote the training effect. Everyone likes to study in a harmonious, safe and peaceful environment. For example, there are learning slogans on the walls of the training classroom, the temperature and lighting of the training classroom make people feel comfortable, and the music entering the training room and between classes can make people happy physically and mentally. Some companies don't even have a decent whiteboard. This requires HR to work hard and create conditions, or directly send it to outside professional venues for training. 3) Caring: The notice before the training should notify all relevant precautions, such as whether you need to bring your own notebooks and pens for the training, whether you need to preview relevant content, whether you need to prepare toiletries, and whether you need to wear formal or casual clothes. . During the training, attention should be paid to the learning status of the students, for example, whether some tea breaks can be prepared in the classroom. Many people do not have the habit of eating breakfast. During the training process, can the trainees have a good rest at noon and evening, and is the accommodation environment comfortable? Can the meal be eaten well? Is there enough water, coffee, etc. (except for military and devil training of course). After the training, they are concerned about how the trainees will return home and whether they arrive home and at work safely. When you care so much about a student, he won't appreciate you. It's probably that neither his (her) husband nor his (her) wife have ever cared about him (her) that much.

2. Design training content: Good training must be designed. The difficulty in doing a good job in corporate internal training lies in the content. For companies that value training, training work is done every week, every month, and every year. The trainers in the human resources department are not gods. How can there be so much content to train these identical people? people. But the boss also requires that training must be continuously carried out and promoted. Does it hurt? Excruciating pain. 1) Identify training needs. Training needs generally come from three main sources: the content of training directly requested by the boss or superior; the links and personnel with problems in the work; and the training needs put forward by employees or units based on their own analysis. Demand is the starting point of training. This must be clear and specific so that the designed training content can be targeted. Only the content that is spoken will be what the trainees like to hear. 2) Pay attention to experience and participation. A good training is not only because of the training content, but also for adult learning. Everyone is only interested in what they are involved in, so when we design content, we must seize every opportunity to allow students to participate. I recently participated in an experiential teaching course project at the Benchmarking Learning Society, which is very suitable for implementation within the company. No one in the company who has been trained does not accept this form, and no one says it is bad. Because education is entertaining and full participation makes everyone feel that they are the protagonist. The gains from the training come from their own insights, and the teacher's sharing may be more of a guide. 3) Continuous research and development and innovation. Training is not a rigid need, entertainment, interaction, and communication are. Blindly following the old routines for training will only lead to more and more no prospects. Therefore, the content should be more interesting and the interaction with students should be strengthened. Even if there are just a few more questions and discussions, the training will be different. Innovation requires the courage to break the routine and give students a different impact every time. If the students can sigh once every time during training: Oh, it’s different from last time! This is really something new. For example, we launched an "Experiential Mentor Training Course" project specifically to help companies train mentors. Even in the simplest grouping, we have innovated no less than five methods. The content of the course will also overthrow itself every time, be constantly reconstructed, and constantly iterated. In terms of content innovation, we must be diligent and use craftsmanship to create training products, so that the training content will be attractive. Another thing that needs to be emphasized is that trainers must constantly improve themselves. It is basically impossible to give others half a bottle of water without a bottle of water. The teacher's ability determines the effectiveness of a training. We say that training is changing from teacher-centered to student-centered, but the fact is that most training still has high requirements for teacher abilities.

Teachers must constantly improve themselves. The usual methods are: understand the business operation status and existing problems of the company, and pay more attention to the company's dynamics; read more books, read and write, and continue input and output; seek external resources and find people who are better than you. Ask for advice and learn, and enter a high-quality learning circle to continuously improve yourself.

3. Transform the training effect: We must first subvert a concept. What is evaluated by using the training evaluation form is not the effect. The real training effect is the value of the thinking, methods, and tools that are translated into work. Some people like to link it with direct performance. This is more difficult. It is okay to just link it, but it will be a bit far-fetched. 1) Content transformation: There does not need to be too many general principles within the company, but more practical guidance of work. Therefore, when designing courses and making PPT, it is necessary to consider whether students can transform and migrate to specific work scenarios. 2) Form transformation: Training without practice is not good training, training without discussion is not good training, and training without students speaking is not good training. There are only trained warriors, so in order to achieve transformation in form, efforts must be made to fully mobilize students to participate in exercises, discussions, and speeches. The more you practice and teach, the more you can apply it directly when you return to work. 3) Tracking conversion: We will formulate a student improvement commitment form for each training, list the work problems by ourselves, write down three specific measures to be implemented when returning to work, clarify the time points, and go to the teacher to approve it. During the implementation process, seminars and workshops are organized to check the completion of commitments. Before the next training period, a performance improvement evaluation will be conducted, and the transformation status of the training content will be forced to be sorted according to the effect, creating an atmosphere of catching up and encouraging students to take the initiative to implement measures.

Author: Trainer Tianye

Link: /p/a536f3bf832b

Source: Jianshu

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