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Investigation report on the training situation of enterprise employees

1. Reasons and purposes of the investigation

“Rejuvenating the country through science and education” is the national initiative to build socialism with Chinese characteristics A major strategy to comprehensively advance the cause of the 21st century is a strategic policy to enhance comprehensive national strength, strengthen the country and enrich the people. The strategy of rejuvenating the country through science and education puts forward important tasks for the development of science and technology and education. As an important part of the education system, enterprise employee education and training is responsible for improving the quality of workers and promoting the development of science and technology. Doing a good job in educating and training enterprise employees is conducive to the implementation of the strategy of rejuvenating the country through science and education, and is conducive to economic development and social progress. Employee training is an integral part and key function of human resources management and development. To survive and develop, enterprises must pay attention to employee training. With the advancement of science and technology, the development of individual employees and the needs of enterprise development, employee training is becoming more and more important; Due to the influence of the traditional and planned economic system, some enterprises have many misunderstandings about this work: save costs when they can, no training is needed when the benefits are good, no money for training when the benefits are poor, no training for senior executives, etc. Therefore, it is necessary to start from the concept Innovative employee training work in terms of content, methods and selection of lecturers. Only in this way can enterprises remain invincible in market competition. Therefore, it is of far-reaching significance to study and discuss enterprise employee education and training work.

Enterprise employees must receive training as a means of continuing learning, and employee training plays an important role in helping enterprises meet competitive challenges. Employee training can effectively help companies create value or gain competitive advantages. Companies that attach great importance to employee training will show better business performance than their competitors and be more confident in meeting competitive challenges. Training not only benefits the enterprise by increasing the efficiency and value of the enterprise's output through the improvement of employee consciousness, enthusiasm, and creativity, but also enhances the quality and ability of the employees themselves, benefiting the employees. Training is the premise of management and training is the means of management. Training not only creates conditions for management, but is itself a means of management. That is, training stimulates the motivation and enthusiasm of employees by meeting their high-level spiritual and cultural needs. At the same time, enterprises should regard training as an opportunity and approach to management, as well as a method and means to complete tasks, implement training around the tasks and goals of the enterprise, and communicate with superiors and subordinates through training to understand the progress of work and achieve mutual understanding and support. ***Continuously improve work performance together.

In order to fully understand the current ideological situation of enterprise employees, understand the enterprise's requirements and plans for employee training, and build a unified and structured internal enterprise training system. I conducted a training needs survey using questionnaires within an enterprise in Chengdu. ***100 questionnaires were sent out and 95 questionnaires were returned, including 94 valid questionnaires, 8 questionnaires for middle managers, and 86 questionnaires for supervisors and employees. Now, we will briefly analyze the statistics and analysis of the questionnaire results.

2. Investigation time, place and method

1. Survey time: January 2009

2. Survey location: a state-owned enterprise

3. Survey method: a combination of questionnaire survey and data review

Three , Survey content and analysis

(1) Current problems in corporate training

1. Not enough attention to training work. With the rapid development of science and technology, the requirements for employees' knowledge, skills, innovation ability, and management ability are getting higher and higher. However, the quality training and technical training of employees cannot be carried out in a timely manner, and most on-site employees and managers of various departments cannot receive effective training. training. The lack of awareness and actions of "working hard to cultivate internal strength and cultivating stamina" will only lead to a decline in corporate management and safety production levels in the long run.

2. Training work cannot yet meet the needs of enterprise development. Training work is still limited to simple skills training, and is mostly based on old training methods. The training effect is poor. There is no reasonable layout planning based on the overall development of the enterprise, and there is a lack of professional, hierarchical and step-by-step training.

3. There is no motivation among employees to participate in training. At present, many people passively participate in training work, and few actively learn. There are more people who cope with it, and few who truly seek knowledge.

Since an effective incentive mechanism has not been established, the needs of the company and the personal development requirements of employees cannot be well combined. In addition, the training work is not combined with the survival of the company. There are some fundamental problems, so it is difficult to fully mobilize the enthusiasm of employee training.

4. Feedback on training effects is not complete enough. Since surprise training is often conducted, with a large number of people and tight time, it brings many difficulties in giving questions, assessments, and grading. The training department cannot conduct a comprehensive and timely analysis and evaluation of the effects of the training, and therefore cannot conduct subsequent updates. Reasonable and effective training arrangements cannot guarantee the improvement of training effect and quality.

5. Training methods are backward. In most cases, training is in the form of lectures and technical questions and answers. There are no facilities for interactive exercises and lack of infrastructure configuration.

(2) Talent management and skills

1. In terms of talent use, middle and senior managers have received a high support rate. As the backbone of the enterprise, department heads shoulder the important task of continuous innovation and development of the enterprise. According to statistics, in terms of the arrangement of work tasks, about 80% of employees believe that middle and senior managers have done their best to employ people for their strengths, but they still 20% of people believe that there is unfairness.

2. Internal communication within departments is basically smooth, but there is an urgent need to strengthen communication between departments. Most employees generally reported that in actual work, their superiors provided strong support for their work and communicated about work content. However, follow-up investigation showed that communication within the department did not meet the expected requirements; some employees also reported that the department The work connection between departments is not very ideal. In many cases, employees only communicate and contact themselves, and the communication ratio between department heads only accounts for 55%. Regarding communication among employees within the department, the investigators showed a relatively balanced performance in three aspects: coordinating themselves, asking colleagues, and asking for help from leaders.

3. The areas where middle-level managers urgently need improvement. According to survey data, most employees believe that in future work, mid-level managers need to improve their personal qualities in the following aspects, in order: responsibility, superior-subordinate communication, leadership art, team culture, fairness, business ability, Ideology, employee motivation, and achievement motivation. According to a survey of middle-level managers, the order is: responsibility, superior-subordinate communication, team culture, leadership art, fairness, business ability, ideology, employee motivation, and achievement motivation.

(3) Team spirit and quality

1. Except for a few employees, the team morale is good. In the actual survey, 28% of employees believed that the spirit of our team was very high, 60% believed that our team was a caring and united group, but 12% of employees believed that the team was currently in a sluggish period. When surveying specific members of the team, it was found that about 35% of employees reported that some employees were not integrated with the entire team and showed exceptional or exceptional behavior.

2. Personal interests and personal performance are not closely integrated. The team is composed of individuals, and individual performance is the basis of team performance. Only by realizing that personal interests are closely related to individual performance can employees' enthusiasm and sense of responsibility be mobilized.

3. The quality of the team can meet the work requirements, but the overall improvement is slow. According to statistics, 60% of employees believe that the overall quality of the company's team is about the same as that of excellent companies, 25% think it is slightly worse, and 15% think it is worse. In terms of employees’ confidence in teamwork, 30% of employees believe that the team is developing in a favorable direction, 35% believe that there has been no change, and 20% remain in a wait-and-see state. In terms of improving team quality, 40% of employees strongly agree that our team is making progress, 35% basically agree with this fact, 20% are silent, and 5% disagree.

(4) The development of employees’ personal professional knowledge and skills

Self-evaluation of employees’ professional skills. Employees generally believe that they are quite satisfied with their professional skills in actual work. This proportion is as high as 80%. Only about 15% of employees think that their skills are quite complete. At the same time, 5% of employees are satisfied with their knowledge and skills. I am dissatisfied and hope to gradually improve in future work. However, in terms of the transformation of professional skills, this proportion has declined. 75% of employees believe that their skills have been basically utilized, and 25% believe that they have not been fully utilized. It can be seen that professional quality is not very ideal in transforming into performance. The potential and ability of employees Awaiting further development.

4. Future countermeasures and suggestions.

According to the current status of corporate training, in order to make corporate training more effective, the training system should be improved from the following aspects:

1. Strengthen the cultivation of employees' sense of responsibility. Based on the working conditions and characteristics of the enterprise, we should strengthen the cultivation of quality awareness among employees, so that employees are fully aware of the serious consequences of lack of responsibility and the adverse effects on the development of the enterprise. This ensures that production proceeds in an orderly manner.

2. Strengthen communication among employees. Communicate with company employees from time to time so that employees’ opinions can be fed back in time and problems discovered can be solved in a timely manner. Facilitate mutual understanding and coordination between departments and between leaders and employees.

3. Adjust staffing and promote employees’ skills. Adjust and arrange positions according to the characteristics of each employee so that they can give full play to their personal strengths and avoid wasting talents.

4. Strengthen team integration and improve team quality. Conduct more team activities and assessments in order to strengthen teamwork and improve overall quality as a whole.

Strengthening employee training, with good interpersonal relationships, a cooperative working environment, and on the basis of fairness and justice, can better stimulate employees' enthusiasm and fighting spirit for work, and devote themselves wholeheartedly to work. Go, so that their initiative and creativity will naturally pour out, and they will consciously work with managers to do their jobs as well as possible. Not only will employees feel that they have realized their life ideals, but they will also have a sense of satisfaction and belonging to the company. . It also enables enterprises and employees to achieve common development and truly achieves a win-win situation for enterprises and employees. An enterprise should have a clear training policy and have top-down support from the enterprise. The training policy should not only indicate that the company's policy is to maximize the abilities of employees, but also make employees very clear about various training programs. Otherwise, the training will not achieve satisfactory results. In addition, enterprises must explain the true meaning of training to employees, so that employees feel that training is a valuable opportunity to improve their knowledge and abilities, thereby creating an atmosphere in which employees feel that training opportunities are hard-won and cherish training opportunities.

In short, effective management and innovation of employee training have become increasingly important in the era of knowledge economy. The competition of modern enterprises is the competition of talents and knowledge, and training is to cultivate talents, spread knowledge, and An effective way to realize the sharing of knowledge. Therefore, strengthening the management and innovation of employee training is the key for enterprises to cultivate core competitiveness and achieve continuous success in the 21st century.