How to train employees in enterprises

An enterprise is an economic organization, and the ultimate goal of all its activities is to maximize profits. Where does the profit of the enterprise come from? Although there are many ways, in the final analysis, there is only one source, which is created through human labor. In order to compete, enterprise managers must shift their attention from simple scale expansion to employee knowledge expansion. However, many companies only pay lip service to "talent training", and it is difficult to really help employees keep up with the pace of market changes.

As the saying goes, "a person depends on himself for survival and others for development", which can be extended to "an enterprise depends on its boss for survival and team for development", so we will ask a series of questions here. Teams are made up of people, mostly ordinary people (there are few ready-made talents after all). The management we do is to motivate an ordinary person to do extraordinary things, thus producing high performance, which is the important purpose of our management.

What is the root of enterprise competition? It is the competition of the market, the competition of products and, in the final analysis, the competition of talents, and where do talents come from? There is a strange phenomenon in the talent market. Many college students can't find jobs and the talent market is crowded. The managers of enterprises are worried about finding suitable talents every day. Then you might as well focus on it. An ordinary talent, how to cultivate practical talents needed by enterprises, first of all, you need to have the following four principles:

1. Actively contact activists

Active employees will be eager for challenges and excited about them. These challenges are seen as opportunities for quick learning, and they are more likely to find and contact people with relevant experience to help them find creative solutions faster.

The more active the employees gathered in the human resources management department, the more diverse their backgrounds, the more likely they are to gain relevant experience to use, and the more opportunities for participants to learn from each other. As justice says, "Morale is a multiplier of speed". Therefore, contacting and convening activists will be of great benefit.

2. Shorten the project schedule

Traditional enterprise projects need two to three years of strategic planning and detailed blueprints. However, this method limits the flexibility and the ability to meet the market demand in time. Nor can we take a step back and reflect on what we can learn from trial and error. Companies should consider setting clear goals and conducting inspections every six months to provide opportunities to evaluate progress. This kind of review can create opportunities to re-evaluate and improve the plan and avoid wasting time and energy.

3. Give employees patience and be performance-oriented.

When some employees are still newcomers, enterprises require them to complete tasks within the performance range with high standards, which will make new employees feel confused and confused. As a newcomer, it usually takes 3-6 months to adapt to his post, so it takes a long time to adapt and exercise to grow into a practical talent in an enterprise. Therefore, for enterprise managers, it is necessary to give enough patience.

To improve the performance of enterprises, we must first improve the performance of employees. As a manager, you should learn to listen to the inner voice of employees and the real needs of subordinates, instead of training step by step according to your own training methods. Management is not just the use of power.

4. Create opportunities for field research

You can learn knowledge by reading textbooks, but acquiring "tacit knowledge" is a kind of education from first-hand experience, which is much more powerful and effective. Nowadays, the company's talent training mode is usually outdated training courses and demonstrations, without paying attention to the development of tacit knowledge.

Talent training should focus on the needs of talent training. What kind of talents need what kind of training? Training and learning are inseparable. Every employee who has a desire for training is a loyal fan of learning new knowledge. In addition to learning from books, the new information age makes too much information impact people's hearts, and everyone may not be able to rationally draw nutrition from it.

Therefore, communication becomes very important. It is a good way to study to spend time sitting together and talking about recent events. Everyone can get more or less different life contents from others' understanding of things and the world, which may also stimulate their desire to learn. Almost every good point is caused by some people chatting or thinking collision intentionally or unintentionally, so don't be stingy with your language and ideas, even if they are immature. In this process, the continuous improvement of events can be regarded as the best training for everyone.

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