The importance of employee training

The Importance of Employee Training 1

Employee training is an important part and key function of the organization’s human resource management and development. It is an important way to increase the value of the organization’s human resource assets, and it is also an important way for enterprises to increase the value of their human resources assets. An important way to improve organizational efficiency.

1. Employee training is a key task to cultivate and form common values ??and enhance cohesion.

There are generally two types of talent team building for an enterprise: one is to rely on introduction, and the other is to rely on self-cultivation. Therefore, enterprises should continue to conduct employee training, instill the enterprise's values ????in employees, and train good behavioral norms so that employees can consciously work according to routines, thereby forming a good and harmonious working atmosphere. Through training, employees' sense of identification with the organization can be enhanced, and the cohesion and team spirit between employees and employees, and between employees and managers can be enhanced.

2. Employee training is an effective way to improve employees’ skills and ability levels and achieve a match between people and “things”.

An important aspect of employee training is job training, in which job specifications, professional knowledge and professional ability requirements are regarded as important goals of job training. After taking up the post, the personnel in the position also need to continue to progress and improve, and participate in higher-level training for technical upgrades and job promotions, so that their professional knowledge and technical abilities can meet the higher standards of the job specifications to adapt to the needs of future positions. . Employee training is particularly important, and practice has proven that it is also an effective way to achieve expected goals.

3. Employee training is an important measure to motivate employees to work

Employee training is an important human resources investment and an effective way to motivate, such as: organizational performance Outstanding employees are encouraged to visit advanced enterprises in other places, and employees are encouraged to use their spare time to study and their expenses are reimbursed. According to relevant surveys, further training is a condition that many employees value, because money is a temporary incentive for skilled and knowledgeable employees. It can be done for a while, but not for a long time. What they value more is better development and development through work. improve.

4. Employee training is the best means to establish a learning organization

The learning organization is an innovation in the theory and practice of modern enterprise management, and an innovation in the theory and practice of enterprise employee training and development . If an enterprise wants to establish a learning organization as soon as possible, in addition to effectively carrying out various types of training, it is more important to implement the "people-oriented" training idea to improve the quality of employees and establish a talent training mechanism that can fully stimulate the vitality of employees. Successful companies regard employee training as a source of continuous benefits for the company. The biggest difference between learning enterprises and ordinary enterprises is that they are never satisfied with improving the quality of products and services and improving efficiency through continuous learning and innovation.

Extended reading: How to use limited training budget to maximize benefits

Although training is the most important human capital investment for an enterprise, the benefits of such investment are really difficult to measure. Cutting off investments that cannot be measured is completely normal from a financial perspective. However, training management is the basic work of enterprise human resource development and also the background support for employee development. In addition, training management is an indispensable part of enterprise management. In the business chain, it is a supporting behavior, rather than a dominant direct value creation behavior. Training budget is the basis for the existence of training management. Without training budget, training management work will be difficult to maintain.

Therefore, how to use limited funds to maximize the value of training is a question that every training HR needs to think about.

First of all, every company can do a lot of training, but in the annual training plan, we need to grasp the key training needs, cultivate the core talent team and promote the company's management through several trainings as much as possible Improve the mechanism and improve operating performance.

When grasping key training needs, it is necessary to focus on selecting appropriate training content and training objects based on the company’s strategic planning, management status, stage work priorities, employee ability status, etc. It needs to be noted that grasping the key Training needs are not just key training items such as mid-to-high-level training, but appropriate training content and training objects should be selected according to different levels and departments.

Secondly, according to the analyzed training needs, combined with the actual situation of the company and the advantages and disadvantages of different training methods, select the appropriate training method.

When choosing, try to choose a reasonable structural combination and pursue better training benefits at the lowest possible cost within the company's budget.

Especially when designing annual training programs, because companies are not familiar with the characteristics and market prices of various courses, it is difficult to design a more appropriate annual training program. In addition, to design a more scientific annual training plan, you need to have strong professional knowledge such as business operation diagnosis capabilities, training system diagnosis and optimization, learning model establishment, curriculum system knowledge, teacher allocation prices, etc. It is recommended to communicate with professional training institutions. Get their help.

Companies can even consider outsourcing all external training or sub-specialized outsourcing to professional training institutions, which can not only reduce their time to choose suppliers, but also avoid losses caused by teacher selection errors. At the same time, they can also use The advantages of scale require preferential fees and training institutions to provide more detailed and effective pre-training, training and post-training services, and use the professional knowledge of training institutions to effectively improve training effectiveness and maximize training value.

Third, the training department must strive for and mobilize the participation and effective cooperation from leaders to employees.

In order to achieve this kind of cooperation, the training department must improve the company's training management system, and make the training truly effective and profitable, and gain widespread recognition from leaders to employees. By following the above basic guidelines and reorganizing the effective training budget process, training budget can truly become a useful tool for company strategy implementation and human capital development.

In short, employee training is one of the important contents of human resource management discipline research. Its essence is the enterprise’s investment in human capital. If the enterprise truly attaches importance to employee training, it will be a win-win situation for the enterprise and the employees. When the company's performance is not good, the issue of cutting off the training budget should not be considered, but how to use the limited training budget to maximize the value of training. The Importance of Employee Training 2

Etiquette is a comprehensive reflection of corporate image, culture, and employee cultivation and quality. Only by doing the proper etiquette can we improve the company's image building and cultural expression to a satisfactory level. status.

The company's team image is the most valuable intangible asset of the company, and the team image is directly reflected by the company's managers, staff, sales staff, customer service personnel, etc. People in the company are more persuasive than the company's network and corporate slogans. Almost all successful salesmen are excellent communicators.

For guests visiting a company, employees’ eyes, greetings, and work status can all affect the guest’s judgment.

Therefore, you cannot ignore the image cultivation of company employees. This kind of cultivation is not as simple as simply buying some work clothes for everyone. Treating the symptoms but not the root cause is a chronic disease of corporate image. The company should arrange training and lectures on personal qualities to let everyone know what kind of image is clumsy, what kind of image is ugly, and what kind of image is elegant. Cultivate an aesthetic atmosphere in the company and gradually let everyone have the habit of self-aesthetics.

Modern market competition is a kind of image competition. There are many factors for a company to establish a good image. Among them, high-quality employees, high-quality services, and the etiquette of each employee will undoubtedly play a very important role. role.

The etiquette of employees not only reflects the quality of an employee, but also reflects the overall level and credibility of a company.

Employee Conversation Etiquette

Conversation is the main means for people to exchange feelings and enhance understanding.

In interpersonal communication, most people pay attention to "listening to what they say and watching their actions", and regard conversation as an important criterion for examining character. Therefore, in social activities, both the speaking party and the listening party in the conversation should behave themselves.

1. Respect others

Conversation is an art, and the attitude and tone of the speaker are extremely important. Some people talk endlessly, not allowing others to interrupt, and regard others as their students; some people always like to talk in an exaggerated tone to show their sharp tongue, and even do not hesitate to speak alarmist; some people are self-centered , completely disregarding the joys, sorrows and joys of others, and only talks about himself all day long. These people just give people the impression of being arrogant, presumptuous, and selfish because they don't know how to respect others.

2. Conversation in a civilized manner

Some small details in the conversation should also reflect respect for others. When using foreign languages ??and dialects in conversation, you need to take into account the person you are speaking to and others present. If someone doesn't understand it, it's best not to use it. Otherwise, it will make others feel that you are deliberately showing off your knowledge or deliberately not letting them understand. When talking to many people, don't suddenly whisper to one of them, and whispering into your ear is even more unacceptable. If you really need to draw his attention to the grain of rice on his face or the loose button of his pants, you should ask him to step aside and talk.

When there are more than three people talking, you should have a few words with everyone else from time to time. Don't neglect someone by saying "a thousand cups of wine is too little when you meet a close friend, but half a sentence is too much when you don't agree with each other". In particular, you need to pay attention to being polite and cautious when talking to ladies. Don't fall in love with one of the ladies and talk endlessly when many people are talking.

3. Gentle and elegant

Some people are very talkative and like to argue; others are good at breaking the casserole and asking the truth. There is nothing they dare not talk about or ask. It is disrespectful to do so. Be gentle and courteous when talking. Don't use harsh words to hurt others, sarcastically curse, argue loudly, or argue endlessly. In this case, even if you gain the upper hand, the gains outweigh the losses.

4. Appropriate topics

Pay attention to your temperament when talking. When the chosen topic is too specific, or is not of interest to everyone, or introduces too much about one's pets, cats or dogs, the listener should stop immediately if they show boredom, and should not go their own way. When someone comes forward to refute you, don't get angry, but discuss it with them calmly. If you find that the other party intends to cause trouble, you can ignore it.

No matter whether you are strangers or acquaintances, if you get together, you should try your best to talk for a few words. If you meet someone who wants to talk to you, take the initiative to talk to them. If there is a lull in the conversation, try to keep the conversation going. If you need to leave for some reason during the conversation, you should explain the reason to those present and apologize, and do not just walk away.

The eyes and posture during conversation are quite sophisticated. When talking, you should keep your eyes level. Looking up looks humble, and looking down looks arrogant. Both of these should be avoided. When talking, you should look at the other person's eyes easily and softly, but don't stare at others with wide eyes or stare blankly.

It is necessary to use appropriate actions to accentuate the tone of the conversation, but certain disrespectful actions should not occur. For example, rub your eyes, stretch, pick your ears, fiddle with your fingers, move your wrists, point to the tip of other people's noses, put your hands in your pockets, look at your watch, play with buttons, hold your knees and shake, etc. These actions can make people feel absent-minded, arrogant and rude.

5. Be good at listening

It is impossible to always be in the "speaking" position during a conversation. Only by being good at listening can we truly achieve effective two-way communication.

When listening to other people’s conversations, pay full attention and do not look around or show an expression of impatience. You should show interest in what others are talking about, and don't mind other things that are irrelevant to the overall situation, such as the other person's strong accent or mispronunciation of a word.

When listening to other people's conversations, you should let them finish what they are saying. Don't interrupt them suddenly when they are speaking energetically. If you plan to add something to someone else's conversation or express an opinion, wait until the end.

Some people like to grab the opportunity and find fault with others when they just open their mouths. People say it might rain tomorrow, but he says it doesn't necessarily happen. People say "Red Sorghum" is indeed an excellent film, but he says it's terrible, etc. This is all too shallow.

Positive feedback is necessary when listening. Nodding, smiling or simply repeating the key points of the other party's conversation in a timely manner is something that makes both parties feel happy. Appropriate praise is also necessary.

To participate in other people's ongoing conversations, ask for permission and do not quietly come forward to listen. If you want to see the person you are talking to, you should stand aside and go to him after he has finished talking. If the person present welcomes you to participate in the conversation, there is no need to refuse. You should not be a permanent listener in a conversation. Silence and boasting are both extremes and will disappoint everyone.

6. Treat others with courtesy

There is no need to deliberately pursue the sensational effect of "talking without shocking". The most important thing is to treat others with courtesy and be considerate. In a conversation, if a person can treat superiors and subordinates, elders and juniors, ladies and gentlemen, foreigners and Chinese alike, and give them the same respect, he will be the most educated person. The Importance of Employee Training 3

The key to whether a company is competitive is whether the people in the company are competitive and have strong working abilities. Through employee training and improvement, we can ultimately achieve the goal of improving the company's core competitiveness.

Talent is the most basic and important resource of an enterprise. For an enterprise, how to turn "people" into "talent" can be said to be a top priority and is related to the long-term development of the enterprise. Here I quote a sentence from Matsushita Konosuke: "A genius entrepreneur always seizes no opportunity to put the cultivation and training of employees on an important agenda. Education is the 'killer trump card' in the context of the modern economy. Whoever has it will succeed." It heralds success, and only fools or people who voluntarily push their companies to the cliff will turn a deaf ear to education."

It can be seen that employee training will bring benefits to the company's rapid development in the future. There is no doubt about it. The word investment is often heard in the securities market. In fact, employee training is also a kind of investment, and employee training is a strategic investment that enterprises take the least risk and maximize the returns. Although employee training is not the only way to improve an enterprise's competitiveness, employee training is one of the important ways to improve an enterprise's competitiveness. Only through training can the quality of employees be improved; only through training can managers' intentions be implemented; only through training can the company's systems be implemented; only through training can sustainable development advantages be formed. Therefore, employee training is not only necessary, but also very necessary.

Training purposes: (1) To enhance the comprehensive abilities of employees, improve their knowledge level and basic skills, correct their work attitudes, and then improve personal performance; (2) Strengthen the core capabilities of the organization , enhance team collaboration capabilities and spread corporate culture to improve organizational performance.

Many companies now realize the importance of training and have conducted training to a greater or lesser extent. However, sometimes the results after training are not satisfactory, so some companies conclude that training is equal to zero. Conclusion, in fact, measures during and after training are also very important, and process control can be introduced here. The purpose of training process control is to monitor training activities to ensure that training activities are carried out as planned and to correct deviations in the training process. You can use the method of filling in the training record form (the training record form is omitted), restrain the trainer through sign-in, and control the quality of the training process through the opinions of the instructor and students, etc. Employees can also be assessed at the end of each training, or every two weeks or one month, sample assessments can be conducted on the training content during this period, and the assessment results will be included in the OEC assessment.

The above is only the process control of one training. It is not only necessary to control one training, but also to control the weekly training plan, monthly training plan, etc. Here you can import the PDCA Deming ring for process control. The original Deming ring It is used in total quality management. PDCA is the first letter of the English words Plan (plan), Do (execution), Check (inspection) and Action (processing). The PDCA cycle is to conduct quality management in this order, and cycle A scientific process that goes on endlessly. The reason why the PDCA cycle is introduced is that it is also applicable to the process control of employee training, P (plan). This plan not only includes the goals, but also the measures that need to be taken to achieve this goal; after the plan is formulated, it must be strictly carried out. D (execution), and at the same time, C (inspection) must be carried out according to the plan to see whether the expected results have been achieved and whether the expected goals have been achieved; after identifying the problems and causes through inspection, A (processing) must be carried out to correct the errors. , adjust the direction, and re-formulate the training P (plan). Such a cyclical process can make the entire training process more scientific and effective.

Finally, feedback on effectiveness is required. In fact, feedback on training effectiveness is also a part of process control. The reason why it is listed separately here is because this item is often overlooked, but it is very important. A link. Training effect feedback refers to the trainees' satisfaction with the training, their opinions and suggestions on the training. Questionnaires or interviews can be conducted with trainees after the training.

The following are the implementation steps for organizing internal training (for reference only):

1. Training needs survey. This can be determined through communication and questionnaire surveys.

2. Formulate training plan. Based on the results of the training needs survey and other factors, a proposal will first be made by relevant department personnel, and a training plan (in weeks or months) will be determined after internal discussions.

3. Training arrangement and implementation. Determine where training will take place and identify trainers.

4. Training process control and effect feedback, and implementation of the PDCA cycle model.

5. Archiving of training records. The Importance of Employee Training 4

1. The Importance of Employee Training

Employee training is an important part of an enterprise’s human resources management and development, and is an important factor in increasing the value of human resource assets and improving enterprise efficiency. important ways.

1. Employee training cultivates and forms common values ??and enhances cohesion.

Business talent team construction generally relies on introduction or training by the company itself. Employee training is the basic method of training. It is to continuously conduct employee training, instill the company's values ????in employees, cultivate good behavioral norms, so that employees can work consciously and form a good and harmonious working atmosphere. Training can enhance employees' sense of identification with the company, strengthen the cohesion between everyone in the team, and make them more team spirit.

2. Employee training improves employee technology and ability levels

The main content of training for onboarding employees is: job specifications, professional knowledge and professional abilities. After taking up the job, they are more inclined to higher-level technical upgrades and job promotions to improve employees' professional knowledge and technical capabilities and adapt to the needs of future positions.

3. Employee training motivates employees to work enthusiastically

Only when employees are highly motivated can they work better. There are many ways to motivate employees, such as: employees with outstanding performance go to visit advanced enterprises in other places, and use their spare time to study and have their expenses reimbursed, etc. Material incentives are temporary, while spiritual incentives are more permanent.

4. Employee training to establish a learning enterprise

A learning enterprise refers to the innovation of modern enterprise management theory and practice, and is an innovative enterprise that develops theory and practice in employee training. If you want to establish a learning enterprise, in addition to carrying out various trainings, you also need to improve the quality of employees and stimulate their vitality. Only in this way can the enterprise continue to benefit.

Learning enterprises must never be satisfied with improving the quality of products and services, and constantly learn and innovate to improve efficiency.

2. How to improve the effectiveness of employee training

If employee training wants to achieve positive and obvious ideal results, it must continuously innovate in the concepts and methods of training.

1. Concepts must be innovative. Some companies believe that employee training is a waste of manpower, material and financial resources and has no effect at all. This idea is wrong. Enterprises must establish that employee training is an investment behavior that can obtain long-term comprehensive benefits, and it is much more important than other material investments.

2. The method must be innovative. You say and I listen, the traditional method of after-class exams has made employees tired, and they have also lost interest in training, making it difficult for training to achieve results. Therefore, companies must be innovative in employee training methods, be flexible, lively, lively, and easily accepted by employees. It is necessary to be closely connected with reality and form positive interactions between both parties during and after the training.

3. Employee training plans must be innovative. Targetedness, systematicness, and foresight are three very important points in employee training. Based on the current situation and goals of the company, we systematically formulate employee training and development plans and develop specific training topics for different departments and positions. And the content is not only for current needs, but also for long-term development in the future.

4. The choice of employee training instructors must be innovative. Of course it is good to have dedicated trainers. If there are not, then it is also possible to let the company's internal leaders and internal employees become trainers. The leaders within the company have professional knowledge and valuable work experience; the content of the training for their own employees must be work-related. Of course, the choice of internal lecturers within the company must also be selective. Sufficient working ability, respect from colleagues, being good at communicating and sharing with others, and caring about the development of the company are the necessary conditions for internal lecturers in the company. Ordinary employees can also become lecturers if they have the conditions, which will hone their leadership skills.

5. The assessment methods for employee training should be innovative. The purpose of training is not to cope with subsequent assessments. Having a certificate will certainly make you more authoritative, but employees' sense of discipline, professional ethics, and work attitude are also very important. Only when the training content is applied to actual life and work can the meaning of training be truly achieved.

In short, employee training is one of the important contents of human resource management discipline research. It is an enterprise’s investment in human capital. If the enterprise truly attaches importance to employee training, this will be a great success for the enterprise and its employees. It's a win-win choice. Importance of staff training 5

1. Concept and characteristics of hotel staff training

Staff training in hotels must be based on practicality, and the knowledge and skills required by various departments and types of work Different, the training content is more extensive and complex. Employees at all levels in various departments are required to fully master the professional knowledge and business skills of the work they are engaged in, as well as various related common sense. Therefore, hotel training needs to carry out training with different contents, make good plans and arrangements, and adhere to the combination of long-term planning and short-term arrangements.

2. The importance of hotel staff training

First of all, judging from the current situation, people engaged in the hotel industry come from all kinds of backgrounds, which provides standardized management of hotel services. With a certain degree of difficulty. Think about it, the competition in the hotel industry in today's society is so fierce. Guests' choice of a hotel is not only based on the quality of hardware facilities, but more on the hotel's software services. Therefore, hotels must spend time and energy investing in the quality of their employees. Go in training.

3. The current situation and existing problems of training in my country’s hotel industry

3.1 The concept of training is backward

Hotel leaders are more concerned about whether training can bring better results The economic benefits rather than the improvement of employee skills, personal development and interest cultivation, and the increasing employee turnover rate make them doubt the necessity of their training investment, because some hotel managers believe that training employees in hotels is to provide Others make wedding dresses, because hotel employees now move very quickly, and if they are trained, it will cause losses to the hotel.

3.2 Failure to fully mobilize the enthusiasm of employees

It is understood that most hotel employees passively participate in training and less actively participate in learning. There are very few people who are truly eager to learn knowledge. . Employees lack learning pressure and motivation during training, so the hotel's needs and employees' personal development requirements cannot be well combined, so it is difficult to mobilize employees' enthusiasm.

3.3 Lack of long-term and effective human resources development and training plan

Hotel training is usually the responsibility of the human resources department, and many hotels still focus on simple skills training without taking into account Comprehensive development of employees, and most hotels only train new employees and front-line employees, ignoring the training needs of top managers. When new employees enter the hotel, they are introduced to the basic situation of the hotel, but there are few assessments; the training for middle- and junior-level employees is mostly emergency business training, and the training evaluation is only based on the knowledge imparted in the training courses. The assessment does not go into the employee's behavior and attitude changes, etc.

4. Reasonable suggestions for hotel employee training

4.1 Changing concepts

4.1.1 Hotels in the new era should fully realize the importance of training

Effective training can not only reduce waste, improve employee quality, and enhance corporate image, but is also the main means to improve hotel economic benefits. According to statistics from the American Hotel Industry Association on the New York State hotel industry, 73% of waste can be reduced through training, especially in departments with high losses such as the housekeeping department and the catering department. Some studies in this industry have found that untrained workers cause three times as many accidents as trained workers. Hotel managers should fully realize that training is the source of hotel survival and the lifeblood of development. Hotels that lack learning enthusiasm and learning ability will have difficulty adapting to future competition, and those that lack innovative training will also be eliminated.

4.1.2 Change the idea that “training is a waste of money”

From the employees themselves, systematic and progressive training can help employees fully explore and develop their human resource potential. Realize their own value to a greater extent, while improving job satisfaction and enhancing their sense of belonging and responsibility to the hotel organization. For hotels, a scientific and effective training system is an important factor in making the hotel full of fresh vitality. Through training, it can reduce costs, improve work efficiency and ultimately obtain better economic benefits. Through effective training, hotels and employees can achieve a win-win situation.

　4.1.3 The training method changes from passive listening to active participation

The previous trainers or supervisors gave lectures and simply demonstrated, to employees participating and actively participating. Trainers interact to enhance employees' practical capabilities and ultimately achieve the desired training effect. The content of training has changed from being determined by managers to being determined by employees, which means that training plans should be formulated based on employee needs and combined with hotel development.

4.2 Develop a scientific and standardized training system

Hotel training should be a training for all employees, from the general manager to the front-line employees. The training targets should include all employees in all departments and positions of the hotel. When arranging training, appropriate training methods should be used based on the actual situation. A reasonable and scientific training system includes several aspects such as training needs analysis, formulating training plans, determining training objects and training content, arranging training time, implementing training, and training assessment.

4.2.1 Training needs can be analyzed from three levels: hotel, work and employee.

At the hotel's overall development strategy level, the training needs of the entire hotel must be determined to ensure the training plan In line with the overall development requirements of the hotel; job-level analysis mainly analyzes the various abilities that employees must master to achieve ideal work performance, including job skills, management skills, interpersonal relationships and other training needs. Individual-level analysis is to compare employees' current work performance with the hotel's employee performance standards, find deficiencies, and prepare a training plan based on the above analysis.

4.2.2 The training content has changed from single skill training to comprehensive training

Many hotels only train employees’ operational skills and relevant work knowledge of their positions without in-depth training. A more professional field. The development of modern hotels requires all-round employees who must understand various aspects of knowledge on the basis of mastering their own work skills. For example, in addition to professional knowledge and service skills in room service, room attendants must also have more relevant marginal knowledge such as local tourist attractions, shopping, catering, entertainment, communications, transportation, etc.

4.2.3 The quality of training teachers should be improved

The hotel should continue to train its staff and often hire some excellent trainers from outside, which can be teachers from universities or colleges. But a professional hotel trainer. An excellent hotel trainer should have both profound professional knowledge and rich practical skills. At the same time, he should be able to track the development of hotels around the world in a timely manner and integrate the latest service and management concepts and methods into the training process.

5. Summary

If a hotel wants to develop, it must strengthen human resource development. The key to development is to provide all-round training to employees so that they can improve their skills while It brings fresh and practical impetus to the development of the hotel and puts the hotel in a strong position in social development. Summarizing the operating experience of some more successful hotel companies, it is not difficult to find that the most important factor is the human factor, that is, people are the most important resource of the company. As a labor-intensive industry, the hotel industry needs a group of trained professionals who understand modern business operations and management. Only with such talents can the hotel industry be able to meet the needs of the booming tourism industry. Establishing and improving the hotel training system and cultivating a high-level and high-quality team of hotel management and service personnel are urgent tasks facing the hotel industry.