How to do a good job in training?

Strengthening personnel training and improving personnel quality is the best way to promote the growth of chain stores, so establishing a perfect chain store training system is the primary task of chain stores and has extremely important strategic significance. 1. Defining the goal of personnel training Generally speaking, the purpose of personnel training is to improve people's quality. The goal of personnel training in chain enterprises is "training serves the development of chain stores and combines training with chain store management". Specifically, it includes five aspects: giving full play to personal potential; Provide suitable talents for each position in the unit; Promote the coordination of all kinds of personnel relations in chain companies; Improve the self-development awareness of all employees; Provide talent reserve for the development of chain companies. 2. Make clear the content of personnel training. The content of personnel training will vary greatly due to different functional departments and different personnel levels, but generally speaking, the content of personnel training includes the following four aspects: ideological and moral education. In addition to the necessary socialist market economy theory and legal education, employee training should take the establishment of corporate image, corporate spirit, corporate purpose, professional ethics, service norms and service discipline as important contents of training. Let students fully understand the business philosophy and working rules of the enterprise. Mastered work skills include chain management knowledge, enterprise operation norms, commodity storage and transit business knowledge, work skills, etc. , such as store purchase and receipt, commodity pricing, display and operation of shelves and cash registers, etc. , should be learned in a short time. Because the training of employees in chain enterprises is different from academic education, the academic system should not be too long, and short and fast short training courses can neither affect the operation of chain enterprises, but also continuously improve the quality of employees. The training of management knowledge and ideas should not only help students master their work skills, but also emphasize that employees should truly understand the correct business philosophy and entrepreneurial spirit, such as "Why to bid", "Why to greet customers", "What kind of service and convenience should chain companies provide to customers", so that all employees can establish unified values and strengthen their interpersonal skills, thus laying a solid foundation for the sustainable development of chain companies. Practice is an extremely important part of talent training, and it is the training content of combining theory with practice. Internship mainly includes pre-job internship and on-the-job internship. Pre-job internship and on-the-job internship must pass a rigorous examination, and they can only be officially employed after passing the examination. 3. Clear the way of personnel training. The ways of personnel training can be divided according to different standards: according to the training time, it can be divided into: pre-job training, that is, pre-job training for employees; On-the-job training is the training of on-the-job employees. According to the training duration, it can be divided into full-time training, that is, students participate in training all day; Daily training, that is, intermittent training for a few days; Part-time training means receiving only a few hours of training every day and returning to work the rest of the time. According to the location of training, it can be divided into: internal training, that is, the company holds training courses, which are taught by internal personnel or external lecturers; Off-company training means entrusting professional training institutions to train employees, that is, receiving training on the basis of their current jobs without leaving their jobs, such as receiving guidance from supervisors or colleagues, attending relevant meetings, internships or agents, and job rotation. The purpose of sending overseas training is usually to let the managers of chain companies broaden their horizons, improve their management ability, and then improve their comprehensive quality. In modern society, there is absolutely no way out behind closed doors and behind closed doors. Only by constantly contacting with the outside world, learning from the strengths of others and making up for their own shortcomings can employees make progress and chain enterprises develop. The object of short-term overseas training is generally the middle and senior management talents of enterprises, and the effect of training should have a far-reaching impact on the future development of enterprises. According to the means of training, it can be divided into: teaching by example, that is, training in the form of language revelation, speech, lecture, conversation and comment. The characteristic is that the training materials will not be interrupted and can be carried out by experts or professional educators in a certain field. The disadvantage is that trainees cannot actively participate; Teaching by example means training through demonstration, experience and cooperation. , and show the equipment or promote the demonstration during training, which can make the trainees actively participate; Environmental teaching method, that is, using the power of situation to influence people, such as observation, visit, investigation, group activities, or training with movies and videos, has the advantages of being easy to show and explain, and can be used repeatedly. You can also use project guidance to provide structured information, ask students to respond, provide effect feedback, adjust the pace of students, and improve employees' working ability, but the investment is relatively high. The meeting method is also possible, which is very useful for the training of high-level employees. Leadership meetings can encourage them to participate and strengthen training. In addition, sensitivity training can be used to gain extensive interaction, which is an effective tool for senior managers to understand employees. In addition, case study, role simulation, project team and other methods can also be used for the training of chain enterprises. 4. Establish a complete training system. For chain enterprises, standardization needs high-quality training. Without training, it is difficult for employees to understand, accept and implement the operating standards stipulated in the business manual. Therefore, establishing a complete training system and effectively selecting, appointing, educating and developing employees at all levels in chain enterprises is the key to the steady development and continuous progress of chain enterprises. At present, the domestic education system can rarely directly cultivate chain-store professionals, nor can it be directly obtained from the society. It needs more training through practice and chain-store system.