Fund Manager Sales Representative Mechanical Design Network Sales Maintenance Worker Foreign Trade Salesman Marketing Director Milling Machine Technician Receptionist Woodworking Quality Supervisor Cantonese Salesman So, do ordinary workers really need training? The author has been engaged in training for many years and often contacts with various front-line workers. I often hear them complain in such a confused way: "I want to do a certain job, but I don't know how to do it." "I have my own dreams, but the robot-like work from nine to five killed my passion." "I don't know how to break through the status quo." "No one has ever explained this to us." I think vocational training and life planning are particularly important for ordinary workers, and it is necessary for the training of managers, which is also a remedial action when the practice proves that the operator's ability is insufficient. Why not lay a good foundation in the basic stage? I believe this is a headache for many human resources managers. The education level of workshop operators is generally low, and the understanding of training is usually very simple. According to feedback from many friends who are engaged in training, the theoretical knowledge training for operators is very unsuccessful, and most workers have no desire to learn. As the trainer said above, the workers are chatting and playing with their mobile phones, and the workers generally deal with the final evaluation of the training effect. How to change this training method? How to improve the effectiveness of training? In fact, there are few training courses and articles about ordinary workers in Baidu, so we should take a look at the opinions given by HR netizens: netizens are invincible: in this respect, we must first improve the quality of lecturers, clarify training objectives and improve training methods. Secondly, we should increase interaction to make the course more effective and participatory. Finally, we should give appropriate rewards. It is best to combine theoretical training with assessment, and reward those who are excellent in assessment and punish those who are poor in assessment. The assessment results should be included in the assessment of outstanding employees, and the salary increase and promotion at the end of the year will be the incentive. Netizen danim: The training of workers is often a political and sports training activity. If the leader asks them to come, they can't. The fundamental problem is not the instructor's teaching skills, but the unclear training needs. Make clear the training needs first, and then set up courses according to the needs. Instructors must be very experienced people, able to combine actual production, and do not need strong on-site demonstration skills, because workers have no concept of real training routines. In addition, there must be an exam after training, and rewards should be given according to the exam results, but no punishment should be given, and positive incentives should be given priority to. Finally, no matter what kind of training, training managers will face this pressure. The most effective solution is to combine it with development, such as: what courses must new employees take when they become full members, what courses must intermediate workers and senior technicians take, and what courses do senior technicians need ... Netizen Zhou Junhao: I am now in charge of training front-line employees in production. I have a little idea. Please give me your opinion. 1. Training should try not to take up employees' rest time, even if the trainer uses the rest time to train shift employees, it is really inevitable. Employees who come to train during breaks are considered to be taking breaks. We have reached an agreement with the production manager and supervisor. 2. Training is divided into two categories. The first category is the training of theoretical knowledge. Before this training, we must make full preparations. We need to find examples on the production line according to the training content. Every time the training materials are changed, employees can feel that each training is aimed at themselves, so it is easy to achieve the interactive effect. However, it is strange that employees should not sleep with unchanging textbooks. In addition, we can also improve the enthusiasm of staff training by properly analyzing cases and applying for small prizes. The second category is technical and skill training, which is not mentioned. There are exams (including practical exercises) every time, and the exam results are directly handed over to the production supervisor. This is the absolute reference for year-end performance appraisal. Any employee attaches great importance to it. If you want to do well in the exam, you can't do it without listening carefully. Netizen wandering in the city: generally speaking, it is not recommended to have too much theoretical training for the training of front-line employees. Take our company as an example. Most of the employees on the production line are junior high school students and need to work at night. Moreover, these theoretical aspects have little relevance to their own work, so it is difficult for employees to concentrate on listening to the theoretical training of employees in our company. Generally, cases (such as safety) and personal statements (attitude training) will be used to attract their attention, while more on-site practical training will be given priority to, and time will generally be arranged during the rest time to avoid boring training and causing too much resentment. User simplelife: Tell me about our training for front-line employees: the company's rules and regulations and safety training are organized by the Human Resources Department. We have stipulated the training tasks of supervisors for employees and included them in the assessment. In terms of technology, it is trained by its supervisor, who is responsible for realizing the work results and meeting the production and management needs. Netizen Sun Teng: I have been engaged in the training of front-line workers in manufacturing industry, and now I make the following suggestions for reference only: 1. Communicate with the company's top management and get their support. This requires serious training once or twice, so that they can see the effect and at least create momentum. 2. Establish relevant company training system. 3. Do a good job in the management of internal trainers. You just go to class well and get their approval, so that the future work can be carried out easily. 5. Do a good job in training demand investigation, and the courses offered must be what employees really need. Netizen mymomo: the training of front-line operators is simple to say but difficult to do. Very simple, because after all, the content of the training is actually very simple, which is nothing more than the training of safety and operation skills; But when it comes to difficulty, it depends on careful consideration of the overall quality, personnel structure and training time of front-line employees. My idea is: 1, make the content that needs to be trained for employees into easy-to-understand cartoons and other forms, so there is no need to let them know the theoretical knowledge, so there is no need to tell them; 2. Choose some old masters to present themselves, which can also narrow the distance with the students; 3. Consider the schedule of the trainees and communicate with the production workshop. Netizen Han Xuan: It is the key to mobilize the enthusiasm of operator training! I also do operator training in the unit, which is included in the annual training plan every year. I just did a skill training for a team leader this year, that is, training for grass-roots managers, and invited an outside teacher. The effect is very good! I also submitted a lot of experience after that. From the statistics of the course feedback form, everyone is very satisfied. To sum up three points: 1, the lecturer is the key; 2, the lecturer to mobilize everyone's enthusiasm, with the vivid display of movies, pictures, etc. 3, there are small prizes, everyone is very cooperative. It seems that the training of production workers really stumped many people. Fortunately, netizens have given so many very real opinions. I wonder if you have a plan in mind?