Enterprise training market is facing reshuffle.
As one of the founders of "situational leadership" theory and the "most intelligent" management consulting master in North America, Ken? The situational leadership II course developed by Dr. Branga will enter the domestic market. Among them, interactive links such as drills, role-playing, video recording and discussion will become the main teaching methods. This brand-new teaching method will also bring great changes to the domestic enterprise training market.
As a booming new industry since 1990s, enterprise training has maintained a strong momentum with an annual growth rate of not less than 30%. According to Wang Tao, vice president of Worry-Free Future, the market share of enterprise training in China in 2006 was about 40 billion yuan, and the output value in 2007 will exceed 50 billion yuan.
It is reported that the content of enterprise training is very rich, which can be roughly divided into two directions: improving the professional skills of employees and improving their management ability. If it is divided into training forms, it can be divided into indoor open classes, internal training of enterprises and outdoor experience training.
Sales skills training is hot.
Skills training courses are mainly set according to the professional ability and quality required by enterprise posts, such as production and operation, marketing, human resources, finance and taxation, logistics and warehousing, etc. Among them, the enterprise's investment in employee skills training accounts for about 30% of the total investment in the whole enterprise training.
At present, the hottest training course is sales skills. Of course, this is related to the core position of sales in enterprises. At the same time, as the products or services sold become more and more professional and brand-oriented, the cost of training and selling content is on the rise. One of the training expenses is to directly purchase the copyright of foreign courses, and the employees are trained by specialized training departments or trainers in the enterprise. Secondly, entrusting professional training institutions, especially training companies and lecturers with industry experience, is very popular.
Welfare training is also a major destination of enterprise training expenses. Training is the embodiment that enterprises care about the growth and development of employees. Some companies stipulate that every employee can get the training provided by the enterprise, and more enterprises can only get some people. When allocating training budget, employees who have daily contact with managers or have great influence on leaders will often get training opportunities first. This kind of course pays more attention to the renewal and expansion of knowledge, and the skills are universal. In foreign companies in China, the per capita training cost accounts for about 10% to 15% of the salary, and the highest can reach 20% to 30%.
Short-term management courses are more popular.
"The renewal of knowledge and the intensification of talent competition have made many enterprises face the problem of' a thousand troops are easy to get, but one will be hard to find'. This is the biggest reason why management training is sought after. " Wang Tao, vice president of Worry-Free Future, said that only about 2% of people in management training can get more than one year's degree education and training opportunities. More managers are facing work pressure and challenges, and they urgently need training but lack time. They choose short-term management training courses with short training period, strong pertinence and quick results, which usually last only a few days or weeks.
The purpose of the course of enterprise investment management is very clear. Management training is mainly to improve the "soft skills" of managers, improve the comprehensive ability and quality of individuals, even the professional realm, and ultimately promote the realization of enterprise development goals and improve the labor productivity of enterprises. It can be roughly divided into three types: first, the improvement of management consciousness, which is vividly called "brainwashing". Second, acquire knowledge of management skills. Third, strengthen and improve the management relationship. Such as team building, leadership and communication.
Enterprise training market brewing purification
"The industry's output value is tens of billions a year, but there are few training institutions with an annual income of more than 10 million yuan. The chaos in the enterprise training market can be seen." According to industry estimates, there are no fewer than 70,000 training companies in China, and only Beijing and Shanghai add up to more than 10000, but less than 20% of them are truly reputable and competitive.
First, many small-scale companies in the industry began to sell training courses to enterprises by the contact information of two or three salesmen and some trainers, and they got orders at low prices. Due to the rising cost of trainers, the information of trainers is becoming more and more transparent, and the requirements of customers are getting higher and higher. After paying the fees of lecturers, rents, salaries, commissions and operations, training institutions are almost unprofitable. Many such institutions close down every year, but because of the low industry threshold, small investment, simple form and hot market, many new similar institutions emerge every year.
Secondly, at present, most courses in the enterprise training market are imported from abroad, especially management training courses. There are few original courses in China in the true sense. After the course was introduced from abroad, some training institutions could not complete the localization operation, which led to the serious disconnection between the training cases and the actual situation in China and affected the training effect. It is also a good way to avoid homogenization competition by developing courses independently according to the needs of domestic enterprises and registering copyrights.
Thirdly, there are four main sources of teachers for enterprise training: university teachers, lecturers trained by training companies, part-time enterprise executives and retired enterprise executives. The latter two, that is, managers and managers with rich training experience in enterprises are very scarce, and trainers who can provide practical pre-training research and post-training counseling for enterprises are very scarce. However, with the increasing number of foreign training institutions entering China, the competition for excellent trainer resources is becoming more and more fierce.
Fourth, from the point of view of enterprise demand, there are not many people in many enterprises who really know the training needs and objectives, and they don't have enough understanding of the function and value of training; Without a perfect and long-term training plan, the effect of training is difficult to be reflected in a short time, so training is often regarded as an investment rather than a rewarding investment. In addition, the current training market is chaotic, and improper selection will waste money. In addition, the rapid turnover of employees in domestic enterprises is also the reluctance of enterprises to make strong long-term investment in employee training.
At present, the advantages and disadvantages of the market and the self-reflection of the industry gradually make training institutions and corporate customers move from retreat to practicality, from fame to practicality, from simple introduction to independent development, and from low-quality competition to industry glory. In the future market, the development of enterprise training in China will show a benign trend: more and more training methods, more and more complex evaluation tools, fewer lectures, more and more courses of participation and interaction, and more and more instant and special skills training. Only training institutions that focus on meeting the needs of corporate customers will survive and live well.
On the Ways and Methods of Staff Training
Sichuan News Network-Sichuan Workers Daily
Chea Chang special steel pipe processing factory
First, enterprises should actively absorb foreign countries.
Excellent enterprise training management model
1, attach importance to thought and support in action. Without high-level vocational education, there will be no high-quality staff. We should really care about and support vocational training in thought and action, set up vocational schools and vocational training institutions according to actual needs, strengthen the function of independent training, strengthen the education and training of employees, especially front-line employees, form an on-the-job training system for employees, and implement a policy of unifying training, assessment, use and treatment.
2. Do a good job of demand analysis before training. An important prerequisite for the success of training is that the training should be targeted and necessary to avoid unnecessary waste of resources. According to the reality of human resources development in enterprise development, it needs to cover the needs of organizations and individuals at all levels. So do a good job of demand analysis before training, one is to analyze the enterprise, the other is to analyze the task, and the third is to analyze the individual. By analyzing whether an individual's job performance meets the requirements, we can understand the individual's characteristics, determine what skills, knowledge and attitudes an individual needs in the job, and thus formulate appropriate training content.
3. Enterprises have changed from focusing on the cultivation of employees' ability to focusing on improving the overall quality of employees.
Modern enterprises attach great importance to educating and training employees in new concepts, new consciousness, corporate culture and good work style; According to the development of economic integration and globalization, we should cultivate compound talents to adapt to the development of modern economy.
4. Establish a standardized and scientific training system. In view of the decisive role of human capital in modern economic growth, many enterprises have rapidly increased their investment in education and training. In order to do a good job in enterprise education and training, many enterprises have set up specialized training institutions and trainers and formulated standardized training systems. It can be seen that enterprise education and training has been paid more and more attention, and it is becoming standardized and scientific.
5. The training mode of enterprises has developed from single to diversified and scientific. Enterprise training has developed to all-round education and training from chairman and general manager to ordinary employees. At present, with the internationalization of management, some large high-tech companies also undertake relevant user training to train competent managers in different cultural backgrounds. Through the training of users, their products can fully demonstrate their effectiveness and expand their influence and sales. Moreover, modern enterprises mostly adopt more advanced and scientific means such as audio-visual teaching, research and discussion, simulation exercise, job rotation and self-evaluation, which greatly changes the traditional training methods.
Second, measures to improve the quality of employees
The quality of enterprise employees presents different performances, where are the reasons and how to solve them are also problems that should be seriously considered. To improve the quality of enterprise employees, the first thing is to raise awareness, which should be highly recognized and valued ideologically. To improve the level and quality of enterprise employees, we must rely on and strengthen employee education. Strengthening the education of enterprise employees and developing human resources are important contents of enterprise reform. We can work hard to strengthen employee education in many ways. At present, we should pay special attention to the following four points.
1, enterprises should attach great importance to the education of employees. Enterprise staff education is also an important part of modern education and the only way to speed up the improvement of staff quality and revitalize the economy. To strengthen employee education, we must first correctly understand and evaluate the present situation and requirements of the quality of employees in state-owned enterprises and further change our concepts. Employee education is lifelong education. At present, in the process of establishing a modern enterprise system, it is necessary to establish a modern enterprise employee education system that adapts to the development of enterprises. In the process of transforming the operating mechanism of state-owned enterprises and establishing a modern enterprise system, government departments at all levels provide strong protection for the education of enterprise employees from macro-policy orientation, planning, institutions, facilities and conditions. From leaders to workers, enterprises should strive to produce high-quality products and new products through different forms and levels of study and training, facing the market and using new technologies and equipment. Only by assiduously practicing internal strength, improving management level and enhancing employees' awareness of participation, democracy and responsibility can enterprises be full of vitality and competitiveness.
2, change ideas, and strive to strengthen the education of enterprise employees in the competition. Enterprises should look at the strategic significance of strengthening employee education from a higher level. In the competition, according to the enterprise law, "enterprises should strengthen ideological and political education, legal education, national defense education, scientific and cultural education and technical business education to improve the quality of employees", vigorously strengthen employee education, continuously improve the quality of employees, and closely link incentive measures such as enterprise investment, rewards and punishments with strengthening employee education. As a steel pipe post-processing factory, we require precision and accuracy, and the training of employees has also emphasized the introduction of advanced technology and equipment from the past to the neglect of technical training; Pay more attention to output assessment indicators and benefit assessment indicators, but pay less attention to education and training assessment indicators and employee quality assessment indicators. Pay equal attention to equipment introduction and employee training, and pay equal attention to economic benefits and education and training.
3. To strengthen staff education, we should strive to carry out all-round and multi-level training. We should set up new ideas and shape a new generation. Taking our factory as an example, through holding various training courses for employees, department-level cadres, relevant theories, professional knowledge and skills training, modern scientific management methods training, etc., employees and cadres can learn from practice and learn from the experience of other regions, industries and even foreign countries. Only by vigorously carrying out various trainings can employees master new technologies, skillfully use advanced equipment, and enable management cadres to master scientific management methods, so as to ensure that enterprises can produce high-quality products that meet the market and upgrade and innovate products quickly and smoothly.
4. To strengthen staff education, we must also carry out multi-channel and multi-form personnel training. In the long run, the improvement of employees' quality should also include the improvement of basic cultural quality, that is, the improvement of overall academic level and the implementation of continuing education. Enterprises must overcome quick success and short-sightedness, make strategic planning and deployment, and vigorously cultivate all kinds of talents through various channels and forms. In addition to holding various training courses, we also take various forms, such as sending training, entrusting training, and absorbing graduates, to train talents in many directions and in many ways.
The 16th National Congress of the Communist Party of China put forward the goal of building a well-off society in an all-round way in the first two decades of this century and basically realizing modernization by the middle of this century. The economy is more developed, the comprehensive national strength and international competitiveness are enhanced, socialist democracy is more perfect, the socialist legal system is more complete, and the ideological and moral quality, scientific and cultural quality and health quality of the whole nation are improved. Such a goal needs the efforts of all the people, and such efforts need the support of the overall quality of builders. In this sense, comprehensively improving the quality and ability of employees is related to the realization of the great goal of national development. It can be seen that the significance of improving the comprehensive quality of employees has gone beyond the scope of employees and enterprises themselves, and it has more important and far-reaching overall significance.