Why does internal training make ordinary employees better?

Is it possible for employees to overtraining? This situation cannot exist. In practice, many managers think that "my employees are all trained" or "my employees are excellent" ... they just need a little training. "This concept is actually wrong. For employees, training will never end. Providing training for employees is the best way to motivate yourself. This kind of training is not necessarily provided externally, but can be provided through internal training.

Internal training refers to the process of improving the knowledge, skills and attitudes of newly recruited employees or existing employees through various ways and means, and reaching the expected standards. Because the training objects are different and the training contents are different, enterprises generally need to adopt a variety of training methods and methods to achieve good results. Internal training is the most important part of the training system, the cornerstone and non-renewable force of training, and plays a very important role in enterprises. Internal trainers are teachers in enterprises and the most recognized and user groups. They integrate enterprise spirit into the curriculum, explain knowledge transfer skills and answer various difficult questions for employees.

There are two ways of internal training. One is that internal managers are lecturers and train employees according to the internal training materials of enterprises. They are not full-time trainers, but they can be sent abroad to participate in external training courses according to the actual situation, which should be set according to the specific needs of their posts. The other is that full-time internal trainers go outside to listen to various open classes, and then return to the enterprise to "impart" the knowledge they have learned to internal personnel.

[case study]

The promotion department of a large supermarket recruited a new employee Wang who had no retail experience. In the first week, he was taken away by an "old employee" who had worked for three months. There are seven days of work this week, and he works overtime all night (free of charge) without rest. Three weeks later, the "old employee" resigned and the new employee Wang became an old employee. After working alone for two weeks, he also began to take new employees. Two months later, Wang learned that the warehouse tally position was short of people and the work was more comfortable than the promotion department, so he took the initiative to communicate with the warehouse leader. The manager of the warehouse department decided to let him fill out the personnel list and come to work in the warehouse the next day. So, this Wang went to the personnel department to fill in the resignation form, which was signed by the manager on duty that day, and then resigned and filled in the entry form again. After asking the relevant leaders to sign, I went to work in Houcang the next day. After another 20 days, Wang left the supermarket and officially resigned. This is a typical change process of employees at the bottom of retail enterprises. Whenever domestic retail enterprises start large-scale store expansion, it is always accompanied by a series of problems: poor store execution ability, declining management level, rising employee turnover rate, declining sales performance of single stores and so on.

The root of this series of problems lies in the imperfection of the internal training system of enterprises, and the failure to establish a talent echelon for the large-scale expansion of stores in advance to support the expansion of regional new stores. Therefore, when new stores are opened, enterprises often don't have enough people to support the opening of new stores, and they can't find suitable managers.

[Skillful touch of gold]

Internal training has the advantages of strong pertinence, easy to communicate and improve after class, so internal training has become the main training system adopted by many enterprises. Internal training can be achieved by the following methods:

1. Classroom teaching. This method is the main way of school education. Because of its simple implementation and strong pertinence, it is also the most commonly used in internal training of enterprises. Because this method is mainly taught unilaterally by teachers, the teaching staff has a great influence on the training effect. The disadvantage of classroom teaching method is that it is single and does not meet the requirements of diversification, so it is often used in combination with other methods. 2. Procedural teaching method. This is a systematic training method to teach job skills through textbooks or computers. This method first asks questions or states facts, and asks trainees to answer them, and then immediately gives feedback to the questions they answered. There are two main advantages of procedural teaching method: first, it overcomes the shortcoming of "one-way indoctrination" in classroom teaching method, so that trainees can better master what they have learned through feedback mechanism; Second, this method can reduce the training time by unifying the schedule and planning the teaching. The disadvantage of this training method is that it is sometimes very expensive to make teaching manuals and software that conform to the programmed teaching of enterprises. 3. Case study method. This is a kind of training mode that provides trainees with a written description of an enterprise problem (that is, a case), and then asks them to propose a solution to the problem on the basis of analyzing the case and communicate with each other. Case study method can be divided into two types: one is discussion method, that is, after the case is given, students (generally middle-level managers or above) can freely discuss and express their opinions in order to achieve the purpose of raising awareness; The other is the plot deduction method, that is, the real plot at a certain moment is first cited, and a series of questions are put forward to the trainees' reasoning, imagination and foresight ability, so that their answers can gradually unfold the plot until the whole picture of the event is depicted. Finally, the countermeasures are summarized through discussion. 4. Simulation training method. This is a training method that pays attention to operating skills and agile response. By placing students in a simulated real working environment, students can repeatedly operate and train, thus solving various problems that may occur in practical work and laying the foundation for entering practical jobs. Adopting simulated training can reduce training costs, improve learning efficiency and reduce risks. This method has three shortcomings: first, its application scope is limited to the training of operational skills and agile response; Secondly, simulating the real working environment also requires a certain cost; Thirdly, if the trainees trained by this method want to be competent for practical work, they need to be supplemented by practical field training. 5. Film and television training law. That is, using movies, closed-circuit television, VCD, video and other means to train employees. There are three main advantages of film and television training method: first, it can describe the specific order that should be followed in a period of time through the static action, fast and slow playback and playback of film and television means; Second, it can show students real scenes that are difficult to show in general lectures; Third, the cost can be reduced by repeated training of people throughout the organization. The disadvantage of this training method is that it is not interactive, and students often choose the plot according to their own understanding, thus affecting the training effect. 6. On-site training method. This method refers to let trainees learn to do a job through practical work, that is, superior managers and senior employees, on the one hand, as leaders, command and organize subordinates or new employees to complete tasks; At the same time, as an educator, I impart skills and knowledge to my subordinates or new employees in the course of my work. The advantage of on-site training is more prominent, that is, it costs less, students learn while doing, and there is no need to invest more off-the-job training facilities like programmed teaching method and simulated training method. However, this method requires that the trainees have received strict training and have the necessary training materials, otherwise it will become a mere formality. 7. role-playing. This is a training method, in which two or more participants play different roles in a given management scenario. Through their role-playing, other trainees can see various possible tendencies of the development of the situation and consider countermeasures accordingly. Through this method, students can quickly get familiar with the working environment, understand the work content, master the necessary work skills and quickly adapt to the requirements of actual work. This method has two main advantages: first, it costs less; Second, it is conducive to the behavior innovation of role players, which they can't and dare not do in practical work. However, this method also has obvious shortcomings. For example, an activity may take an hour or even longer to complete, and if the activity instructor organizes it without being ready, it will give students the feeling of wasting time. 8. Job rotation method. This is a training method for enterprises to systematically rotate employees to engage in different jobs, to examine the advantages and disadvantages of employees, and to engage in training of various work abilities.

9. Participate in legal management training. This method is mostly used to train promising middle managers in enterprises. The main method is to set up a participatory management composed of trainees, so that they can put forward the construction policy of the whole enterprise or a specific problem, thus providing them with experience in analyzing enterprise problems. The advantage of this method is that the participating managers come from all departments of the enterprise, and it is beneficial for them to understand each department in mutual learning and discussion. On the other hand, its suggestions on top management issues such as organizational structure adjustment and partial conflict resolution will be of positive significance to top managers of enterprises. The disadvantage of this method is that the middle-level backbone of the enterprise is easy to adversely affect the enterprise. 10. Business exercise method. This refers to a training method which treats trainees as operators of computer-simulated competitive enterprises in the same industry, provides them with the same operating conditions and data, allows them to compete and "operate" according to these data, and finally studies the gains and losses of business decisions based on the advantages and disadvantages of "operating" results. This method is true and competitive, which allows trainees to fully prepare and even redevelop their own departments, which is conducive to the development of leadership, cooperation and team spirit, but this method also has its inherent shortcomings; First, the design and implementation cost of its software is high; Second, this kind of training method often only limits the trainees to a set decision-making table for decision-making, which is not conducive to innovation. 1 1. Behavior imitation method. This refers to a training method. First, the trainees are shown good management methods, then they are asked to imitate them, and finally the lecturers give feedback. The advantage of this method is that it can be widely used, and ordinary employees can master the skills of putting forward and accepting criticism and seeking help; For grass-roots managers, problems such as giving common sense, punishing, introducing changes and improving poor work performance can be better handled; For middle managers, they can better deal with issues such as giving guidance, discussing work performance and inter-departmental cooperation. The disadvantage of this method is that all good management methods are modeled, which is not conducive to the innovation and initiative of students. 12. Access method. This refers to a training method that arranges employees to visit relevant units in a planned and organized way in order to inspire trainees and consolidate their knowledge and skills. The advantage of this method is that trainees can quickly accept a new method and new things through their typical appearance.

The formation of trainers in many enterprises relies on the way of compulsory material rewards. For example, it is stipulated that the leaders of which positions in the company must attend classes for how long each year, the price of different people attending classes, or inviting outstanding employees and experts in a certain field of the company to teach, and they are paid by the hour. These methods are often not very effective because they are not mandatory or inspiring enough.

The correct method should be to implement the selection system and combine the unique incentive mechanism.