Organization and implementation of enterprise management personnel training.

Teaching chapter content: Module 5: Organization of teaching hours: 2 hours.

Task 2: Staffing

Project 3: Organize and implement personnel training.

Purpose requirements:

Professional knowledge goal: according to different training objects, choose different training contents accurately; Master the basic elements and standard format of training scheme design; Various problems that should be paid attention to in the training process.

Professional ability goal: be able to flexibly use the main points of work to train practical operation ability; Professional judgment ability; Cultivate and improve the ability to correctly analyze and solve practical problems.

Teaching material analysis (key and difficult points):

Key points: make a reasonable and standardized training plan,

Difficulties: flexibly carry out the actual operation of training according to the different characteristics of the post.

Characteristics of teaching methods and means:

In the teaching process, methods such as flipping the classroom, adopting scenario simulation teaching method, task-driven teaching method and demonstration teaching method are introduced to cultivate students' behavior habits of autonomous learning, inquiry learning and group cooperative learning. Using information resources and information technology to carry out teaching can better achieve teaching results.

Task:

Students make a training plan for enterprise environmental supervisors who have worked in the enterprise for two years, and summarize the differences between them and new enterprise environmental supervisors in training content and training plan.

Encourage students to cooperate with foreign trainers in schools in the form of groups and practice the duties of training experts.

After-class notes:

Students' abilities of autonomous learning, teamwork, problem analysis and problem solving have been cultivated, and their comprehensive quality has been comprehensively developed and improved.

Project 3: Organize and implement personnel training.

Course import:

Let students get pre-class tasks through the platform of digital learning? Understand the job responsibilities of training specialists through various forms.

Suggestion: What can students provide through the learning platform? What is the job description of the training specialist? Or look for information on the internet, upload the collected information to the QQ study group of the group and discuss it together, trying to sum up the main responsibilities of the training specialist.

Record the discussion results and report the discussion in class.

Classroom teaching:

According to the previous course arrangement, the students established Qingyuan Environmental Protection Technology Co., Ltd. with their own professional simulation, and had a certain understanding of job responsibilities in the final course study. On the basis of this knowledge structure, students receive the task list of this lesson on the learning platform: training the newly hired environmental protection supervisor of the company. job order

Recently, Qingyuan Environmental Protection Technology Co., Ltd. newly recruited three corporate environmental protection directors, and needed training specialists to organize training for them. Please complete the following three tasks according to the job description of the environmental supervisor of the enterprise, the resumes and interview evaluation forms submitted by the three admitted personnel during the interview, and the job description of the training specialist:

1. Select the appropriate training content for these three newly hired enterprise environmental supervisors;

2. Design a scientific and reasonable training plan;

3. Organize and implement relevant training work.

Task 1: Determine the training content

(1) Teaching content: Select training content for different positions and different targets.

1, the main content of new employee training

New employees just entered the company, mainly to understand the company's culture and job responsibilities, so the focus of training is: the company's development process, business philosophy, internal operation, rules and regulations, code of conduct, safety knowledge, quality awareness and so on.

2, the main content of on-the-job staff training:

Employees should pay attention to the improvement of working methods and skills after reaching a certain length of service and position, so the training content pays more attention to: team building, working relationship, business awareness, interpersonal relationship, goals and plans, communication skills, tapping potential, project management, management ability, leadership ability, financial management, etc.

3, the main content of middle and lower cadres management training:

Self-development ability: self-study, time management, pressure balance, communication ability, meeting organization and negotiation ability;

Team building management ability: train employees, improve their performance, help employees to participate in competition, encourage employees to reach a vision consistent with the enterprise, motivate employees, help achieve goals and improve performance;

Ability to use resources: recruiting and selecting talents, making financial budget, reading financial statements, analyzing and implementing information management.

4, the main content of enterprise senior management training:

Self-development ability: establish business awareness and strategic thinking;

Team building ability: flat organization, correct culture, excellent team building and leadership training;

Resource utilization ability: recruitment, selection, talent exploration, talent management, information management planning, knowledge management, financial analysis and decision-making;

Operation and performance ability: project management ability, ability to promote enterprise change, observation and insight, determination and pace of change, quality, sustainable management and progress towards Excellence.

(2) Development form:

To effectively complete this training, we must first determine the training content. On the learning platform, students can click on the job description of the enterprise environmental protection supervisor prepared by the teacher before class, as well as the resumes and interview evaluation forms submitted by the participants in this training. Students can have an open discussion on the learning platform based on these materials, and teachers can guide and comment on students' views, so that students can gradually reach an agreement in the open discussion and determine the training content.

In order to better achieve the learning effect, guide students to complete a matching game, and choose the correct training content for different positions and different objects.

Task 2: Design a scientific and reasonable training program.

(1) Teaching content:

After selecting the training content, we should design a scientific and reasonable training plan accordingly. When designing a training plan, you should have the basic elements of the training plan and the format should follow the standard format of the training plan.

1, training purpose: write out the purpose and effect of this training accurately.

2. Training objectives: list the main objectives of this training. Only when the training objectives are clear can the training be carried out in a targeted manner.

3. Training time: When determining the training time, we should pay attention to whether the training focuses on centralized training or on-the-job training, so as to arrange the training time reasonably.

4. Training methods: There are two main training methods: off-job training and on-the-job training. According to different training purposes and training objects, choose appropriate training methods.

(1) On-the-job training

On-the-job training refers to training employees without leaving their jobs, also known as? On-the-job training No off-job training? Wait a minute. On-the-job training is conducted among all employees, and the training content is highly targeted. At the same time, the training content is combined with the actual operation on the job site, which is very practical. Trainers are often held by people inside the enterprise, such as supervisors or employees with certain qualifications and experience. It is of great practical significance to help employees improve their skills and efficiency. And because it is not full-time, it will not bring too much impact on the work, which is more economical for the organization. The basic requirement of on-the-job training is to train employees to have certain skills and reach the lowest level of completing the work.

1) The master takes the apprentice. This is the most traditional way of on-the-job training, with an experienced employee as a master and one or several new employees. This method is mainly used in handicraft field. Such as: barber, chef. Advantages: This method is easy to form a good employee relationship and does not affect normal work. Disadvantages: it is easy to form an informal organization, which is not conducive to unified management.

2) Job rotation. Let employees work in different departments for a period of time and enrich their work experience, which will help young managers to expand their management knowledge and skills, understand the situation of the whole company and find the most suitable position for them.

3) Settings? Assistant? Position, adding assistant positions in some higher management levels, which are held by students;

(2) Full-time training

Off-the-job training means that trainees leave their jobs and receive special training. Also known as off-job training, off-job training. At present, technological progress is changing with each passing day, and all kinds of new technologies, new knowledge and new information emerge one after another. To master the application, it is necessary to study systematically and comprehensively, which requires learners to concentrate their energy and time on learning. Off-the-job training is often realized with the help of social education institutions. In this way, we can broaden our horizons, understand the characteristics and organizational conditions of other organizations' production and operation, and get in touch with the latest production and operation, management, technical information and other means and expertise. Common ways are:

1) advanced management training is a kind of management training (such as MBA) for middle and senior managers launched by the school of management of well-known universities. This kind of training often requires participants to leave their jobs for a period of time and learn new knowledge systematically.

2) Academic education projects, employees who need to re-learn choose some institutions for further education, which can not only learn knowledge, but also improve their academic qualifications, such as on-the-job training.

3) Short-term seminars organized by some research institutions, consulting institutions and training institutions. The time schedule is generally from one day to one week, with a wide range of contents. These seminars are highly targeted and compact, enabling participants to obtain a lot of new information in a short time.

5. Training teachers: According to the training content, you can choose the manager of administrative personnel department, training lecturer, supervisor of enterprise environmental supervision, and old employees with expertise in a certain field.

6. Training content: Select the appropriate training content according to the different training objects and training purposes.

(2) Development form

Students independently learn the basic elements of a complete training plan in the form of groups, discuss and formulate a training plan in the group and upload it to the learning platform. Teachers can randomly select any group of training plans and list the training plans made by real enterprises for new employees in this position. All students can discuss their differences together. Students can revise and improve while learning, and groups can evaluate and score each other. This paper discusses the basic elements and format requirements of making a qualified training plan.