How to effectively improve the effectiveness of staff training in scientific research units

1. Build a training system suitable for the reality and development of enterprises.

Enterprises should make detailed plans from the aspects of training course design, training plan formulation and implementation, training effect evaluation and evaluation according to the present situation and development requirements of enterprises for employees' quality and skills, as well as their current mastery of quality and skills. And make timely adjustments according to the actual effect of training, staff quality and ability standards and company strategy.

2. Build the enterprise into a learning organization.

There are three levels of enterprise training. First, what kind of training is needed? The training instructors take the initiative to teach, and the trained employees passively accept it. At present, most enterprises adopt this kind of training, and the real effect of training is very poor. Second, self-study by employees at work and on-site guidance by managers are the best training forms, but they are rarely used in enterprises at present. Third, establish the enterprise as a learning organization and advocate lifelong learning for the organization and employees. Many enterprises have done this work, but they have either become a mere formality or failed to persist. Learning employees and learning organizations are the most competitive factors for enterprises in the future market competition environment. This lifelong learning ability of enterprises and employees can make enterprises and employees truly adapt to the ever-changing external competitive environment. At the same time, it can also promote an internal competition.

3, the shaping of corporate culture

If enterprises and employees only rely on interests as a link to maintain their relationship, then this relationship will never be strong and can not stand the test of external environmental changes. For high-tech enterprises, one less employee means one more problem to be solved. Then it is impossible for enterprises to achieve the expected results in training employees. Only by creating a good corporate culture that all employees of the enterprise recognize and are willing to practice, can the enterprise and employees really have a certain cohesion, and can all employees participate in the development tide of the enterprise, thus ensuring that the implementation of the enterprise strategy has a sufficient implementation foundation. Only in this way can we ensure that employees are willing to actively use all kinds of knowledge and skills gained in training to create benefits for enterprises. So as to improve the effect of enterprise training.

4. Training needs innovation.

Enterprise training must be based on enterprise development and employee demand, as well as social development and progress, and constantly innovate in terms of training content and training form, especially by leaps and bounds. In the process of innovation, we must first measure the affordability of enterprise training costs, the acceptance of trainees, and the mastery and control of training resources. In short, the only purpose of training innovation is to improve the training effect and let the trained employees achieve the training purpose!

5, the change of training concept.

First of all, we should change the concepts of "training uselessness" and "training omnipotence" in enterprises. We can neither treat training as uselessness nor pin all the hopes of enterprises on training, but can only guide employees to develop in the direction that enterprises need. The second is to change employees' concepts of "training is welfare" and "training is burden", so that employees can truly realize that training is not only their due right, but also their due obligation, which can not only improve their skills, but also make them better adapt to the enterprise environment. In addition, enterprises should not think that ordinary employees don't need any training just because their work content is relatively simple and repetitive, but should let management receive more training. One of the biggest benefits of training is that employees can find a distance from the development of the enterprise. In fact, most of the work of enterprises must be trained by ordinary employees. The basic professional quality, knowledge and skills of ordinary employees actually determine the survival and development of enterprises. Enterprises need to carefully determine the training targets and objectives, and strengthen the management mechanism of employee training.

6. Make full use of the incentive and guidance mechanism

The training cases of Ye Yue Orienteering Service Co., Ltd. for many years show that the ultimate goal of training is not to train for the sake of training. Enterprises organize a lot of manpower, material resources, time and energy to train employees, not only to let employees have correct concepts and master advanced knowledge and skills, but also to improve the efficiency of enterprises, including team spirit and operational ability. Then employees must be able to actively use the knowledge and skills gained from training, strengthen the existing and expanding capabilities, and make themselves more suitable for the current team, which depends on the establishment and full use of effective incentive and guidance mechanisms by enterprises. You can also find another training institution for active outward bound training. Therefore, enterprises should first establish an incentive mechanism that can guide employees to actively use what they have learned according to their own situation.