How can companies build a team of internal lecturers?

If an enterprise wants to build a good team of internal lecturers, it should start from the following three aspects:

1. The current shortcomings in the positioning of internal lecturers

When it comes to training, Many people equate it with "teaching". Therefore, when "training instructors" are mentioned, they also think of it as teaching and other work. This kind of role positioning is mainly focused on the teaching level, and other training activities are summarized as "various training tasks". Such role positioning is obviously not comprehensive, unclear, hierarchical, and non-instructive. The fundamental reason is that training managers, especially the compilers of the instructor management system, lack a structured understanding of the training management model, let alone the potential capabilities of internal instructors.

2. Four levels of structured training model

Training management can be divided into four levels, strategic level, operational level, project level and teaching level. Training activities in adjacent levels are logically related. The strategic level includes training planning, training organization, overall training operation and strategy implementation control; the operational level includes annual planning, resource organization and management, project operations, and operational quality control; the project level includes project planning, project preparation organization, project implementation, and project evaluation ; The teaching level includes activities such as curriculum development, teaching organization, teaching and teaching, and teaching evaluation.

3. Forward extension and positioning of the role of internal training lecturers

Compared with the four levels of training activities, internal lecturers are defined as four roles. It is hoped that lecturers can fully understand and In practice, the roles must be completely changed to realize the sacred mission of the lecturer. The first is to train ideological propaganda guides, that is, to stimulate willingness, identify needs, and teach effectively. Specifically, according to the adult learning psychology and the characteristics of adult learning, induction and training are conducted to stimulate interest in learning; through the promotion and explanation of training concepts and the teaching of learning methods to help students accurately conduct self-analysis and work analysis, and accurately locate needs; and vigorously correct students' needs. , managers' misunderstandings of training concepts, and effectively ensure the quality of teaching.