Research on Staff Training of Small and Medium-sized Enterprises

Research on Staff Training of Small and Medium-sized Enterprises

I. Introduction

(A) the background and purpose of the project

1, background

Since the Third Plenary Session of the 11th CPC Central Committee, with the reform and opening up and the adjustment of ownership structure, China enterprises have made great progress in the market economy. After more than 20 years of rapid economic growth, enterprises are not only growing in number and scale, but also playing an increasingly important role in promoting investment, expanding exports, driving gdp growth and increasing employment. However, there are also some problems, such as employees' quality and business development can not be improved synchronously, employees' knowledge is aging, and they can not adapt to new competition. In this context, enterprise employee training has been paid more and more attention by scholars and enterprises. However, the practical experience in recent years shows that many enterprises' employee training objectives are unclear, the training effect cannot be quantitatively evaluated, and the employee training enthusiasm is not high, which makes employee training a mere formality.

2. Purpose

Strengthening staff training can enhance the competitiveness of enterprises, realize the strategic goals of enterprises, unify the personal development goals of employees with the strategic development goals of enterprises, meet the needs of employees' self-development, mobilize the enthusiasm and initiative of employees, and enhance the cohesion of enterprises. Giving full play to the positive role of training in enterprises and establishing an effective training system are the prerequisites to achieve this goal. Therefore, increasing the continuous investment in employees, strengthening the education and training of employees, improving the quality of employees, and increasing the value of employee training, so as to continuously improve enterprise performance and realize strategic planning, has become a * * * knowledge in the business community.

(2) Research status at home and abroad.

In foreign countries, the theory of employee training has been quite mature, widely used in enterprise activities, and has created considerable benefits for a large number of enterprises. However, in China, the theory of employee training is not perfect and needs to be further improved. Only a few large enterprises have systematically and effectively trained their employees, while most enterprises only care about interests and ignore the training of employees. Our country should attach importance to staff training and make it play a corresponding role, so there is still a big gap between our country and foreign countries, and it needs the joint efforts of all sectors of society to provide impetus for our country's development in this field.

research method

Based on the professional theoretical knowledge learned in the university for four years, a large number of relevant materials are collected as preparation, and further study and understanding of relevant knowledge during the internship is an important condition. Through the scientific research methods of asking questions, analyzing problems and solving problems, the topic is studied.

(4) Research framework of the paper.

This paper analyzes the general problems of employee training. Firstly, the position and function of employee training in enterprises are expounded. Secondly, some problems existing in the common employee training methods in enterprises are studied, and countermeasures and schemes to solve the corresponding problems are put forward according to the actual situation. Finally, the full text is summarized.

Second, the status and role of employee training in enterprises

In the increasingly fierce market competition, employee training is the basis for enterprises to realize their strategies, which affects their production efficiency, core competitiveness, customer satisfaction, market share, profits and attractiveness to resources. If any enterprise wants to maximize its competitiveness, it must be able to manage its employees successfully. The research shows that there is a correlation between human resource management and employee training, and human resource management has a positive impact on employee training.

( 1)? Overview of employee training

Staff training is a planned and continuous activity for enterprises to equip employees with the knowledge and skills needed to complete their present or future jobs through various means, so as to change their performance in their present or future posts and ultimately improve the overall performance of enterprises [3]. Employees are the most valuable assets of enterprises, and they are also the new force and fighting team for the growth of enterprises. Excellent enterprises will attach great importance to staff training, integrate enterprise performance, guide enterprises to form the same values, enhance enterprise cohesion, build a harmonious enterprise, and enable enterprises to achieve sustainable development in the fierce market competition. Staff training can make employees improve their own quality, work performance and overall performance of enterprises. What employees learn in training must be applied to practical work. In order to meet the requirements of work, cultivate talents needed in all aspects, and ultimately improve the efficiency of enterprises, which is conducive to sustainable development. Harold, a famous American management scientist? Cüneyt believes: "Staff training is to design and maintain a good environment, so that people can efficiently complete the goals set in the team [4]." In this case, in order to design and maintain such a good environment and enable people to work efficiently in groups, training is needed. Good and effective training is the guarantee of organizational efficiency. Training is not only a science, but also an art.

(2)? The Position of Staff Training in Enterprises

The strategic position of employee training is actually a positioning problem of employee training, that is, the goal and direction of employee training. To do a good job in employee training, we must first clarify the objectives of employee training, so that employee training can be positioned well from the beginning and be on the right track. Whether an enterprise can make a correct strategic choice is very important, and whether it can implement the strategy correctly is also very important. So what role does employee training play in enterprise strategy? The implementation of strategic objectives must be implemented to everyone through the organizational system, and the role of people in the organization can be fully exerted to achieve the objectives. Job descriptions, job responsibilities, job standards, etc. only stipulate job responsibilities and qualifications. It can't explain the specific content of each post in different periods. If you perform your duties according to the job description, employees will not find the direction of work, and employee training is like a clue, connecting each position and giving each employee a strategic task. By making training for each employee, the enterprise strategy, position and employees are integrated. Performance management is an auxiliary means to achieve the strategic objectives of enterprises, which can help enterprises achieve the predetermined strategy through effective goal decomposition and step-by-step implementation. On this basis, straighten out the management process of enterprises, standardize management methods, improve the management level of managers and improve the self-management ability of employees.

(C) Staff training is playing an increasingly important role in enterprises.

The core object of enterprise employee training is people, and in the final analysis, it is the management of people. Staff training can improve the efficiency of enterprises, improve their own quality and work quality. The basic common sense that employees should have makes employees have a cooperative team, which is the key to the success of enterprises. The focus of employee training lies in people, in people's soul, emotion, needs, potential, communication between people and harmony between people and organizations. For example, Haier's innovative employee training lies in the fact that innovation permeates every employee's actual actions, and there are two patent inventions every day [3]. This is the charm of enterprise employee training and the pursuit of enterprise employee training. Staff training plays an increasingly important role in enterprises, which is embodied in the following aspects:

1, training helps to improve enterprise performance. The realization of enterprise performance is based on the realization of employee performance. Effective training can help employees improve their knowledge and skills, change their attitudes, enhance their understanding of enterprise strategy, business objectives, rules and regulations and work standards, and constantly improve their work enthusiasm, thus helping to improve their work performance, thus improving the performance of enterprises, especially when their personal work performance is below the required level.

2. Training helps to enhance the competitive advantage of enterprises. Establishing its own competitive advantage is the key for any enterprise to survive and develop in the fierce market competition. Nowadays, with the rapid development of knowledge economy and science and technology, the business environment of enterprises is complex and changeable. Through employee training, employees can master new knowledge and technology in time, ensure that enterprises have high-quality talent teams and form a good learning atmosphere.

3. Training helps to improve employees' satisfaction. Employee satisfaction is one of the necessary conditions for the normal operation of enterprises, and training helps to improve employee satisfaction. Training employees can make them feel that enterprises attach importance to and care for themselves. Training employees can improve their knowledge and skills. With the improvement of knowledge and skills, employees' job performance can be improved, which is conducive to improving employees' sense of accomplishment.

4. Training helps to cultivate corporate culture. 2 1 century is not only the competition between enterprises, but also the competition between talents. In the increasingly competitive market environment, corporate culture is also an important part of enterprise management. A good corporate culture has strong cohesion, standardization, guidance and motivation for employees, and is also of great significance to enterprises. Therefore, many enterprises pay more and more attention to corporate culture construction while attaching importance to employee training. As a member of an enterprise, corporate culture must be recognized by employees, which needs to be constantly informed and educated.

Three. Problems existing in employee training in enterprises

Many enterprise managers regard employee training as one of the most difficult problems in enterprise management. The problems existing in employee training can be summarized as follows:

(A) the limitations of the concept of leadership

1, leaders pay insufficient attention to training. In the research, it is found that most enterprise leaders think that they or enterprises attach great importance to employee training, but most employees do not feel the attention of leaders. Why is the gap so big? Combined with the motivation of some enterprises to choose training, it is a good proof that enterprises pay insufficient attention to employee training. Thought guides action. Only by putting things into practice can we solve the problem. Only by implementing employee training from cognition to specific work can we really carry out training and show the benefits of training, thus highlighting the important role of training.

2. Cognitive bias of leadership training role. Although many business leaders recognize the importance of training, and agree that training is an important means to improve the quality of employees, an important way to retain talents and a driving force for enterprise development, they cannot understand that training is an investment, and even think that "employees are easy to quit after training, and enterprises will lose a lot" and "enterprises do not need training when they are well developed", so enterprises are more cautious in choosing training. Generally, they choose training in three situations: competitors are doing training, enterprises have their own problems, and relevant government departments require training. Few enterprises systematically plan employee training.

3. The choice of leaders' training objects is inaccurate. Training is very important for every employee. In fact, every employee needs training, but the training content is different. Business leaders think that senior managers don't need training because they are experienced and talented. As we all know, the quality of top managers has the greatest influence on the development of enterprises, and they need to update their knowledge and change their concepts. Some business leaders believe that ordinary employees can use it without training after recruitment, that is, even if they are recruited according to certain requirements, they should be trained in their work attitude and corporate culture. Only when enterprise leaders fully realize the value of training can they correctly select training targets and conduct appropriate training.

(B) the training system is not perfect

Simply establishing enterprise training institutions has become a common problem in many enterprises, and many enterprises do not have human resources departments. Many enterprises' training work is managed by other departments such as offices or enterprise management departments. Because there is no special department engaged in training, there is less manpower input in training, so there is no training system, training planning, training evaluation and analysis, and the decision-making on training activities is arbitrary and temporary. For example, a company is a construction group company and won the National Federation of Industry and Commerce, with a total income of 100 million. It has more than 300 technical managers. The company has no human resources department, and the enterprise management department is responsible for employee training. The company has no training plan and training system. The training activities carried out by the company are as follows: (1) Project managers go to relevant training institutions to learn project management knowledge, and do not take relevant certification examinations organized by institutions; (2) To participate in relevant special types of work required by the government, technical level training needs to be conducted by specialized training institutions; (3) The company implements an internal teaching system, and the department manager or project leader gives lectures to relevant management personnel during the break. It can be seen from this case that the imperfection of the training system is a major problem in training.

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