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下面为大家整理一篇优秀的paper代写范文- How to carry out effective enterprise training，供大家参考学习，这篇论文讨论了企业培训的问题。做好企业培训是所有培训工作者的心愿，也是企业提高核心竞争力的关键。随着形势的发展，培训已经不再局限于初期的简单知识传授，更多的是结合企业的长远发展与员工的自我发展。要做好企业员工培训，必须深入分析培训本身，了解培训的特点，掌握培训自身的内在规律，方可按照其规律科学合理的安排培训，才能取得事半功倍之效果。

Good enterprise training is the wish of all training workers, but also the key to improve the core competitiveness of enterprises. With the development of the situation, training is no longer limited to the initial simple knowledge transfer, more is combined with the long-term development of enterprises and the self-development of employees, the training as a provider of knowledge and environment, guidance self-study and innovation, and promote the enterprise and staff to win the complex. Only by providing training as a comprehensive body of knowledge and environment can we push the training into depth and play its role in a lasting way.

Wal-Mart founder Sam said: "The company's technology, patents, etc. can be purchased or copied, but only staff capacity is difficult to buy and copy." Bill Gates also said: "Take the best of our company 20 people, Microsoft will become insignificant in the world." Thus, with the progress of science and technology and the increasing competition, enterprises need to enhance the core competitiveness of enterprises in order to strengthen the competitive position in the industry, the survival and development of enterprises rely on high-quality workforce, and the promotion of staff quality depends on the internal organization of various effective training. The benefits of training are self-evident, but the status quo is not optimistic, and the essence of ―― is lack of effective training.

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To sum up, effective enterprise training is the wish of all training workers, but also the key to improve the core competitiveness of enterprises. So what is enterprise training? Enterprise training refers to the planned, systematic training and training activities carried out by enterprises or enterprises to improve personnel quality, ability, work performance and contribution to organization. To do well the training of enterprise employees, we must thoroughly analyze the training itself, understand the characteristics of training, master the internal rules of training itself, and then arrange the training according to its regular scientific and reasonable arrangement. In order to better carry out effective training, as training institutions first in the training to seriously solve the following issues.

The training needs of enterprises from two aspects: first, the needs of the organization, the second is the needs of employees. Fully understanding the purpose of training and effective training needs investigation is the prerequisite for training. The training needs survey must be detailed and reliable. Some training needs survey simply designed a questionnaire, in the questionnaire lists a large number of course names, let everyone choose, and then determine what courses to train. Such training needs surveys are only a survey of individual interests and do not combine training with enterprise development strategies and long-term human resources planning, and their role is rather limited. In determining the training course, do not because "feel" a good choice of course, must be targeted to carry out a depth and breadth of training needs survey. For example, in order to realize the overall goal of high skill training at different levels, on the basis of familiar with the new "National professional standard", using different survey methods, such as interview, questionnaire and search, to understand the future development direction of industry technology; understand the technology and equipment application status and update speed of the enterprise, understand the different position needs of the high skilled personnel, understand the individual needs of the trainees, understand the gap between the students ' existing knowledge, skills and professional standards, and the gap between the business needs and the actual job requirements. Before designing and compiling the implementation plan of Sinopec Training project, we not only carried out the training demand survey in Jiangsu oil field, but also carried on the investigation to other oilfields belonging to CNPC, which made our investigation conclusion both representative and Universal.

For the determination of the training content, we focus on the characteristics of the oil exploration industry in the detailed analysis of the training needs of the results of the survey, generally follow 3 basic principles: the first is to implement the "problem"-oriented training concept. Take the hot spot and difficult problem in production practice as the training point, in order to solve the problem the knowledge, the skill for the training focal point, unifies the diverse training method, enables the student to grasp solves the question the mentality, enhances the work ability, the instruction promotes the practical work; The training process for the familiar "old problems" in the summary, promote the purpose of organizing, guiding students to carry out the skills, skills of the exchange of experience to learn, master different solutions, get the greatest harvest. To the "new problem" is to learn, training as the gist, to learn to fill the goal of continuous updating, the third is to implement the "know, can, line" the principle of rational allocation. In the course of training implementation, according to the training requirements of different levels of talent, the corresponding settings include new knowledge, new technology, skills, new technology and job competency, teamwork ability, corporate culture, professional ethics education modules and other training content, in order to meet the needs of enterprises, job requirements and individual needs of harmony and unity.

To understand the different levels of staff training points, key points, so that the training more realistic. The father of adult Education Macon Knowles Summary: Adults are accustomed to active and self-guided learning, they bring many of their own experience into the training, so they will be able to make a certain contribution to the enterprise after training, but at the same time, adult experience can form a certain learning set and have a negative impact on learning, the role of experience is not entirely positive. When there are new tasks to be done, adults will be happy to learn new knowledge and new skills, and they want to know exactly why they are learning before they study. In recent years, we have organized more mature team length training, technician vocational qualification training, on-the-job technician capacity upgrading training, etc. before the training to carry out pre-school research and pre-school operations, through the analysis of the training needs of trainees to carry out more targeted training, this paper establishes the core competency model of class leader, and gradually forms the "four-stage" training model of high-skilled talents with the characteristics of skills upgrading, and the rotation mode of high skilled talents based on quality improvement, so that the training can be focused on the problems and tasks existing in the work. In the training process to take the ice-breaking team, analysis of the characteristics of students, encourage students to ask questions, as well as students skills display and other training methods, respect for the knowledge and experience of trainees, create a challenging training atmosphere, have greatly enhanced our training results.

Training teacher is the design, expression and leader of training activities, which embodies the combination of 3 kinds of professional roles, which plays a leading role in the whole training. Good training teachers in the training process to do: in the training class, teachers should be good at using teaching methods, so that teaching methods to serve the teaching content, not only as a lecturer, but also learn to do organizers, guides, to use the students ' resources, organize and guide the students to use the knowledge and theory, to analyze and summarize the experience and lessons in practice scientifically, to realize the sharing of knowledge and experience among the students so as to achieve the goal of mastering the professional skills and skills in a field quickly. No matter what teaching methods are adopted , we need students to have intrinsic learning power and external learning pressure. If the trainees do not know what they are going to learn in the training organization, then, for such students, to improve the training effect, training teachers must also pay attention to training skills. Good training teachers to master a variety of teaching skills, teachers with professional skills and professionalism, in imparting knowledge skills, with their own personality, enthusiasm to affect students, infect everyone, the advanced management concepts, methods to disseminate to students, to do tuition, dispel doubts; training must have corresponding teaching aids and facilities, many training teachers in this regard is not too fastidious, affecting the training effect. Teachers should be good at using and using modern teaching methods and use PPT and network information exchange extensively. At present, the distance training system established by enterprises, through this network learning platform, training teachers can carry on-line, offline classroom training, online answering questions, remote tutoring and so on, but also can share the courseware resources, present and training content closely related references, to provide students with the consolidation of learning results, broaden the learning horizon of information materials.

The details of the training process are ubiquitous, especially the key details, which, if neglected, will result in a well-prepared but short outcome. Training institutions should attach great importance to the implementation of the details of training, grasp the training process and links, the work to achieve perfection, training will really bring high value. After the contract to the training task, the first comprehensive understanding of the overall arrangement of the training courses, arranging the requirements of the trainees to coincide with the time; The curriculum should be targeted first and strong thematic, followed by short-term training to highlight the "enhanced" features, furthermore, we should strengthen the opportunities for participants to discuss exchanges, and to recruit teachers with teaching experience in accordance with the requirements of the training courses set up, so that the students can feel the desire to learn and inspire them to learn again. In advance, the study materials, curriculum arrangement bag, facilitate the students to distribute when the registration. We should pay attention to the training atmosphere, guide the students in the training process of the subject consciousness, so that they feel learning is their own thing, stimulate the interest and enthusiasm of learning, so that training into a virtuous circle of the track. Five must do the student service work well. According to the application of reasonable arrangement of accommodation, timely understanding of some of the special circumstances of the trainees, in the arrangement to give care. Training at the end of the training summary, so that students filled with hope, full of knowledge and return.

When a training is completed, the higher authorities of the trainees shall monitor the transformation of the training results. The trainees are encouraged to apply the contents of the study to the work practice in a timely manner and to give praise and appropriate incentives when the content of the study produces positive results. It is also necessary for training institutions to evaluate training. In time to do the transformation of training results, for unqualified training, find mistakes and deficiencies of the place to rectify and improve. At the same time, summed up the success of the bright spot, the spirit of continuous improvement in the quality of training principles, and constantly improve and consolidate the training effect, training evaluation can be achieved to measure the quality of training management, assessment of participants, evaluation of training results and so on. At present, many enterprises training in the early period of training spent more time, but not the effective evaluation of training; part of the training lack of effective conversion process tracking, supervision and testing, so that part of the training "vigorous" beginning, "quietly interest-free" end. In general, only to meet the training needs of trainees and future development of training only belong to the lower level of training, the real high-level training is to train trainees to the knowledge and skills to create and share knowledge, to create a work environment to encourage trainees to continue learning. Of course, in the real working environment, there are many factors that hinder the transformation of the employees ' learning results, which are to be solved and perfected.

To sum up, as the enterprise training institutions should take the leading role in the training, one should innovate training content, methods, improve the efficiency of training; second, we should strengthen the construction of teaching staff and improve teaching ability. Third, we should develop the training course and textbook system with the characteristics of the enterprise and close to the actual production. Four should be classified and stratified to carry out all kinds of personnel training; The five should take into account the reality and the future, maintain the continuity and With the development of the situation, the current training is no longer limited to the initial simple knowledge transfer, more is combined with the long-term development of enterprises and the self-development of employees, the training as a provider of knowledge and environment, guidance self-study and innovation, and promote the enterprise and staff to win the integrated body. Only by providing training as a comprehensive body of knowledge and environment can we push the training into depth and play its role in a lasting way.

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