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So what is the significance of employee development?
So what is the significance of employee development?

So what is the significance of employee development? The competition of modern enterprises is the competition of talents, which has become the common sense of business circles. On the one hand, the competition of talents lies in whether enterprises can get excellent talents and how to retain them. So what is the significance of employee development?

So what is the significance of employee development? 1 employee development case HR worked in a small micro-internet company and was established for 3 years. The company wants to expand, and the leaders want to give employees the hope of promotion, and want HR to do a good job in the promotion system of the company. Starting from the case, first analyze what the leader wants HR to do, and then think about what to do.

The company is small in scale and has not been established for a long time. However, because the company needs to expand, the demand of leaders actually reflects the hope that the company can develop for a long time and let employees feel that there are opportunities for sustainable development.

According to the current situation of employee development, two years after graduation is generally a hurdle, and many people hope to have a development at this time. The most direct thing is that the position has changed and the salary has been adjusted. If it is because the company is not big, it is definitely not suitable, because there will always be opportunities for development. But if we just copy the systems of other companies, it will definitely not have a good result. Why?

First of all, the actual situation of other enterprises is definitely different from that of their own companies, with different scales, processes and operating modes. If they are used directly, they will definitely be acclimatized. However, if we can first understand the common practices of other enterprises and deeply understand the influence and help of the construction of career development channels on employees, the effect will be completely different. So you can try to start from the following aspects.

Firstly, the current positions of the company are classified to find the relationship between different positions. According to the actual situation of the company, the current positions are classified. For example, positions are divided into management, sales, and majors. After job classification, make a general evaluation and judgment on different jobs together with the heads of various departments. Not all posts are suitable for development through vertical promotion, but it is also a good way to enrich the content of posts and develop horizontally.

I have contacted a business assistant, whose main job is to handle business documents, which requires a very careful and rigorous working attitude. Although the technical content is not high, it is very important. This position is directly under the responsibility of the marketing manager, but there is no linear development opportunity for this position.

Therefore, there has been a constant loss of personnel before. After this problem appears, through the horizontal post development, the cross-departmental development of this post will begin, and finally the development and promotion of personnel will be realized. Therefore, through the classification and analogy of posts, we can find the relationship between different posts and realize the development of employees.

Secondly, formulate corresponding standards for different positions to let employees know how to work hard. For example, the company employs many salespeople. Maybe everyone starts at the grassroots level, but in a year or so, some salespeople can bring new people, some salespeople can do some basic team management besides bringing new people, but some people still stand still. Is it necessary to inspire different people? The most commonly used method is promotion and salary increase.

But how to achieve it requires standards and rules to let everyone compete fairly. All personnel who need HR to make qualification requirements for different levels. For example, a first-level salesperson can basically complete the sales task. Second-level salespeople can overfulfil sales tasks. The third-level sales staff can not only complete the sales task, but also assist the supervisor to manage the team members.

According to different requirements and standards, employees know how much effort they need to make and what they need to learn if they want to go to by going up one flight of stairs.

I once met a position in a department, although all of them are data analysis positions, but through classification, I found that data mining positions need basic data analysis in the previous stage, so if you take the initiative to tell employees when the position develops, you can start with basic data analysis first, and then 1-2 years later, if you pass any training and certification exams, you can apply for data mining positions.

Of course, in addition to job classification and standard setting, supporting measures need to be formulated. For example, if the standards of employee career development are established, it is necessary to ensure the fair and open implementation of competitive recruitment process, the follow-up support of performance management process, the training resources for coaching employees who are willing to develop, and the appropriate salary and benefits to motivate them. Therefore, the development of employees is a multi-angle and multi-dimensional system engineering.

We need to consider the relevant situation when preparing the employee career development and promotion system. When all relevant aspects are considered, the trial will not be caught off guard. In addition to policy formulation, policy publicity and implementation are also indispensable.

I remember when I was doing an employee engagement survey, I found that employees kept giving feedback that they didn't understand the company's systems and policies. Actually, there is, but why don't employees know? Because many systems and policies are hung in the company's enjoyment documents, no one is going to publicize and explain them. Employees just see the cold words and don't know the true meaning and related content of the words, so they still don't really understand them.

Therefore, publicity and explanation work is also an important thing that HR people must do. It is the best thing if employees can develop with the company, but to do this requires the continuous efforts of HR and company leaders.

So what is the significance of employee development? The so-called employee training refers to the management activities that some organizations carry out purposeful and planned training and training for employees in order to carry out business and cultivate talents. Its goal is to make employees constantly update their knowledge, develop their skills, improve their motivation, attitude and behavior, and make enterprises adapt to new requirements and be better qualified for their jobs.

Work at present or assume a higher level position, thus promoting the improvement of organizational efficiency and the realization of organizational goals. Training is divided into pre-job training, on-the-job training and special training. As an important part of the whole human resource management chain, employee training is of great significance.

First of all, training can enhance employees' sense of belonging and ownership of the enterprise. Training is the best reward for employees.

For enterprises, the more adequate and attractive employee training is, the more value-added role of human resources can be brought into play, thus reducing costs and creating more benefits for enterprises. Recently, Mercer Consulting released the latest salary survey of 40 multinational companies in Shanghai.

According to the survey, these 40 companies think that the three most important factors to attract employees are: employee development plan 78%, reward and affirmation for employees 60%, salary and welfare 56%, etc. Followed by training plan 40%, working environment 28%, and work content 25%. It can be seen that in addition to providing employees with higher salary and welfare benefits, we should also attach great importance to the training and development of employees and their working environment.

It is precisely because of these factors that these 40 multinational companies have maintained a low employee turnover rate of 4 to 5 percentage points lower than the overall market in Shanghai. According to the data, PepsiCo conducted a survey on 100 of 270 employees in Shenzhen, and almost all of them participated in the training. Among them, 80% employees are satisfied with their jobs, and 87% employees are willing to stay in the company. Training not only improves employees' skills, but also improves employees' understanding of their own values and better understanding of work objectives.

Second, employee training is the source of strength for the sustainable development of enterprises and the need for their survival and development. Training can promote two-way communication between enterprises and employees and between management and employees.

Enhance the centripetal force and cohesion of enterprises and shape excellent corporate culture. Employing people is to cultivate people first. If you only use it without training, people will not grow, or they will not grow according to the needs of the company, and the efficiency will become worse and worse. The quality of employees determines the quality of enterprises. Only with high-quality talents can we talk about sustainable development.

Through training, let new employees integrate into the corporate culture, let old employees supplement new knowledge and skills, and keep up with the pace of enterprise development. Training not only increases the overall value of human capital, but also increases the value of the enterprise itself.

Many enterprises adopt their own training and entrusted training. It is easy to integrate training into corporate culture, because corporate culture is the soul of an enterprise and a micro-cultural system that educates all employees on corporate consciousness with values as the core.

Enterprise managers and employees will not only consciously learn and master scientific and technological knowledge and skills, but also enhance their sense of ownership, quality and innovation. So as to cultivate everyone's professionalism, innovative spirit and sense of social responsibility, and form a good atmosphere of self-study of scientific and technological knowledge and conscious invention and creation from top to bottom. Enterprise scientific and technological talents will grow sturdily, and their scientific and technological development capabilities will be significantly enhanced.

Third, training can improve the overall quality of employees, improve production efficiency and service level, establish a good image of enterprises and enhance their profitability.

A piece of iron can be sawed and melted, or it can be made into steel. For enterprises, employees are such iron. Should they be sawn or refined into a good piece of steel? I believe that enterprises are more willing to introduce good steel, making it the development hope and pillar of enterprises. Plum blossom fragrance comes from bitter cold. To become a good piece of steel, in addition to employees' own efforts and pursuits, it largely depends on the guidance, edification and cultivation of enterprises. Training is to improve the ability of employees and the competitiveness of the company.

The important way to compete for power is that the company's productivity will not be improved without training, and it will definitely be surpassed by competitors and eliminated by the market. Companies that don't pay attention to training, employees can't see the future and growth, and thoughtful employees will be confused and lost, leaving only sand.

The company is going bankrupt. Without the unified training of the company, everyone will form their own work style or management style. The company has no strong culture. Managers are fragmented, one person does one thing, and one person is not convinced of each other. The company has evolved from a management problem into a fierce [political] struggle. Staff training is an important way to cultivate talents. Enterprises need talents, one way is to hire them from outside, and the other way is to cultivate them internally.

In contrast, internally trained talents are more suitable for enterprises and can be more integrated into corporate culture. The presidents of many large enterprises in the world are trained internally. For example, the American president of McDonald's, who started as a newspaper worker, eventually became president through training and his own efforts.

Fourth, staff training is a high-return investment. American authoritative organizations monitor that the return on training investment is generally around 33%.

In the analysis of large American manufacturing enterprises, the company's return from training can reach about 20%-30%. Motorola provides at least 40 hours of training for all employees every year. The survey shows that for every $65,438 +0 training fee, Motorola can achieve a production benefit of $40 in three years.

Motorola believes that high-quality employees have created $4 billion in wealth for the company through technological innovation and economic operation. Motorola's huge training income shows the importance of training investment to enterprises. The low-quality talent team not only has low production efficiency, but also causes a lot of waste. Someone is studying painters in the automobile industry.

It is found that an unskilled painter will waste nearly 654.38+10,000 yuan of paint a year with only one spray gun. In a sense, employee training is a high-return investment. Through training, we can improve the quality of employees and achieve the double return of increasing income and reducing expenses.

Five, adapt to market changes, enhance the competitive advantage, cultivate the reserve force of enterprises, and maintain the vitality of sustainable operation of enterprises. Training provides continuous innovation power for enterprises. The changes in the internal and external environment of enterprises pose a severe challenge to the survival and development of enterprises, forcing enterprises to carry out continuous management innovation and technological innovation. It is far from enough to invest only in capital and hardware, because the pace of knowledge and technological updating is accelerating, which also puts forward higher requirements for the systematicness and integrity of enterprise training system.

And enterprise competition, to put it bluntly, is talent competition. Wise entrepreneurs are increasingly aware that training is a "people-oriented investment" that can not be ignored in the development of enterprises, and it is the fundamental way to improve the "hematopoietic function" of enterprises. According to a research data in the United States, the best investment ratio of enterprise technological innovation is 5: 5, that is, "people-oriented investment" and hardware investment each account for 50%.

People-oriented soft technology input, after acting on the hard technology input of mechanical equipment, the output benefit doubles. Under the same equipment conditions, the input-output ratio of 1 and 8 can be achieved by increasing the input of "people-oriented". In promoting technological innovation, developed countries not only pay attention to the hardware input of introducing, upgrading and transforming mechanical equipment, but also pay more attention to the soft technology input with the main goal of improving people's quality.

Facts have proved that talents are the first resource of enterprises. Only with first-class talents can we develop first-class products and create first-class achievements, and enterprises can be in an invincible position in the market competition. As the largest chain restaurant in the world.

Since entering China, KFC has not only brought delicious fried chicken with exotic flavor and tens of thousands of employment opportunities to China, but also brought a brand-new international standard personnel management and training system. As a labor-intensive industry, KFC pursues a "people-centered" human capital management mechanism. Therefore, employees are the key to KFC's rapid development in the world.

KFC has continuously invested capital and manpower in training at all levels. From restaurant waiters and restaurant managers to managers of functional departments of the company, these trainings not only help employees improve their work skills, but also enrich and improve their own knowledge structure and personality development. KFC's work and training experience turned employees into talents, human resources into human capital, and then grew into excellent enterprise management talents in the process of China's economic development.

However, there are still many shortcomings in employee training in Chinese enterprises at present. Specific performance in:

First, business leaders have insufficient understanding of training.

Most enterprise managers have realized the importance of training, but their understanding of training is not enough. Training only stays at the specific operational level, without realizing the strategic significance of training, without raising training to the strategic level and linking it with the development strategy of enterprises.

Second, the training work is not systematic. Many enterprises find it difficult to find a correct starting point in the specific training organization and implementation, and lack scientific and systematic training methods. Enterprise staff training is still at a low level. Mainly manifested in:

1, training demand analysis is not

Comprehensive and lack of pertinence.

2. Lack of reasonable training plan.

3. The implementation of training organization lacks scientificity and standardization.

4. Lack of perfect training evaluation mechanism.

In a word, employee training is one of the important contents of human resource management research, and its essence is the enterprise's investment in human capital. Really paying attention to employee training will be a win-win choice for both enterprises and employees.

So what is the significance of employee development? 3. The necessity of making employee career development plan.

1, the employee development plan helps to stimulate the enthusiasm and creativity of employees.

No matter the enterprise organization or the individual employee, if there is no goal, there will be a lack of motivation. The prominent feature of career design is the goal. The employee development plan envisages and plans a series of possible development trends in employees' personal professional activities, points out ways and methods, and provides help and support.

Encourage employees to consciously link the development of enterprises with personal success, constantly improve their ability level in order to achieve their goals, give full play to their intelligence, overcome various difficulties and setbacks in professional activities, and always develop towards the goal of career development planning and design. Moreover, employee development plans are often tailored to employees' deep-seated professional needs and their own characteristics. It draws a "unique blueprint" for the future development of employees, and its incentive effect is strong and lasting.

2. The employee development plan helps employees to enhance their ability to grasp and control their work.

The employee development plan is based on employees' personal interests, qualifications and skills. It enables employees to understand their own strengths and weaknesses, form the habit of analyzing the environment and work objectives, and enable employees to plan and allocate time and energy reasonably, complete established tasks and improve their business skills. This is conducive to strengthening employees' ability to grasp the environment and overcome difficulties.

3. The employee development plan helps employees to handle the relationship between professional life and non-professional life.

Scientific career design can help employees look at various problems and choices in their work from a higher perspective. On the premise of serving professional goals, we should consider various factors in professional life and non-professional life, and correctly handle the relationship between professional life and personal pursuit, family goals and other non-professional life, so as to make professional life more substantial and fruitful, which is conducive to the realization of professional goals.

4. Employee development plan helps to realize and surpass the self-worth of employees.

According to Maslow's hierarchy of needs theory, people's needs are various. The initial goal of employees' work may only be to find a job for survival and realize their lower-level needs, and then they may pursue wealth, status and fame, while the highest-level needs are self-development and self-realization needs.

Enterprises bring the personal development of employees into the track of enterprise development, so that employees can achieve personal development and personal achievements by participating in the corresponding level of training in accordance with clear career development goals while serving the enterprise to promote the realization of enterprise strategic goals. The career design of employees can refine their career goals for many times, so that their work goals can surpass wealth and status, and drive employees to pursue higher-level needs, self-worth and sense of professional accomplishment.

After understanding the necessity of employee development planning, we should also consider its implementation, which is a topic in front of every enterprise. At present, the implementation strategies of employee development plan mainly include: strengthening employees' vocational training, implementing strict performance appraisal, creating an environment for self-expression, providing a competitive platform, and cultivating a new corporate culture that conforms to the reality of China enterprises.

In a word, employee development plan is an effective measure for enterprises to improve the overall quality of employees and cultivate group talents, and it is also an effective means for enterprises to develop potential talents and retain outstanding talents. An enterprise can only achieve long-term development if it does a good job in employee development planning.