Training needs are not clear.
For many managers, training is "both important and at a loss". The fundamental problem lies in the fact that enterprises are not clear about their own training needs but are aware of the importance of training. The lack of scientific and detailed analysis of the training needs of employees in enterprises makes the training work of enterprises very blind and arbitrary. Many enterprises only temporarily arrange training work when the company has big problems in management and poor operating performance, only to meet short-term needs and immediate interests.
For the formulation of training needs, some companies put forward training requirements entirely by employees themselves, and the personnel department of the company simply agreed or opposed them. Some companies' personnel departments did not analyze the needs, but made their own training plans mechanically based on experience and imitation of others, or made them according to the plan of the previous year, instead of making this year's plans according to the actual situation; Some companies even define the training needs only according to the words of the boss. In short, the company did not carefully design and actively strengthen the training of employees by combining the development goals of the company with the career design of employees.
The training setting is unreasonable.
In terms of training methods, most enterprises use the traditional mode of teaching, "the teacher talks, the students listen, and the exam is tested", which leads to the disadvantages of being boring and ineffective, and makes employees lose interest in training. At present, education and training are centered on learning and mastering existing knowledge and skills, and students' innovative ability cannot be developed. The deep-seated role of training lies in developing students' innovative ability. The methods of discussion, learning, lecture, game, case analysis and module training explored abroad are worth learning from.
Students in the same training class often have uneven levels, which makes it difficult to coordinate the progress of the training class and the effect is not obvious. The training courses are rarely updated, and most of them follow the courses of last year or even previous years, which also reflects the lack of demand analysis.
Adverse supervision means and single communication channel
For enterprises, when the training enters the implementation stage, it is necessary to supervise the training, feedback the students' learning information in real time, and make continuous improvement in the process of continuous feedback. In fact, once the training begins, few people ask questions until after the training period, a simple test is conducted. For the trainees, there is a lack of communication in the training. In the same training course, some students learn very well and benefit a lot, while others learn very little, because there are problems in communication, they have not prepared well before learning the course, and they have not discussed with the training teacher or other students in the class about the problems in their own enterprise or those that they have not fully understood.
The training evaluation mechanism is not perfect.
Because most enterprises have not established a perfect training effect evaluation system, the method of evaluating the training effect is single, and the effect evaluation only stays in a simple exam after training, and no follow-up investigation is done afterwards. In this way, it can not play the role of evaluating the training effect, and the huge investment in training has not received the expected return. The main problems are as follows:
First of all, the evaluation investment of training effect is not enough. Most enterprises have recognized the need for effective training evaluation, but the investment in training evaluation is not enough; Or don't know where to start to evaluate, will evaluate this piece of idle.
Secondly, the evaluation method of training effect is single and the content is not comprehensive. There are qualitative and quantitative training methods, and there are many specific methods, such as pre-and post-test method, cost-benefit method, control experiment method and so on. However, at present, the method used in enterprise training evaluation is single, and most enterprises only conduct it in the form of examination during training, and no follow-up analysis will be done after the examination. The form of examination is an effective assessment method, but it has certain limitations and applicability, and not all assessment contents are suitable for the form of examination; In addition, the students are targeted at the exam, which makes the results after the exam not reflect the actual situation. Sometimes even exams are just a formality, and the actual effect is poor.
Incomplete training evaluation is also a common problem. Most training evaluations only assess the knowledge and skills granted in training courses, without going deep into the trainees' work behavior, attitude change, work performance improvement, ability improvement and benefits brought to enterprises. The evaluation work is only at the most elementary level.
Thirdly, the evaluation records lack systematic management. The evaluation of each training activity lacks systematic records, and there are not many enterprises that can completely record the evaluation methods, test contents, trainees' completion and test results; Even though the contents of training are recorded, these records lack professional management, and most of them are scattered and disorderly, and a training information system has not been established. All these are not convenient for effective analysis of the training effect and the next training work.
Finally, the evaluation is out of touch with the actual work. The test of training effect is only limited to the training process, not in the actual work, which leads to the disconnection between training and actual production services.
Lack of achievement transformation environment
When employees return to their posts after training, they need an environment that can promote the transformation of training results. However, in the working environment of employees, there are many factors that hinder employees from transforming their training results, such as the lack of support from department managers and colleagues, as well as the lack of time, funds and equipment. The lack of transformation environment of training results leads to the view that "training is of little practical use", which is another big obstacle to training work.
Shang Xudong, Senior Partner of Boyi Management Consulting Agency.