Staff training and career planning(员工培训与职业生.doc

contents1. Staff training31.1 The introduction of training31.2 The benefits of staff training.62. Training deeds analysis.72.1 How to identify training needs 72.2 The significance of training demand analysis .72.3 How to effectively develop enterprise training demand analysis.9 2.4 Training needs of the feasibility of the screening.112.5 The perceived value of training122.6 Training needs analysis153. Training approaches213.1 Orientation for New Staff .223.2 Job Skills Training 223.3 Foreign Language Training .234. Evaluating the training deeds.245. Implementation of staff training procedures285.1 Training and development of the analysis phase 285.2 Delivering the training326. Assessing the effectiveness of training .336.1 General tips on training.346.2 The availability of training to staff.356.3 Enterprise employee training problems analysis 407. The solution of staff training the company 428. Strategic training .488.1 The definition of strategic training488.2 The difference between training and strategic training.498.3 Strategic training should possess the characteristics.508.4 The process of strategic training519. Career and Career planning 529.1 The concept of career 529.2 Career planning process 59References.65Staff training and career planning1. Staff training1.1 The introduction of training The enterprise economy in Europe has thrust the small business into the limelight where its performance, both as an employer and as a creator of wealth, is under close scrutiny. National agencies advise industry as a whole that, if it is to remain competitive, it must train and retrain its staff, and they can see no logical argument why the advice should not apply equally to the small business sector. however, by virtue of its size, a small business incurs particular difficulties in providing appropriate training for its staff which, I shall suggest, stem largely from a mismatch between the mutual expectations of each of the three major actors the employer, the trainer and the employee. In the various studies which support this paper, different definitions of small, as applied to businesses, have been adopted. An arbitrary limit of up to 200 employees has been used in a number of them sponsored by the European Community, but it is becoming clear that the size and structure of the management team is more significant in the way a firm views and manages its training than is the total number of its employees. So, for present purposes, a small business is one in which no member of the management team has as a major responsibility the management and delivery of training.This immediately points to the first problem area; that of the responsibility for the identification and clarification of training needs. Once a training need has been recognized, gaining access to training getting the trainer and trainee economically into a mutually profitable relationship poses particular problems to the small business. Lastly, making judgments about the worth (in accountancy and personnel terms) of a particular piece of training is often more difficult in a small concern than in a large one. This paper will expand on these problem areas training needs analysis, access and evaluation as they affect small businesses, and explore the potential of a number of new schemes, resources and applications of technology for alleviating them. So we need staff training no matter what kind of business.Training and development are processes that attempt to provide an employee with information, skills, and an understanding of the organization and its goals. In addition, training and development are designed to help a person continue to make positive contributions in the form of good performance. Orientation is designed to start the employee in a direction that is compatible with the firms mission, goals, and culture. Before training or development occurs an employee proceeds through an orientation to learn what the organization stands for the type of work he or she is expected to perform.Orientation introduces new employees to the organization and to the employees new tasks, managers, and work groups. Walking into a new job is often a lonely and confusing event. The newcomer doesnt usually know what to say or who to say it to, or even where he or she is supposed to be. Getting started is difficult for any new employee simply because being new means not knowing what to expect, having to copy with a major life change(the job), and feeling unsure about the future. These ingredients suggest that “newness anxiety” will naturally be significant. It takes time to learn the ropes, but a good orientation program can help make this time a positive experience. The first few days on the job are crucial in helping the employee get started in the right direction with a positive attitude and feeling.Different degrees of orientation are needed, depending on the experience, career path, and age of the new employee. A 50-year-old manager who is transferring to another department in the same company at the same job level may need only minimal orientation. However, a 20-year-old technician who is starting her first fulltime job after attending a trade school may need a full-blown orientation. Any orientation is designed to make the person more comfortable, knowledgeable, and ready to work within the firms culture, structure, and employ mix. Thus examining the background of the employee is important in designing the proper type of orientation program.This chapter will address orientation, training, and development in sequence. Each is important to the success of the firm and each must be used to optimize desired and results. Exhibit 13-1 presents key factors in the environment, HRM processes, and end results that are relevant to orientation, training, and development.Talent resource is the first resource. Enterprise to create world-class economic indicators, remain permanently advanced ranks incessantly, want to rely on to high and new, the sharp technology talented person for education training to safeguard. Training is the enterprise the development of human resources, and the foundation.The development of human resources is talent reserve, promoting the development of productivity important ways. Training success depends heavily on training needs analysis, training demand analysis is the training management activities, the first link to training effectiveness plays a vital role. Some enterprise training result is bad; the efficiency is not high, important reason lies in the lack of effective training demand analysis. As training activities first link training needs analysis more and more drawn peoples attention. This paper talks training demand and analysis problem, in personal opinion. 1.2 THE BENEFITS OF STAFF TRAININGAccording to studies and surveys, the following are the good results of staff training:* Improved quality of work* Increased productivity* Greater flexibility and responsiveness to change* Reduced insurance premiums* Less wastage* Reduced maintenance and repair costs* Greater commitment from staff* Higher staff retention rate* Improved moraleHelping the staff to develop through trainings is the best and greatest contribution an organization can make to their well-being. When the trainings are done well, the reward will be many times over the invested time, effort, and money. The results to these trainings -productivity, efficiency and job satisfaction - are sure guarantees to the success of the organization. I will present three points on staff training-the importance, methods, and effectiveness. For the first point, its important for a company to organize training for their employees. Firstly, its a way to make the new recruit to familiar with the background and the task they should take. Secondly, the professional training can make progress on staff quality. It will achieve the further outcome for the company. Thirdly, it will motivate the workers loyalty. Therefore, its necessary for a company to give staff training. For the second pointmethods, what methods can be used to give staff training? I think there are mounts of ways, for example, the workshop, presentation, seminar and the meeting and so on. Its better to combine all of these methods together and make the training regularly. For the third pointeffectiveness, when we organize training, how can we identify its result? Doesit really work? Frankly speaking, some consequence cannot be seen by eyes such as the motivation influence. But we still have some method to assess the activity. One method is to analysis the sales data and study the take-over rate. The two researches can tell us the final result. From above mentioned, we can now concludethat staff training plays an important role is the development of a company. And we can also finger out some method to be used on staff training. Whats more, we also should see the feedback of the training to adjust it better. Besides and perhaps topping the list of the benefits is that often overlooked fact that through these trainings, staff skills are recognized and they feel that they are being valued by the company.2. TRAINING NEEDS ANALYSIS2.1 How to identify training needs Interviews done with employees from all levels are the often used assessment tool. Observing employees at work is also a way to do that. Questionnaires can be useful when assessing the requirements of the group and likewise offer the element of confidentiality. In this step, skills and knowledge are defined as well as their levels. When the skills gap had been determined, this is then filled by training. 2.2 The significance of training demand analysis Enterprise training consists of requirement analysis, planning, faculty selection, organization, for a full effectiveness evaluation of the flow Cheng. The so-called training needs analysis, it is to point to in planning and design, before each training activities by training department, competent principals, training personnel, etc used various methods and technology, to participate in training the all organization and its staff training objectives, to know general structure, skills in the aspects of system identification and analysis to determine whether these organizations and employee needs training and how the training required an activity or process. If no effective training needs analysis, enterprise training objective is not accurate. Lacking pertinence training could lead to the human capital investment failure, bring resources squandered. First, in the training process, determine training needs is the beginning of training process, is also the important link of the training process. A good demand analysis can draw a series of research achievements, establish the training content, points out that the most effective training strategy, for the most effective training courses, and established a standard, then use the standard to evaluate the training programs are effect sex, practical, scientific. Secondly, in the process of training demand analysis, when determine not trained loss is more than the cost of training, then training is inevitable and feasible. Conversely, show the current also dont need or do not have a condition for training. Training as a kind of of the enterprise investment behavior, emphasize that the input and output, which requires training institutions and sending personnel training quality, pay attention to be particular about training effect, but never make that kind of invalid training. More specifically, it is whether we can find enterprise real training. Demand is to determine the effect of training is the most important factor. 2.3 How to effectively develop enterprise training demand analysis Enterprise training plan according to own request is set, the enterprise properties, characteristics of different, the requirements for training demand analysis is different also, it has many kinds of ways, such as: start from enterprise management strategy; From the composition of structure of the existing staff; from enterprises existing work performance analysis; or by some of the major events of work, etc. The analysis of the demand of training programs, from the following several aspects: Master produce training needs reasons: to do demand analysis work, you must produce training needs thorough understanding of business, whats the real reason basically has: specific business direction changes, the work environment and post changes, enterprise member .Work personnel changes, enterprise major incident and low enterprise performance of the changes occur. Training information gathering: master training needs reason, training department want to do next is the information gathering sorting, initial data collection integrity, is not the lack of accuracy requirement analysis, training information gathering on the link is a very tedious work, initial data collection the earlier, the thinner, more complete is better. Enterprise training demand information collection work, and each unit, department of year-end working summary and prepare the following year work plan synchronously, do so, be helpful for Save manpower and time cost, as the following year making training plan ahead; to determine the various training need as soon as possible.For the next research, analysis and lay the good foundation. Collecting information sources: one is the training organization, when departments at various levels, this is annual training plan of enterprise training long-term main work, but also training department of emphases. it is the functional departments or units need because of the job training application, is temporary, unplanned short-term training. Three is the enterprise emergency needs, if produce major equipment, personnel accidents, recruitment, staff job-transfer training application to. Four is the enterprise production scale expansion and product structure adjustment, produce master the new technology, new technology, new equipment training. Training information investigation: training demand survey work, are generally according to the importance and urgency to judge training Is it necessary to go to meet the demand, according to enterprise next years development planning and the key work and making training demand plan stroke. Training needs of the most frequently used investigation method is: (1) Mastery of training department supervisor training program, at the request of the goal requires that the performance requirements of training effectiveness, which can then targeted job. (2) Strengthen with the training needs, the lateral ties between units of enterprise must carry on key training those aspects? Personnel quality whether can satisfy enterprise development requirements? How much training resources into can reach the requirements, etc, and all levels of functional departments and organizations to take access, discussion, and constantly strengthen communication means of contact each other, strive for more real information.(3) Cultivates personnel targeted problem interview, discussion, let them talk about the truth, master employees training needs, through them understand the situation can gain first-hand important information. 2.4 Training needs of the feasibility of the screening In recent years enterprise deepened to recognition of the importance of vocational education training, training work.Several increased year by year, the training object expands unceasingly, training level gradually improved. However, because jobs, and cultivates personnel training demand personal qualities, wish differences, in organize the training mode, and cultivates objects, training content, there are still many aspects need to undertake scientific analysis of screening. Enterprise in a yearly or long-term training needs analysis, general from training organization form, training objects and the training content analysis. Training needs of the feasibility of the solution, an important screening is against .What we are sure is: scientific and effective training organization form: enterprise select training form, according to help to bring production needed to do.Whatever they want what requirement, training, in order to effectively train advocate mastering theoretical knowledge and business skills, cultivate have knowledge, will operate, and understand technology for the modern new employees, target. Can select mode: (1) please come in the way : the colleges and universities scholars and training expert please to enterprise with lectures, seminars, simulation training, special, targeted training. (2) send out way : and university of joint ventures or the class, one is the excellent talents to college education, and enrich the theory foundation, in order to improve the comprehensive quality of the outstanding. It s a technical backbone to advanced domestic enterprises to learn, training to enhance the advanced theory, knowledge, technology of perceptual knowledge. (3) “Cultivates way : vocational education training department of all kinds enterprise to every level outstanding management personnel, technical personnel and professional technical backbone of the group .Knit up, as a part-time teachers, give full play to full-time and part-time teachers in theory and practice, the respective complementary advantages, the enterprises to