Why Is Our Training Work Always Ineffective?

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As a full-time training lecturer and consultant, I have been concerned about the effect of training over the years, and my different identity with the general trainer (enterprise consultant) has enabled me to go deeper into the deeper problems of enterprise research enterprises, especially to the training of several large scale benchmarking enterprises.

The most important reason is that the most important reason is that there is a problem in the starting point of the training and the problems in the management process. Most of the enterprises focus on training, management, curriculum, implementation and lecturers, so the attention of the training staff is focused on the choice of courses and lecturers. As long as there are good courses and good lecturers, the effect of the courses can be guaranteed. The training is focused on classroom discipline. They believe that the students will listen carefully as long as the discipline is good on the surface. After training, they are focused on Teachers' grading and classroom effect evaluation, and think that as long as the students are satisfied with the courses and the classroom results are good, they will be effective training. Why corporate training

As a matter of fact, there is not much to really do about the above. More training is limited to leaders' questions, teachers, teachers, teachers, teachers, teachers, teachers, teachers, teachers, teachers, teachers and teachers.

Why do these phenomena occur?

The first reason is that

In fact, there is nothing wrong with a famous teacher. In fact, this mentality is a big mistake. In fact, there is nothing wrong with a famous teacher. Otherwise, a famous teacher is not necessarily valuable to you. This is not alarmist. It is not alarmist. Many famous teachers are too expensive and too little time to take a deeper understanding of your business. What you say is often sounded to the point, why do you do it all over the world? Why? It is not a level problem. It is simply not able to connect with your situation. So, please instruct the instructor to select suitable teachers. Secondly, there is no clear standard for curriculum and lecturer assessment. What kind of courses are suitable for your company's courses and what kind of teachers are suitable for your teachers?

But it is not easy to do this. First of all, you have to be very clear about the purpose of your training. Secondly, you need to know clearly about the current situation of your enterprise, including the status quo of the personnel, the needs of the development of the enterprise, the existing problems of the enterprises, and then you should be able to correctly judge the training level and the training priority of your employees. Finally, you should make a correct judgement on the core competence of the training company, the style and core competence of the teachers, the service style and the service flow of the training company.

At the end, it does not attach importance to the management of training, sometimes the training itself is very important but the training management is more important. I have always insisted that the ability of the person is management and training, not simply training. The purpose of the training is to promote the self study of the students. The training course is a catalyst rather than the bread. Through your training and training the students understand that some truth is the first level, and the second level is understood and willing to try to change. The third level is willing to change and put into action, and the formation of the upward learning atmosphere is the fourth level, the habit of learning self improvement and the continuous improvement is the highest fifth level.

Learning and changing must be a painful process. Many people know that it is good for him to do so but he can not persist. Why? Lack of continuous incentives and motivation is the main reason. Therefore, in order to promote the pformation of trainees' training effect and make them stick to improvement and continuous learning, the management of training process is very important, that is, in the process of student improvement and learning, you should constantly create this stimulation for him, let him constantly feel that learning is joyful, and learning without change is painful. After a long time, students will form good habits of study. Habit formation, change and learning will become more comfortable. At this time, self learning cycle will be formed, and you will be finished. How can you make learning and improvement a habit of employees? This can not be done by training alone, but more importantly, how do you manage the training of employees?

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