Enterprise training consulting refers to the professional consulting institutions to provide enterprises with training needs analysis, training program design, training implementation and training effect evaluation and other services, designed to help enterprises improve the ability and performance of employees, to solve various problems and challenges faced by enterprises. From the perspective of consulting companies, this paper summarizes the common problems and solutions in the process of enterprise training and consulting, as well as some successful cases, hoping to provide some reference and enlightenment for enterprises and consulting institutions.

Enterprise training consulting is a kind of professional service, which requires consulting institutions to have rich industry knowledge, market insight, educational concept, curriculum design, teaching methods, evaluation technology and other abilities. At the same time, it also needs to establish good communication and cooperation with enterprises to ensure the smooth implementation and effective completion of training projects. In practice, consulting agencies often encounter some problems and difficulties. How to deal with and solve these problems is the key to improving their own level and competitiveness. The following are some common problems and solutions that we have summarized from many years of experience, as well as some successful cases for your reference.

Question 1: How to accurately grasp the training needs of enterprises?

Solution: Training needs analysis is the first and most important step in a corporate training consulting project. Only by accurately understanding the enterprise's objectives, current situation, problems, expectations and other information, can we develop a training program that meets the actual situation and needs of the enterprise. In order to do a good training needs analysis, we usually use the following methods:

In-depth communication with the senior management of the enterprise, understand the background information of the enterprise's strategic objectives, development planning, organizational structure, cultural values, etc., and clarify the objectives and scope of the training program.

Through questionnaires, interviews, observation and other methods, the basic information, job responsibilities, ability level, learning needs, learning preferences and other data of employees at all levels of the enterprise are collected, and the gaps and deficiencies in knowledge, skills, and attitudes of employees are analyzed.

Through comparative analysis, causal analysis, hierarchical analysis and other techniques, determine the priority and focus of training projects, develop training needs report, and feedback and confirmation with enterprises.

Case: Due to the rapid development of a well-known Internet company, it is facing problems such as talent gap and loss. It hopes to improve employees' workplace skills and career development plans through training. We were invited to provide training consulting services for the company. First, we had an in-depth communication with the company's senior management, learned about the company's development vision, core values, talent strategy and other information, and made it clear that the target group of the training program is middle and senior managers. Then we designed an online questionnaire for managers and invited some managers to conduct telephone interviews to collect data on their self-assessment, learning needs, and learning disabilities in leadership, communication and collaboration, innovative thinking, and team building. Through the analysis of the data, we found that managers generally have the following problems:

Insufficient leadership, lack of motivation and guidance to the team, it is difficult to form a common goal and vision.

The ability of communication and cooperation is weak, and it is difficult to communicate effectively with superiors and subordinates, colleagues and customers, resulting in information asymmetry and misunderstanding.

Lack of innovative thinking, difficult to adapt to market changes and user needs, lack of innovative awareness and methods.

Team building ability is poor, it is difficult to build an efficient team, lack of team cohesion and trust.

Based on the above analysis, we determined the priority and focus of the training project, formulated the training demand report, and conducted feedback and confirmation with the company. The following recommendations are made in the report:

Provide leadership training for managers to help them establish correct leadership concepts, master effective leadership skills, and improve their ability to motivate and guide the team.

Provide managers with communication and collaboration training to help them improve their communication skills and awareness of collaboration, and enhance the effectiveness of communication and collaboration with all parties.

Provide managers with innovative thinking training to help them cultivate innovative awareness and methods, and enhance their sensitivity and ability to respond to market changes and user needs.

Provide team building training for managers to help them understand the stage and characteristics of team development, master the principles and skills of team building, and enhance team cohesion and trust.

Question 2: How to design a training program that meets the needs of the enterprise?

Solution: Training program design is the second and most creative step of the enterprise training consulting project. According to the results of the training needs analysis, the consulting agency needs to design a training program that suits the characteristics of the enterprise, meets the needs of employees, and meets the training objectives. In order to do a good job in training program design, we usually use the following methods:

Determine the training objectives, content, objects, duration, methods, venues and other basic elements to form a training outline.

According to the principles of adult learning, teaching design model, curriculum evaluation standards and other theoretical guidance, the design of specific curriculum content, teaching methods, teaching resources, teaching evaluation and other detailed elements, the formation of the curriculum outline.

According to the enterprise culture, employee characteristics, industry characteristics and other factors, combined with the professional advantages and experience accumulation of consulting institutions, some innovative elements and highlights are added to the curriculum to form the curriculum characteristics.

Present the training program to the enterprise in written or oral form, solicit opinions and feedback from the enterprise, and modify and improve it according to the feedback.

Case: Due to the fierce market competition, a well-known automobile manufacturing company is facing problems such as product innovation and brand image. It hopes to improve the innovative thinking ability of employees through training. We were invited to provide training consulting services for the company. After completing the training needs analysis, we designed the following training plan and conducted feedback and confirmation with the company. The main elements of the training programme are as follows:

Training objectives: to enhance employees' innovative thinking ability, enhance employees' awareness and sense of responsibility for product innovation and brand image, and stimulate employees' enthusiasm and motivation for innovation.

Training content: concepts, principles, methods, cases and practices of innovative thinking.

Training object: employees of all departments of the company, total300People.

Training Duration:3Days, every day6Hours.

Training methods: offline training, using lectures, discussions, games, case studies, group work and other teaching methods, combined with the company's products and brand characteristics, targeted training.

Training site: the company's internal training room or external training center, according to the needs of training activities, provide the corresponding equipment and materials.

Features of the training programme:

The course content closely follows the core elements of innovative thinking, covers the definition, characteristics, types, models, processes, techniques and other aspects of innovative thinking, and systematically introduces the theoretical basis and practical application of innovative thinking.

The curriculum design focuses on cultivating employees' innovative consciousness and ability. Through various interesting games and activities, it stimulates employees' creativity and imagination, guides employees to think and solve problems from different angles and levels, and cultivates employees' critical thinking and reflective thinking.

Combined with the company's products and brand characteristics, the course introduces some innovative cases and examples related to automobile manufacturing, such as Tesla, Apple, BMW, etc., analyzes the application and effect of innovative thinking in these cases, inspires employees to learn and learn from these successful experiences, and provides some inspiration and direction for the company's product innovation and brand image.

Question 3: How to implement efficient and effective training?

Solution: Training implementation is the third and most challenging step of a corporate training consulting project. In this step, the consulting agency needs to translate the training program into specific training actions, and interact and communicate effectively with the company and employees to ensure the smooth progress of the training process and the achievement of training goals. In order to do a good job in training implementation, we usually adopt the following methods:

Coordinate with the enterprise to arrange the training time, place and personnel, and prepare the equipment, materials, manpower and other resources required for training in advance.

Select a suitable team of trainers and prepare them for professional training, including familiarizing and mastering the course content, teaching methods, teaching resources, teaching evaluation, etc., as well as understanding and adapting to the enterprise background, employee characteristics, industry characteristics, etc.

Before the training, introduce the objectives, contents, methods and other information of the training program to the enterprise and employees, and solicit their expectations and suggestions on the training program, and adjust and optimize according to the feedback.

In the training, teaching is carried out according to the syllabus and flexible adjustment is made according to the actual situation. At the same time, pay attention to maintain good communication and interaction with enterprises and employees, timely understand and solve the problems and difficulties in the training process, stimulate employees' interest in learning and participation, and improve the training effect and satisfaction.

After the training, solicit feedback and evaluation of the training project from the enterprise and employees, and summarize and improve according to the feedback. At the same time, it provides enterprises and employees with some follow-up learning support and services, such as course materials, learning suggestions, online Q & A, etc., to help them consolidate and apply the knowledge and skills they have learned.

Case: Due to business expansion, a well-known financial company is facing problems such as customer service quality and satisfaction, and hopes to improve the customer service ability of employees through training. We were invited to provide training consulting services for the company. After completing the training program design, we carried out the training implementation according to the following steps:

We negotiated with the company about the time, place, personnel and other arrangements for the training, and prepared the equipment, materials, manpower and other resources needed for the training in advance. We chose a team made up5A team of trainers with financial industry background and customer service experience has been prepared for professional training.

Before the training, we introduced the objectives, contents and methods of the training program to the company and employees, and solicited their expectations and suggestions for the training program. We found that employees generally expect training to improve their communication skills, emotional management skills, problem solving skills, etc., as well as learn about some best practices and examples of customer service. Based on this feedback, we have made some adjustments and optimizations to the training program and added some content and activities related to these aspects.

In the training, we teach according to the syllabus and make flexible adjustments according to the actual situation. We use a variety of teaching methods, such as lectures, demonstrations, role-playing, scenario simulation, case analysis, etc., combined with the company's business characteristics and customer characteristics, targeted teaching. We pay attention to maintain good communication and interaction with the company and employees, timely understand and solve the problems and difficulties in the training process, stimulate employees' interest in learning and participation, and improve training effectiveness and satisfaction.

After training, we solicit feedback and evaluation of the training program from the company and employees, and summarize and improve according to the feedback. We found that employees generally expressed satisfaction and recognition with the training program, believing that they had improved their customer service ability through training, and were more confident and enthusiastic about their work. We have also collected some suggestions and opinions on the training project, such as adding some more specific operation guidance and adding some more diversified teaching resources. Based on this feedback, we have made some refinements and improvements to the training program. At the same time, we provide some follow-up learning support and services for the company and employees, such as course materials, learning suggestions, online Q & A, etc., to help them consolidate and apply the knowledge and skills they have learned.

Question 4: How to evaluate the effectiveness of training?

Solution: Training effect evaluation is the fourth and most valuable step of the enterprise training consulting project. In this step, the advisory body needs to make an objective and comprehensive assessment of the effectiveness and impact of the training program through scientific methods and tools, and make suggestions for improvement and optimization based on the assessment results, providing valuable feedback and reference for the enterprise. In order to evaluate the effectiveness of training, we usually use the following methods:

Determine the purpose, standards, indicators, methods, tools, time points and other elements of the training effect evaluation to form an evaluation plan.

According to the evaluation scheme, collect and analyze the data and information of the training effect, including the data in the training process (such as the staff's learning behavior, teaching quality, teaching satisfaction, etc.) and the data after the training (such as the staff's knowledge level, skill level, attitude change, behavior change, performance change, etc.).

According to the analysis results of data and information, the evaluation report is formed, and the evaluation and suggestions of the training project are put forward, including the advantages and disadvantages of the training project, the effect and influence of the training project on the enterprise and employees, the improvement and optimization direction of the training project, etc.

Present the evaluation report to the enterprise in written or oral form, solicit opinions and feedback from the enterprise, and revise and improve it according to the feedback.

Case: A well-known catering company is facing problems such as employee turnover and customer complaints due to fierce market competition. It hopes to improve employee service quality and customer satisfaction through training. We were invited to provide training consulting services for the company. After completing the training implementation, we evaluated the training effect according to the following steps:

We have determined that the purpose of training effectiveness evaluation is to test whether the training program has achieved the expected goal, that is, to improve the service quality of employees and customer satisfaction. We determined that the evaluation criteria were based on[Kirkpatrick's four-level assessment model]（Kirkpatrick Four-Level Evaluation Model), that is, the training project is evaluated at four levels: the response level (Reaction Level), levels of learning (Learning Level), Behavioral Levels (Behavior Level) and the result level (Result Level). We determined that the evaluation indicators are based on some specific indicators set at these four levels, such as employee satisfaction with training programs, employee knowledge of service skills, employee behavior in service scenarios, and customer feedback on service quality and satisfaction. We have determined that the evaluation method is to use questionnaires, examination tests, on-site observation, customer surveys and other methods, combined with qualitative and quantitative analysis. We determined that the evaluation tool is a number of questionnaires, test questions, observation tables, questionnaires, etc. designed according to the evaluation indicators. We determined that the evaluation time point is before training, after training and a period of time after training.

According to the evaluation scheme, we collected and analyzed the data and information of the training effect. We found that:

At the reaction level, the staff expressed high satisfaction with the training program, believing that the training content is rich and interesting, the teaching methods are diverse and effective, the teaching atmosphere is relaxed and pleasant, and the teaching resources are rich and practical. The average employee satisfaction with the training program is4.5points (the full score is5points).

At the learning level, the staff's knowledge level in service skills has been significantly improved, and they have passed the post-training examination test and achieved the training objectives. employees' mastery of knowledge in service skills averaged85%(the eligibility criteria are80%）。

At the behavioral level, employees' behavior in the service scene has been significantly improved, and they can use the service skills and methods they have learned to communicate and serve customers effectively, which improves customer trust and satisfaction. employees' behavioral performance in service scenarios averaged4points (the full score is5points).

At the result level, customer service quality and satisfaction have been significantly improved, customer complaints and churn rates have been reduced, and customer loyalty and recommendation rates have increased. customer feedback on service quality and satisfaction averaged4.2points (the full score is5points).

Based on the results of the analysis of data and information, we have formed an evaluation report and put forward the evaluation and suggestions of the training project. We have highly affirmed and praised the training program, and believe that the training program has achieved the expected goals and has a positive effect and impact on the company and employees. We also point out some deficiencies and room for improvement in the training program, such as shorter training time, more training content, more single training method, and difficult to sustain the training effect. Based on these deficiencies and room for improvement, we make the following recommendations:

Increase training time and reduce training content to ensure that employees can fully absorb and understand the knowledge and skills learned.

Increase the diversity of training methods, combining online and offline, theory and practice, individuals and teams, etc., to enhance the learning experience and effectiveness of employees.

Increase the continuity of the training effect, through regular review, follow-up, feedback and other ways to help employees consolidate and apply the knowledge and skills.

We present the evaluation report to the enterprise in written form, solicit opinions and feedback from the enterprise, and revise and improve it according to the feedback. The company recognized and thanked the assessment report and said it would make improvements and optimizations based on the recommendations in the assessment report.

Summary: Enterprise training consulting is a kind of professional, systematic and innovative service, which requires consulting institutions to have rich knowledge, skills, experience and other abilities. At the same time, it also needs to establish a good cooperative relationship with enterprises to ensure the successful implementation and effective implementation of training projects. From the perspective of consulting companies, this paper summarizes the common problems and solutions in the process of enterprise training and consulting, as well as some successful cases, hoping to provide some reference and enlightenment for enterprises and consulting institutions.