Corporate training consulting is a professional service that helps companies improve their employees' abilities and organizational performance. It is the process of designing and implementing suitable training programs according to the specific needs and objectives of the enterprise, and evaluating and following up the training effect. Enterprise training consultation can help enterprises solve various problems, such as improving employees' skills, knowledge, attitude, behavior, etc., enhancing employees' communication, collaboration, innovation, leadership and other abilities, improving employee satisfaction, loyalty, happiness, etc., and improving organizational productivity, quality, efficiency, competitiveness, etc.

However, many enterprises in the selection and use of training consulting, there are some misunderstandings and common problems, resulting in poor training consulting effect or even counterproductive. This paper analyzes the misunderstanding and common problems of enterprise training consulting from the four aspects of the definition, purpose, process and evaluation of training consulting, and puts forward some suggestions for improvement.

First, with regard to the definition of training consultation, many enterprises confuse training consultation with training, believing that as long as an external expert is invited to teach employees, it is training consultation. This is a wrong understanding. Training consultation is not only to impart knowledge or skills, but also a systematic, customized and continuous service. Training consultation is not one-way teaching, but two-way communication and cooperation. Training consultation is not a one-time event, but a cyclical process. Therefore, enterprises in the choice of training consulting, should pay attention to the following points:

Choose qualified, experienced and reputable training consulting institutions or individuals to avoid being deceived or wasting time and money by unprofessional or dishonest so-called "experts.

Fully communicate and negotiate with training consultants, clarify their needs and goals, and let training consultants understand their organizational culture, business characteristics, employee characteristics, etc., so as to tailor appropriate training programs for themselves.

Maintain a good cooperative relationship with training consultants, timely feedback the problems and suggestions in the training process, actively participate in training activities, support the work of training consultants, and respect the professional opinions and suggestions of training consultants.

Don't treat training and consulting as a consumer product or a reward, but an investment or a strategy. You must have a long-term vision and continuous action, and don't expect to achieve it overnight or once and for all.

Second, with regard to the purpose of training consultation, many enterprises regard training consultation as a form of coping or a fashion, without clear goals and directions, just to meet some external requirements or follow some hot topics. This is a waste of resources and opportunities. The purpose of training consultation should be to solve the actual problems of the enterprise or to enhance the ability of the future needs of the enterprise, rather than to cater to some people or some trends. Therefore, enterprises in the use of training consulting, should pay attention to the following points:

According to their own organizational strategy, business development, employee status, etc., to carry out a detailed needs analysis, to determine the objectives and content of training consulting, to avoid blind follow or random choice.

Develop feasible, specific, measurable and time-bound training objectives and plans with training consultants, clarify the expected effects and standards of training consulting, and avoid ambiguity or idealization.

According to the goal and plan of training consultation, allocate reasonable resources and support, including time, personnel, space, equipment, funds, etc., to avoid stingy or waste.

Third, with regard to the process of training consultation, many enterprises regard training consultation as a simple knowledge transfer or skill demonstration, and do not make full use of the professional ability and methods of training consultants, and do not effectively promote the learning and transformation of employees. This is a practice that reduces efficiency and quality. The process of training and consultation should be an interactive, experiential and practical learning process, rather than a passive, auditory and theoretical teaching process. Therefore, enterprises should pay attention to the following points when participating in training consultation:

Encourage employees to actively participate in training activities, actively ask questions, answer, share, feedback, etc., and effectively communicate and communicate with training consultants and other employees to avoid negative silence.

Use a variety of learning resources and tools provided by training consultants, including cases, games, role-playing, group discussions, simulation exercises, etc., to enhance employees' interest and motivation in learning, improve their learning effect and experience, and avoid monotony or boredom.

Combine the content of training consultation with your own work practice, integrate the theory of training consultation with your own work practice, and link the study of training consultation with your own work improvement to avoid being divorced from reality or formalism.

Fourth, with regard to the evaluation of training consultation, many enterprises regard training consultation as an activity that does not need to be assessed or cannot be assessed, and do not effectively evaluate and follow up the effect of training consultation, and do not find and solve the problems and deficiencies existing in training consultation in time. It is an absolution of responsibility and opportunity. The evaluation of training consultation should be a continuous, multi-dimensional, multi-level monitoring and feedback process, rather than an occasional, single-dimensional, single-level inspection and reporting process. Therefore, when evaluating training consulting, enterprises should pay attention to the following points:

Develop reasonable, scientific and operational assessment plans and methods together with training consultants, including assessment objectives, assessment indicators, assessment tools, assessment time, assessment personnel, etc., to avoid random formulation or non-formulation.

Evaluate at different levels and from different angles before, during and after the training consultation, including employees' satisfaction, participation and feedback on the training consultation, the knowledge, skills and attitudes acquired by the employees in the training consultation, the behavior change and performance improvement obtained by the employees in the application of the training consultation in their work, and the cultural change and strategy realization brought about by the enterprise's benefit from the training consultation at the organizational level, avoid focusing on the surface or just looking at the results.

Make timely summary and feedback according to the evaluation results, conduct in-depth communication and communication with training consultants, find out the problems and deficiencies in training consultation, and formulate improvement measures and follow-up plans to avoid not paying attention or not dealing with them.

The above is this article analyzes the misunderstanding and common problems of enterprise training consulting, and puts forward some suggestions for improvement. Below we combine a specific case to show how to use professional training consulting methods to help companies solve practical problems and improve employee capabilities and organizational performance.

Case: Champ Consulting provides a series of training and consulting services for an automobile manufacturer. The enterprise is facing market competition pressure, product quality, staff turnover and other issues, the need to improve the technical level of employees, service awareness, teamwork and other capabilities. Champ Consulting has adopted the following training consulting methods:

Before the training consultation, Shangpu Consulting Company conducted in-depth communication and consultation with the senior management of the enterprise, understood the strategic objectives, business characteristics, organizational culture, etc. of the enterprise, and clarified the needs and objectives of the training consultation.

Champ Consulting conducted a comprehensive survey and analysis of the employees of the company, including questionnaires, interviews, observations and other methods, assessed the existing capabilities and potential needs of the employees, and identified the content and objects of the training consultation.

According to the characteristics of enterprises and employees, Shangpu consulting company has designed suitable training programs and methods, including curriculum outline, teaching materials, activity design, etc., to ensure the pertinence and effectiveness of training consultation.

In training and consulting, Shangpu Consulting Company uses a variety of interactive, experiential and practical learning methods to stimulate employees' interest and motivation in learning and improve their learning effect and experience.

After the training consultation, Shangpu Consulting Company conducted a multi-level and multi-dimensional evaluation and follow-up of the training effect, including satisfaction survey, knowledge test, behavior observation, performance appraisal and other methods, summarized the results and shortcomings of the training consultation, and put forward improvement measures and suggestions.

Through the professional training and consulting services of Shangpu Consulting Company, the employees of the company have significantly improved in terms of technical level, service awareness, and teamwork, and the company's product quality, market share, and customer satisfaction have been obvious The improvement of the company's strategic goals has been effectively achieved.

In short, corporate training consulting is a professional service that helps companies improve their employees' abilities and organizational performance. When selecting and using training consultation, enterprises should avoid some misunderstandings and common problems, and take some suggestions for improvement. Only in this way can we give full play to the role and value of training consulting, help enterprises solve practical problems, and improve staff ability and organizational performance.