Enterprise training refers to the planned, organized and purposeful education and training activities for employees in order to improve their knowledge, skills, attitudes and behaviors to adapt to the development and changes of the enterprise. Enterprise training is an important part of enterprise human resources development, but also an effective way to enhance the core competitiveness of enterprises. Through enterprise training, we can improve the work efficiency and quality of employees, enhance their innovation ability and adaptability, promote their career development and personal growth, stimulate their enthusiasm and sense of belonging, so as to enhance the performance and brand image of the enterprise.

However, many enterprises have not achieved the expected results when carrying out training services, and even there are some problems, such as the training input is not proportional to the output, the training is not connected with the business, the training is not matched with the staff, the training is not adapted to the market and so on. The root of these problems often lies in the misunderstanding and practice of enterprises, which affects the quality and efficiency of training services. According to the many years of training service experience of Shangpu Consulting, we have summarized the four major misunderstandings of enterprise training services, namely:

Training needs are unclear. Training needs refer to the expectations and requirements of enterprises and employees for training, and are the starting point and basis of training services. When many enterprises carry out training services, they do not carry out adequate and accurate training needs analysis, but blindly follow the trend or adopt an across-the-board approach, resulting in a mismatch between the training content and the strategic objectives of the enterprise, the jobs of employees, the learning level of employees, etc., resulting in a waste of training resources and a reduction in the training effect. Therefore, when carrying out training services, enterprises should carry out systematic and detailed training needs analysis according to the development strategy of the enterprise, the job responsibilities of the employees, the current situation of the ability of the employees, the learning needs of the employees, etc., and determine the training objectives, contents, objects, methods, time, place, budget, etc., so as to ensure the pertinence and effectiveness of the training services.

Training content does not fit. Training content refers to the knowledge, skills, attitudes and behaviors involved in training services, which is the core and soul of training services. When many enterprises carry out training services, they do not design and select training content according to training needs, but casually adopt ready-made courses in the market or teaching materials prepared by themselves, resulting in inconformity between the training content and the actual situation of the enterprise, the work tasks of employees, and the learning interest of employees, resulting in empty and boring training content, and affecting the attractiveness and transmission of training. Therefore, when enterprises carry out training services, they should customize and screen training content according to training needs to ensure the practicality and interest of training content. At the same time, they should pay attention to the update and innovation of training content to adapt to the changes and development of enterprises and employees.

Training is not flexible. Training mode refers to the teaching methods, media and forms used in training services, and is the carrier and means of training services. When many enterprises carry out training services, they do not choose and change training methods according to the training content and training objects, but blindly use traditional teaching or demonstration, which leads to the incompatibility between training methods and the characteristics of training content, the characteristics of training objects, the conditions of training environment, etc., resulting in the single and rigid training methods, affecting the interaction and experience of training. Therefore, when enterprises carry out training services, they should flexibly use training methods according to the training content and training objects, such as case analysis, role playing, group discussion, game simulation, online learning, micro courses, etc., to increase the diversity and interest of training. At the same time, we should pay attention to the optimization and improvement of training methods to improve the efficiency and quality of training.

Training evaluation is not perfect. Training evaluation refers to the testing and feedback of the effectiveness and value of training services, and is the end and starting point of training services. Many enterprises do not carry out comprehensive and scientific training evaluation when carrying out training services, but only rely on training satisfaction or examination results, resulting in inconsistency between training evaluation and training objectives, training process, training results, etc., resulting in one-sided and superficial training evaluation, affecting the improvement and promotion of training. Therefore, when enterprises carry out training services, they should formulate and implement training evaluation according to training objectives, including training response, training learning, training behavior and training effect, so as to measure the effect and value of training. At the same time, they should pay attention to the feedback and application of training evaluation to promote the continuous and development of training.

In short, corporate training services are an important part of corporate human resource management and an important support for corporate development. When carrying out training services, enterprises should avoid the above four misunderstandings, and carry out scientific and standardized training management from the aspects of training needs, training content, training methods and training evaluation, so as to improve the quality and efficiency of training services and contribute to the development of enterprises. As a professional training service provider, Shangpu Consulting has rich training experience and an excellent team of trainers. It can provide customized training solutions according to the different needs of enterprises, help enterprises solve the four major misunderstandings of training services, and improve the quality and efficiency of training services.

Suggestions for solving unclear training needs: enterprises should establish a process and mechanism for training needs analysis, including steps such as collection, collation, analysis, confirmation and feedback of training needs, as well as elements such as sources, channels, methods, standards and tools of training needs. Enterprises should collect information on training needs from multiple angles and levels, such as organizational level, departmental level, post level, individual level, etc., such as strategic objectives, business development, market changes, employee performance, employee satisfaction, employee development plans, etc. Enterprises should use qualitative and quantitative methods, such as interviews, questionnaires, observations, tests, evaluations, etc., to analyze the priority, urgency, feasibility, etc. of training needs, and to determine the scope, content, and objectives of training needs. Enterprises should communicate and confirm training needs with training targets, training providers, training decision makers and other relevant parties to reach a consensus and agreement on training needs. Enterprises should provide timely feedback to training stakeholders on the analysis of training needs and training plans to increase the transparency and trust of training.

Suggestions for solving the inconformance of training content: enterprises should design and select training content according to training needs and training objectives to ensure the relevance and practicability of training content. The training content should be in line with the actual situation of the enterprise, the work tasks of the employees, and the learning interests of the employees, so as to improve the pertinence and attractiveness of the training. The training content should include theoretical knowledge and practical skills to improve the comprehensiveness and balance of the training. The training content should be from shallow to deep, from simple to complex, in order to improve the progressive and difficult degree of training. The training content should focus on cultivating employees' innovation ability and adaptability to improve the foresight and flexibility of training. Enterprises should regularly update and innovate training content to adapt to the changes and development of enterprises and employees, and avoid outdated and obsolete training content.

Solutions to the inflexible training methods: Companies should select and transform training methods based on training content and training objects to ensure the adaptability and diversity of training methods. Training methods should be adapted to the characteristics of the training content, the characteristics of the training object, the conditions of the training environment, etc., in order to improve the efficiency and quality of training. Training methods should include different teaching methods, media, forms, etc., in order to improve the diversity and interest of training. Training methods should focus on the interaction and experience of training, such as case analysis, role-playing, group discussion, game simulation, online learning, micro-courses, etc., in order to improve the participation and experience of training. Companies should regularly optimize and improve training methods to improve the effectiveness and value of training and avoid single and rigid training methods.

Suggestions for the solution of imperfect training evaluation: enterprises should formulate and implement training evaluation according to training objectives and training results, so as to ensure the comprehensiveness and scientificity of training evaluation. Training evaluation should include four levels: training response, training learning, training behavior and training effect to measure the effectiveness and value of training. Training evaluation should use different evaluation methods, tools, indicators, etc. to improve the accuracy and objectivity of training evaluation. Training evaluation should focus on the feedback and application of training, such as training satisfaction, training results, training transformation, training returns, etc., in order to improve the improvement and promotion of training. Enterprises should regularly summarize and analyze the data and information of training evaluation, in order to improve the continuity and development of training, and avoid the one-sided and superficial training evaluation.