Enterprise training service refers to providing professional training consultation, curriculum design, teaching implementation, effect evaluation and other services for enterprises, so as to help enterprises improve the professional skills and comprehensive quality of employees and enhance the core competitiveness of enterprises. With the intensification of market competition and the acceleration of technological change, enterprises have higher and higher requirements for the ability of employees, and the knowledge and skills of employees also need to be constantly updated and improved. Therefore, corporate training services have become an important part of corporate human resource management and development, and are also an effective means for companies to attract and retain talents, stimulate employee potential, shape corporate culture, and achieve strategic goals.

According to the "14th Five-Year" Vocational Skills Training Plan issued by the Ministry of Human Resources and Social Security and other departments, by 2025, my country will establish a vocational skills training system that covers the whole people, adapts to multi-level needs, diversified supply, and high-quality development., To achieve a substantial increase in the total number of vocational skilled personnel, structural optimization and adjustment, and significant improvement in quality. Among them, enterprise independent training and market-oriented training are the main supply, government subsidized training is a useful supplement, industry enterprises, public training bases, ordinary universities, vocational colleges, vocational skills training institutions, etc. are the main carriers, and employment skills Training, job skills improvement training and entrepreneurship training are the main forms. This means that in the next five years, my country will further promote enterprises to participate in vocational skills training, promote the development of market-oriented training institutions, and stimulate social forces to participate in the training of vocational skills.

However, in the selection and implementation of corporate training services, many companies are still facing some common problems and difficulties, how to solve these problems, is the key factor affecting the effectiveness of corporate training and input-output ratio. This paper will analyze these problems from the following aspects and put forward corresponding solutions.

How do 1. conduct training needs analysis?

Training needs analysis is the first and most important step of enterprise training service. Training needs analysis refers to the collection and analysis of the training needs of enterprises, departments, positions and individuals through various methods and means, to determine the training objectives, content, objects, methods, time, location and other elements, to provide a basis for the development of training plans and programs. The purpose of training needs analysis is to enable training services to effectively solve the practical problems of enterprises and employees, improve the performance of enterprises and employees, and avoid ineffective or excessive training.

However, many enterprises in the training needs analysis, there are some problems:

Inadequate or inaccurate training needs analysis. Some enterprises only determine the training theme and content at will according to subjective judgment or superficial phenomenon, and do not have a deep understanding of the real needs of enterprises and employees, which leads to the disconnection between training services and actual problems and can not achieve the expected results. Some companies simply investigate the personal interests or wishes of employees, and do not combine the strategic goals and development plans of the company, which leads to the mismatch between training services and the needs of the company and the inability to enhance the competitiveness of the company.

Training needs analysis method is not scientific or systematic. Some enterprises only use a single method, such as questionnaire survey, interview, observation, etc., without comprehensive use of a variety of methods, resulting in training needs analysis data is not comprehensive, objective, unreliable. Some enterprises do not establish a sound training needs analysis process and standards, there is no clear responsibility for the main body and participants, there is no regular update and adjustment of training needs analysis results, resulting in low efficiency and low quality of training needs analysis.

To address these issues, this article recommends the following solutions:

Adopt scientific needs diagnosis methods. Demand diagnosis refers to the evaluation of the performance of the enterprise and employees, the identification of problems and gaps, and the analysis of their causes and effects, so as to determine whether training is needed and what kind of training is needed. Needs diagnosis can be carried out at four levels: the organizational level, the departmental level, the job level and the individual level. At each level, you can use a variety of methods to collect data, such as document analysis, questionnaires, interviews, observations, tests, etc., and organize, analyze and summarize the data to form a clear diagnostic report.

Establish a comprehensive needs analysis system. Requirements analysis system refers to a set of standardized processes, standards and mechanisms established to ensure the quality and efficiency of requirements analysis. The requirements analysis system should include the following aspects: clarifying the objectives, scope and cycle of requirements analysis; clarifying the responsible subjects and participants of requirements analysis; formulating methods, tools and indicators for requirements analysis; establishing communication, feedback and monitoring mechanisms for requirements analysis; and establishing mechanisms for updating and adjusting requirements analysis.

How do 2. choose the right training provider and platform?

Training suppliers and platforms refer to institutions or platforms that provide professional training consulting, curriculum design, teaching implementation, effect evaluation and other services for enterprises. Choosing the right training supplier and platform is the key factor affecting the training effect of the enterprise. Choosing the right training supplier and platform can save the training cost, improve the training quality and enhance the training effect for the enterprise.

However, many enterprises have the following problems when choosing training suppliers and platforms:

The selection criteria for training providers and platforms are not clear or uniform. Some enterprises do not formulate clear selection criteria, but only choose according to price, fame, recommend and other factors, and do not consider the professional ability, service quality, course content, teaching methods, evaluation methods and other important factors of training suppliers and platforms, resulting in the selection of training suppliers and platforms that do not meet the needs and expectations of enterprises and cannot meet the training objectives of enterprises. Some enterprises have not established a unified selection process and mechanism, resulting in different departments or positions to choose different training suppliers and platforms, resulting in waste of resources and differences in results.

The market supply of training suppliers and platforms is insufficient or not adapted. Some enterprises find that the supply in the market is insufficient or not suitable when looking for suitable training suppliers and platforms. On the one hand, the number of training providers and platforms in the market is limited, and the quality is uneven, which is difficult to meet the diversified and personalized training needs of enterprises. On the other hand, training providers and platforms in the market lack innovation and change, and it is difficult to adapt to the new needs and challenges of enterprises and employees, such as telecommuting, online learning, intelligent teaching and so on.

To address these issues, this article recommends the following solutions:

Develop scientific selection criteria and processes. Selection criteria refer to a set of specific indicators and requirements developed to evaluate the merits of training providers and platforms. The selection criteria should include the following aspects: background qualifications, professional capabilities, service quality, course content, teaching methods, and evaluation methods of training suppliers and platforms. The selection process refers to a set of standardized steps and mechanisms established to ensure the efficiency and fairness of selection. The selection process should include the following steps: determining the selection objectives and scope; collecting and screening candidate training providers and platforms; comparing and evaluating; negotiating and contracting; and monitoring and feedback.

Promote the development and innovation of market-oriented training institutions. Market-oriented training institutions refer to institutions that provide professional training services for enterprises with market demand as the guide, profit as the goal, and independent operation as the characteristics. Promoting the development and innovation of market-oriented training institutions can provide enterprises with more and better training suppliers and platform choices. The measures to promote the development and innovation of market-oriented training institutions include the following aspects: strengthening policy support and guidance; improving industry norms and supervision; increasing capital investment and support; stimulating technological innovation and application; and promoting cooperation, exchange and sharing.

How do 3. implement effective training services?

The implementation of training services refers to putting training plans and programs into practice, imparting knowledge, skills or attitudes to employees through various teaching activities, so that employees can master and apply what they have learned and improve work performance. The implementation of training services is the core link that affects the effectiveness of training, and it is also an important criterion for testing the capabilities of training suppliers and platforms.

However, many enterprises in the implementation of training services, there are some problems:

The training content and form are not suitable. The training content of some companies is too theoretical, abstract or outdated, and does not combine the actual situation and needs of the company and employees, resulting in a lack of interest and motivation for employees, and it is difficult to absorb and digest what they have learned. Some corporate training forms are too single, rigid or traditional, without the use of modern technology and means, such as multimedia, interactive, games, simulation, etc., resulting in a lack of staff participation and experience, it is difficult to master and apply what they have learned.

Training organization and management is not standardized. The training organization and management of some enterprises lack of standardization and efficiency, such as unreasonable training time, inappropriate training place, inappropriate number of trainees, imperfect training equipment, insufficient training materials, etc., resulting in various interference and obstacles in the training process, affecting the quality and effect of training. The training organization and management of some enterprises lack communication and coordination, such as not clearly informing employees of the training purpose, content and requirements before training, not collecting employees' feedback and suggestions in time during training, and not summarizing experiences and lessons in time after training, which leads to various misunderstandings and contradictions in the training process and affects the training atmosphere and effect.

To address these issues, this article recommends the following solutions:

Select the adapted training content and form. Adapted training content refers to the training content that can meet the actual needs of the company and employees, is consistent with the company's strategic goals, development plans, job responsibilities, etc., and matches the employee's knowledge level, skill level, and learning style. The adaptive training form refers to the training form that can stimulate the learning interest and motivation of employees, adapt to the learning objectives, learning methods and learning environment of employees, and improve the teaching efficiency and effect by using modern technology and means. The methods of selecting the adapted training content and form include the following aspects: carrying out detailed target analysis; carrying out sufficient market research; carrying out effective curriculum design; carrying out flexible teaching implementation.

Standardize effective training organization and management. Standardized and effective training organization and management refers to a set of perfect processes, systems and mechanisms established to ensure the smooth progress of training services. Standardized and effective training organization and management should include the following aspects: clarifying the responsible subjects and participants of training organization and management; formulating reasonable training plans and arrangements; providing good training conditions and support; establishing a smooth communication and coordination mechanism; conducting Continuous supervision and evaluation mechanism.

How do 4. evaluate the effectiveness of training services?

Evaluating the effectiveness of training services refers to collecting and analyzing the input, output, process and results of training services through various methods and means to determine whether the training services have achieved the expected goals, whether they have solved practical problems, whether they have improved the performance of enterprises and employees, and whether they have had a positive impact. Evaluating the effectiveness of training services is an important means to test the quality and value of training services, and it is also an important basis for improving and optimizing training services.

However, many companies have the following problems when evaluating the effectiveness of training services:

Lack of attention or lack of implementation of training effectiveness evaluation. Some enterprises think that the evaluation of training effect is dispensable, and it is not included in the overall process of training service, which leads to the failure to find and solve the problems and deficiencies in training service in time, and can not continuously improve the quality and effect of training service. Although some enterprises are aware of the importance of training effect evaluation, due to the lack of time, resources, ability and other conditions, they do not really implement or only formally implement training effect evaluation, resulting in the inability to obtain effective and reliable evaluation data and conclusions. unable to provide strong support for the improvement and optimization of training services.

The training effect evaluation method is not scientific or systematic. Some enterprises only adopt a single method, such as satisfaction survey, examination results, etc., and do not comprehensively use a variety of methods, resulting in incomplete, objective and in-depth training effect evaluation data. Some enterprises have not established a sound training effect evaluation system and standards, and have not clearly defined the objectives, indicators, methods, tools, timing, responsibilities and other elements of the evaluation, resulting in confusion, low efficiency and low quality of the training effect evaluation process.

To address these issues, this article recommends the following solutions:

Pay attention to and implement the training effect evaluation. Attaching importance to and implementing training effectiveness evaluation refers to taking training effectiveness evaluation as a necessary part of training services, and investing sufficient time, resources, capabilities and other conditions for it to ensure the effectiveness and feasibility of training effectiveness evaluation. The measures to attach importance to and implement training effect evaluation include the following aspects: improving the understanding and awareness of training effect evaluation; formulating reasonable training effect evaluation plan and budget; establishing professional training effect evaluation team or entrusting professional third-party institutions; creating a good training effect evaluation atmosphere and culture.

Adopt scientific training effect evaluation method and system. The scientific training effect evaluation method refers to the method that can effectively collect and analyze various types and levels of training effect data, and can form clear and convincing evaluation conclusions and suggestions. The scientific training effect evaluation system refers to a set of standardized processes, standards and mechanisms established to ensure the quality and consistency of training effect evaluation. Scientific training effect evaluation methods and systems should include the following aspects: determine reasonable training effect evaluation objectives and indicators; select appropriate training effect evaluation methods and tools; determine the appropriate training effect evaluation timing and frequency; clear training effect evaluation of the responsibility of the main body and participants; establish an effective training effect evaluation of communication, feedback and improvement mechanism.

Taking Shangpu Consulting Company as an example, this paper introduces the common problems and solutions of enterprise training service. Shangpu Consulting is a professional enterprise training service provider, providing customized training solutions for different types and sizes of enterprises, covering leadership, team building, communication skills, innovative thinking, project management and other fields. In providing training services to enterprises, Champu Consulting follows the following principles:

Demand-oriented and effect-oriented. Before providing training services for enterprises, Shangpu Consulting Company will conduct detailed demand diagnosis, understand the actual problems and gaps between enterprises and employees, determine the training objectives and contents, and constantly adjust and optimize the training plan according to the training effect evaluation results.

Professional-based, innovation-driven. Shangpu Consulting Company has a professional team composed of senior training consultants, coaches, lecturers, etc., with rich industry experience and teaching experience, and can provide high-quality training services for enterprises. At the same time, Shangpu Consulting Company also constantly introduces new ideas, methods and technologies to provide enterprises with novel training forms and contents.

Based on cooperation, with win-win as the goal. When providing training services for enterprises, Shangpu Consulting Company will establish a close cooperative relationship with enterprises, fully communicate and coordinate the needs and expectations of all parties, and provide customized training solutions according to the characteristics and requirements of enterprises. The goal of Shangpu Consulting Company is to help companies achieve multiple goals such as employee ability improvement, performance improvement, and competitiveness improvement, and achieve a win-win or multi-win situation.

The following is a case of training services provided by Champ Consulting for a well-known Internet company:

Training needs: The Internet company is an innovative company focused on online education, with hundreds of excellent teachers and curriculum designers. Due to the fierce market competition and changeable user needs, the company hopes to improve the innovative thinking ability and teaching design ability of teachers and course designers through training services, so as to create more attractive and valuable online courses.

Training program: according to the company's needs, Shangpu consulting company designed a three-day training program, including the following modules: innovative thinking theory and method, teaching design theory and method, innovative teaching case analysis and demonstration, innovative teaching project practice and evaluation. The training form adopts the combination of online and offline, using interaction, games, simulation and other means to enhance the participation and experience of teachers and curriculum designers.

Training effect: the effect of training service is evaluated by means of satisfaction survey, knowledge test, skill test and behavior observation of teachers and course designers participating in the training. The evaluation results of the training effect show that the satisfaction of the teachers and course designers to the training service has reached 95%, the mastery of knowledge and skills has increased by 30%, the ability of innovative thinking and teaching design has increased by 40%, and the quality and effect of innovative teaching projects have reached more than 80%. The training effect evaluation results also show that the attractiveness and value of training services to the company's online courses have been significantly improved, and user satisfaction and loyalty have also been significantly improved.

Training feedback: collect feedback and suggestions on training services through questionnaires, interviews, suggestion boxes and other methods for teachers and course designers participating in the training. The training feedback results show that the teachers and course designers who participated in the training highly praised and affirmed the content, form, organization, management and other aspects of the training service, believing that the training service can help improve their professional level and work performance. it also helps to enhance their sense of innovation and motivation. The training feedback results also show that the teachers and course designers who participated in the training also put forward some reasonable suggestions and expectations for the training service, such as increasing the training time, deepening the training content, expanding the training scope, and continuing the training effect.

This article introduces you to the common problems and solutions of enterprise training services, and takes Shangpu Consulting as an example to show how to provide customized training solutions for different types and sizes of enterprises to achieve training objectives and effects.