Enterprise training is a systematic education and training, improve the knowledge, skills and quality of employees, so as to enhance the core competitiveness of enterprises and performance activities. With the changes in the market environment and the intensification of competition, corporate training has received more and more attention from all walks of life and has become an important part of corporate human resource management and strategic development.

However, in the implementation of enterprise training, many enterprises do not fully consider their own actual situation and market demand, but blindly follow the trend or take the form, resulting in poor training effect, or even counterproductive. According to the Shangpu Consulting Group for many years to provide clients with market research, investment consulting,IPOThe experience of listing consulting and other professional services, this paper summarizes the four misunderstandings of corporate training services, and how to avoid these misunderstandings.

Misunderstanding 1: the training content does not meet the market demand

Many companies do not fully understand the changes and trends of the market when formulating training content, but arrange it according to their own subjective ideas or outdated theories. The result of this is that the training content cannot match the actual work of the employees, cannot be practiced in daily work, or is inconsistent with the needs of customers, and cannot compete in the market. Over time, the training content will also be forgotten, which is equivalent to learning this training in vain.

Therefore, when formulating training content, companies should first conduct professional market research, understand the development status and future trends of their industries, analyze their strengths and weaknesses in the market, and determine the areas and directions that they need to improve or break through. At the same time, it is also necessary to investigate employees' intentions and feedback on training content in combination with their job needs and personal development plans, and formulate more targeted and practical training programs.

For example, Champ Consulting provided market research services to an auto parts manufacturer. The company wants to expand market share in the field of new energy vehicles, but lacks relevant technology and talents. Through in-depth analysis of the new energy vehicle industry, Shangpu Consulting found that the industry is in a stage of rapid development, the market demand is strong, but the competition is also fierce, and technological innovation and brand building are the key. Based on the results of this survey, Shangpu Consulting has formulated a set of training programs for the company, including new energy vehicle technology principles, market dynamics, competition strategies, brand marketing, etc., to help the company improve the professional knowledge and skills of its employees and enhance the market Competitiveness.

Misunderstanding two: the training object is unreasonable

When determining the training object, many enterprises do not carry out reasonable screening and distribution according to the training content and objectives, but require all employees to participate in the training, or only for a certain level of employees. The result of this is that the training object does not match the training content. When employees have little demand for training content, they will reduce their enthusiasm for participation; when employees have great demand for training content, they have no opportunity to participate, which will affect work efficiency and satisfaction.

Therefore, when determining the training object, the enterprise should make a detailed analysis and division according to the training content and objectives, consider the employee's job responsibilities, work experience, learning ability, development potential and other factors, and determine the scope and proportion of the most suitable personnel to participate in the training. At the same time, it is also necessary to combine the enterprise's talent echelon construction and promotion mechanism to provide employees with training opportunities at different levels and stages to stimulate their learning motivation and growth desire.

For example, Champ Consulting provided investment advisory services to a medical device seller. The company wants to achieve industrial chain extension and scale expansion through the acquisition of a medical device manufacturer. Through a comprehensive assessment of the acquisition target, Champ Consulting found that the manufacturer has advanced technology and products, but lacks effective management and operation. Based on this evaluation result, Shangpu Consulting has formulated a set of training programs for the company, including merger and acquisition integration, financial management, production management, quality control, etc., and has carried out differentiated training arrangements for managers and employees at different levels., To help the company achieve a smooth transition and operational optimization after the merger.

Misunderstanding three: training methods are not innovative

When choosing training methods, many companies do not make full use of modern technology and educational methods, but use traditional classroom teaching or offline centralized training. The result of this is that the training method is single and boring, which can not meet the personalized and diversified learning needs of employees, and can not fully mobilize the enthusiasm and initiative of employees. At the same time, the traditional training methods also have time and space constraints, can not achieve flexible and efficient learning.

Therefore, enterprises should make full use of modern science and technology and educational means to innovate training models and methods when choosing training methods. For example, online teaching, micro-courses, live interaction, game-based learning and other methods can be used to improve the interest and interactivity of training content; mobile learning, autonomous learning, mixed learning and other methods can be used to improve the flexibility and efficiency of training content. Efficiency; Case analysis, project practice, role-playing and other methods can be used to improve the practicality and applicability of training content.

For example, Champ Consulting used to provide an Internet financial platform.IPOListing Advisory Services. The company wants to increase brand awareness and market share by listing on the NASDAQ in the United States. Through a comprehensive review of the company's financial situation, business model and risk management, Shangpu Consulting found that the company needs to strengthen the compliance awareness and ability of its employees to cope with the strict supervision in the United States. Based on the results of this review, Shangpu Consulting has formulated a set of training programs for the company, including U.S. financial regulations, compliance management, risk control, etc., and adopted a variety of training methods such as online teaching, live interaction, and case analysis. Help the company improve the compliance level of its employees and pass smoothlyIPOAudit.

Misunderstanding four: training assessment is not scientific

Many companies do not use scientific methods and indicators when conducting training evaluations, but simply use training participation rates, satisfaction, and test scores as evaluation criteria. The result of this is that the training evaluation can not truly reflect the training effect, nor can it provide an effective basis for subsequent training improvement. Some companies even ignore the importance of training evaluation, without regular tracking and feedback on training, resulting in training results can not be sustained.

Therefore, when conducting training evaluation, enterprises should adopt scientific methods and indicators to comprehensively examine the effectiveness of training. For example, a four-level evaluation model (response level, learning level, behavior level, and result level) can be used to evaluate the employee's attitude towards training, the degree of mastery of knowledge and skills, the degree of change in work behavior and performance, and the degree of achievement of corporate goals and interests. At the same time, it is necessary to conduct regular tracking and feedback on training evaluation, discover and solve problems in training in time, and continuously optimize and improve training programs.

For example, Champ Consulting once provided market research services for an e-commerce platform. The company wants to improve product competitiveness and user experience through employee innovation training. Through in-depth analysis of the e-commerce industry, Shangpu Consulting found that the industry is in a stage of rapid change and innovation-driven, and employee innovation ability is one of the core competitiveness of enterprises. Based on the results of this analysis, Shangpu Consulting has formulated a set of training programs for the company, including innovative thinking, innovative methods, innovative projects, etc., and adopted a four-level evaluation model to conduct a comprehensive investigation of the training effect. Champ Consulting found that after completing the training, staff satisfaction with the training was as high95%, the mastery rate of knowledge and skills reached90%, the improvement rate of work behavior and performance reached80%, the achievement rate of corporate objectives and benefits reached70%. Based on the evaluation results, Shangpu Consulting also put forward suggestions for the company to further improve the training program to help the company continue to improve its employees' innovation capabilities.

Summary:

Enterprise training is an important means to enhance the ability of employees and the competitiveness of enterprises, but in the process of implementation, many enterprises have some misunderstandings, resulting in poor training effect, or even counterproductive. This article from the market research, investment consulting,IPOFrom multiple angles such as listing consultation, the four major misunderstandings of corporate training services are analyzed, namely: training content does not meet market demand, training objects are unreasonable, training methods are not innovative, and training evaluation is not scientific. Combined with the service case of Shangpu Consulting Group, the paper puts forward some suggestions on how to avoid these misunderstandings, so as to help enterprises improve the training effect and realize the development of talents and business growth.