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[commentator's article] the role and necessity of "internal training" in the new era of enterprise development

[commentator's article] the role and necessity of "internal training" in the new era of enterprise development

  • Categories:News Center
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  • Time of issue:2014-10-11 00:00
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[commentator's article] the role and necessity of "internal training" in the new era of enterprise development

(Summary description)With the rapid development of Wuhai Yadong project, Yadong group has entered a new period of development. In this critical period, the group headquarters put forward the requirements of "enterprise internal training". After many years of enterprise administration and personnel management, this paper discusses the role and necessity of enterprise internal training.

  • Categories:News Center
  • Author:
  • Origin:
  • Time of issue:2014-10-11 00:00
  • Views:
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With the rapid development of Wuhai Yadong project, Yadong group has entered a new period of development. In this critical period, the group headquarters put forward the requirements of "enterprise internal training". After many years of enterprise administration and personnel management, this paper discusses the role and necessity of enterprise internal training.
 
First of all, I think the competition of an enterprise is, in the final analysis, the competition of talents, which is essential for the development of an enterprise. The famous saying "talents are the best in the world" clearly sums up the importance of talents to the enterprise, and training knowledge-based employees is the goal of talent training in the future. At present, the relevant system of "enterprise internal training" formulated by the group aims to improve the personal quality and skills of employees, enhance the enthusiasm, initiative, creativity and sense of belonging of employees, so as to enable our enterprise to remain invincible in the fierce market competition.
 
In an enterprise, no matter how strong his body, how keen his mind and how good his interpersonal relationship are, if he has no knowledge, he is no different from a vase that is useless and can only be set up. The possession of knowledge can reflect the talent and ability of an employee, and the desire for knowledge is an instinct of human beings. Any employee with a sound mind will spare no effort to acquire knowledge. The knowledge of Yuanyuan is helpful to improve their competitive ability and realize their value and social status in the workplace. Our "enterprise internal training" system just meets the requirements of employees.
 
At the same time, "enterprise internal training" can shorten the learning curve. Knowledge can be generally divided into two categories, one is direct knowledge or practical knowledge, which needs personal experience to obtain, the so-called "practice out of true knowledge" is such a truth; the other is indirect knowledge, which can achieve the effect of knowledge dissemination through other people's teaching and explanation. For the first kind of knowledge, the learning curve is relatively long, and the required period is also long, for example, students learn basic knowledge. But for an enterprise participating in the market competition, the first way is obviously inefficient, and it will be eliminated in the game of "fast fish eat slow fish". Therefore, our employees should learn to learn fast, shorten the learning curve, and learn to "stand on the shoulders of giants". In enterprise internal training, both internal and external trainers can realize knowledge transfer through knowledge sharing to help our employees grow rapidly.
 

"Enterprise internal training" is not a simple training, it is a headache for every HR,I think that to treat this work as a project, as a project, the difficulty of each enterprise's internal training implementation lies in the implementation and persistence, "it's important to say, it's secondary to do, and it's not necessary to be busy". This is the root of each enterprise's internal training failure, and it's also the most easy mistake for the internal training organizers. Only when we regard this work as a project, a project, a proper plan and an orderly organization can we stick to it.

 
At the same time, as the organizer of enterprise internal training, it is necessary for employees to truly understand the role and significance of enterprise internal training. At present, some employees do not have a correct attitude towards learning, which is reflected in their ideological understanding. There are three main misunderstandings:
 
One is that "work is too busy, it is difficult to squeeze out time to study". In fact, learning and work cannot be separated completely. They are not either or incompatible. As the saying goes, sharpening a knife does not miss cutting wood. Through learning to improve the theoretical level and business knowledge, not only will not delay and affect the work, but also improve the quality and efficiency of the work.
 
The second is to think that "I have enough qualifications, and can deal with the past without learning". This is a blind sense of superiority. It is an advantage to have qualifications, but if you are satisfied with the existing qualifications and stop there, you will inevitably fall behind or even be eliminated. Because we are in the era of knowledge economy, new knowledge and new technology emerge in endlessly. If the knowledge we have learned is not updated in time, it will soon become obsolete. In this era of rapid development of science and technology, no one is qualified to talk big on the issue of learning.
 
Third, I think "it's enough to watch newspapers and TV and buy some professional books.". This is also a kind of misunderstanding. It should be clear that our emphasis on learning is to improve the internal quality of employees by learning theory, business and professional skills, and more importantly, to achieve the purpose of communication and exchange in the process of learning. This exchange includes communication between peers, with superior leaders, with other departments and other levels.
 
In the new era of rapid development of enterprises, everyone is like sailing against the current. If we don't advance, we will retreat. Therefore, every employee of our company is required to have a correct attitude towards learning and further enhance their consciousness and initiative in learning. To change the mental model, we should use the positive attitude of continuous learning to replace the negative attitude of talents. We should wear the profound emotionalism, the persistent belief and the practical requirements, strive to learn actively, seriously and deeply, and strive to improve learning ability and learning effectiveness.
 
Knowledge changes fate, knowledge promotes innovation, and knowledge makes the future. It can be said that the development and vitality of an enterprise depend on the breadth and depth of learning between the enterprise and its employees. For Yadong group, which is developing rapidly, the enterprise is constantly innovating and the technology content is constantly improving. Everyone is faced with the choice of development or elimination. It's a waste to live in misery and die in happiness!
 
We can marvel at the surging tide of science and technology, we can be temporarily stunned by the rapid changes of the world around us, we can be at a loss for some new knowledge, but all these should not let us give up learning. We should learn new knowledge and skills to enrich our mind. Only in this way can we keep pace with the times and not be forgotten in an ignorant station by the rolling train of the times.

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