What if employees are unwilling to participate in corporate training? Senior HR will teach you how to solve it
Training is an important aspect of human resources. Proper planning of training will help enterprises to do a good job in training.
How to do training planning?
What if employees are unwilling to participate in corporate training? Senior HR will teach you how to solve it
First of all, here we analyze the needs of enterprises for training.
The purpose of training is nothing more than to improve three aspects of employees: attitude, knowledge and skills.
Let's analyze one by one:
- Attitude is the perception and behavior of an employee formed during the long-term work process. Therefore, we can find from this that attitudes cannot be solved by training. In many cases, attitudes are improved by relying on the company's system and by the company's incentive policies.
What if employees are unwilling to participate in corporate training? Senior HR will teach you how to solve it
Of course, long-term and unremitting training can gradually improve the attitude of employees. But one or two training sessions cannot be expected to improve employees' work attitudes.
- Knowledge is the comprehensive quality of various aspects of life and work that an employee has acquired in the past experience and learning.
Therefore, knowledge is a learning process that needs to be mastered through a professional study. As an adult like an enterprise employee, knowledge is often determined by the employee's personal hobby, and cannot rely on the training of the enterprise to completely solve the employee's mastery of knowledge.
What if employees are unwilling to participate in corporate training? Senior HR will teach you how to solve it
Knowledge also reflects the basic quality of an employee. Therefore, knowledge cannot be solved by training. Of course, training or preparation can improve the knowledge level of employees.
- Skill is an employee's response to the technical ability required for the job.
Skills directly reflect the proficiency of the employees in the position, so improving skills is the direct purpose of our training.
Second, let's analyze how the training needs to improve skills come from, that is, training needs to be analyzed.
What if employees are unwilling to participate in corporate training? Senior HR will teach you how to solve it
Demand analysis can be solved in the following ways
- The questionnaire method is to design a questionnaire to conduct a comprehensive survey of employees and finally formulate a training plan.
However, employees do not actually know what kind of training they need. Therefore, the questionnaire method is not a good method. We often find that the questionnaires reflect that employees need English and computer training.
What if employees are unwilling to participate in corporate training? Senior HR will teach you how to solve it
Employees often mislead training specialists to the knowledge that employees need to learn on their own, without knowing the training they need in terms of skills. Therefore, the questionnaire can only be used as a reference when formulating employee training plans.
- Key personnel interview method, the key personnel interview method is a very good method to formulate training plans.
By designing the content of the interviews with key personnel, we can understand some key points in the employees' usual work. Through the interviews, we can formulate training plans for the employees. Of course, during the interviews, we need to pay attention to the content of our interviews. We are not asking what kind of training the other party needs. We understand the overall situation of the other party and analyze the training content.
What if employees are unwilling to participate in corporate training? Senior HR will teach you how to solve it
3, the work tracking method, which is the best way to develop a training plan.
However, because there are too many factors involved, such as manpower, material resources, time and energy, it is not the most suitable method for most enterprises. Through job tracking, we can identify employee skill deficiencies to develop training programs.
Third, we determine the training objectives, and after formulating the training plan, what needs to be done is how to do the training well.
The key to good training is to make employees agree with the training itself.
When employees don't think they need training, and we create training for employees to participate in, this training is doomed to fail.
What if employees are unwilling to participate in corporate training? Senior HR will teach you how to solve it
Allow employees to accept ideologically before training, create a loose training venue and let employees understand how the whole training process is carried out. The arrangement of the training venue is very important. Only by making the staff feel that the venue is acceptable to him can such training be successful.
Preparation of training content, according to the preparatory work, we formulate the training content.
The preparation of the training form, let the employees know what the training process is like, and what needs the employees to cooperate, which is a very important part for the employees to prepare in advance to enter the training role.
What if employees are unwilling to participate in corporate training? Senior HR will teach you how to solve it
As adults, we have our own way of thinking. If they don’t know that they need to play small games in training, and rashly let them play games like children, they will have a sense of resistance, which will affect the effect of training.