The education mechanism of enterprise management, cherish it when you encounter it, and it is worth following for a lifetime

In enterprise management, labor costs account for a large proportion. In order to reduce labor costs, many companies have infinitely compressed employee wages, and there is no education system, which makes recruitment more and more difficult and fewer and fewer talents.

In the article shared yesterday, I mentioned the " selecting, employing, educating, retaining, and eliminating " of enterprise management. This is a complete mechanism and is indispensable. Today, I will focus on sharing some articles on educating people.

Educating people plays a decisive role in the long-term development of an enterprise. Because the education system is complete, employees will be more loyal, the talent pool is rich, and the employees are full of fighting spirit.

If the enterprise's education mechanism is quite perfect, it should be cherished when encountering it, because the real self-improvement will be very fast, and only one's own ability is truly one's own.

So what should companies do if they want to do a good job of educating people? You can start from the following four aspects:

First: educating people is the mission, be responsible for employees, and achieve themselves

The main reason why many companies are not perfect in educating people is because the cost of educating people is too high. Whether it is capital cost or time cost, many small and medium-sized enterprises cannot afford it. Let the newcomers get to know the position as soon as possible.

Of course, the energy of educating people will also be quite large. If it is just a big pot of rice, then not only will the effect be insignificant, but also a waste of the company's limited resources, and the large-pot meal training will arouse the disgust of employees to a certain extent. After all, the training instructors are not professional Training is always time-consuming and makes employees feel paralyzed.

In fact, no matter what method, the first thing an enterprise should do is to raise the education of people to a sense of mission. Educating people is not only for the purpose of supplying talents to the enterprise and making the enterprise successful, but also for the responsibility of the employees themselves.

Second, the implementation of career planning

Career planning is a key point repeatedly mentioned in the workplace, but most of it is a simple suggestion to people by individuals or companies, and even a key point that 80% of people or companies ignore.

Career planning should start from the interview. During the interview, it is necessary to have a preliminary understanding of the employee's background, work experience, ability and quality model, etc., so as to gradually set their career goals and assign them to their suitable positions.

After joining the company, it is necessary to record the employee's training and daily work performance at any time, grasp the employee's growth record, summarize and summarize according to the quarter or year, communicate with the employee in time, and discuss the next career goal, but it should not change too much, and make a plan details.

3. Establish and improve the training system

The training system is what enterprises are paying attention to now, especially in the past few years, it even reached a crazy level. But with the gradual decline of training institutions, in-house training also disappears.

In fact, it is not that the company does not want to build a training system, but that the training system is not just a capital investment, including training instructors, training locations, training methods, training time, etc. , there will be certain requirements, otherwise it will only be counterproductive.

The same is true of the current meeting systems, which are intended to be used for short-term training or communication problems, but too frequent or ineffective meetings have made it one of the most annoying tasks for employees.

The construction of the training system can be built according to the actual situation of the company.

There are basically three types of training content: knowledge, skills, and mentality . Different content training can be organized according to different stages. Knowledge is more suitable for newcomers or when new products appear, and skills are throughout, whether it is newcomers or management. After all, the quality and capability model includes dozens of major items, which can be planned. training.

The mentality can be simply divided into fixed team building, pre-event, and when there is a problem with the team, team building can be carried out on a monthly or quarterly basis, and others are arranged according to specific events.

4. Do a good job in the talent reserve plan and build a talent echelon

If a company wants to develop long-term and stable, it must have a strong talent pool, whether it is technology or management. However, external recruitment is not a good choice due to the recruitment cycle and the risk of talent adaptation. At this time, internal selection is particularly important.

However, if there is no good talent reserve, the internal selection is only on paper, and it will appear when it is not needed, and blind selection may disrupt the normal operation of a department and seriously affect the development of the enterprise.

Talent reserve can be divided into horizontal and vertical. According to technology and management direction, each formulate selection criteria, recommendation or self-recommendation method, training system, reserve practice, trial assessment and other processes, so as to truly achieve certain methods and form a sustainable talent echelon. .

In general , people are greatly affected by the environment, so create a good corporate cultural environment, influence employees through the overall atmosphere of the company, and promptly eliminate unsuitable employees. Only in this way can corporate talent training achieve healthy development.

Enterprises should do a good job in the entire education mechanism, fully tap the potential of employees, employ people according to the characteristics of each person, and train them in a targeted manner, so that people can make the best use of their talents.

This is not only the future of the company, but also the greatest wealth for employees. If employees encounter an enterprise with a relatively complete education mechanism, then cherish it, it is worth following for a lifetime, and an enterprise that knows how to cultivate employees will definitely have a bright future.