The first dimension is to consider whether the training has grasped the actual problem, that is, whether the training demand analysis is accurate. In other words, we should first choose high-quality courses, that is, courses that really solve problems, which requires training courses to be targeted and practical at the same time.
Focus on the second element. In fact, training is just a tool. In order to make training effective, enterprises need to constantly help employees to train and strengthen through systems and mechanisms. Many enterprises always expect that after the training course, employees can automatically and spontaneously apply the knowledge they have learned in the course, resulting in changes in thinking and behavior, but in fact, it takes a process to land the course content. To sum up, in order to consolidate the training effect, we need to do three things:
1. Establish an examination system and pass the examination after training.
2, the establishment of a step-by-step reinforcement system, superior to subordinate, level to level, through guidance, meetings, training to strengthen the learning content.
3. Establish an independent strengthening system, and strengthen the content of the exercises through re-examination, reporting and sharing.
As a kind of enterprise behavior, training aims at changing employees' thinking mode and behavior habits, improving organizational performance and establishing enterprise competitive advantage. But the person who really affects the training development effect is not the trainer, but the line manager of the trainee. If they don't have this awareness and skills, training and development measures will often fail. In order to consolidate the training effect, the trainer NASS consultant suggested that managers adopt the following methods: ① establish an evaluation system; ② Conduct daily simulation drills; ③ Strengthen supervision and follow-up. I hope I can help you.