Put the Training program as a Kind of Business Work

Introduction

People-oriented spirit has been deeply embedded in the operation of enterprise, so talent training has been truly taken as an important topic concerned about company’s core competitiveness. As the result, major enterprises have been paying more and more attention to training work, and they even upgraded the training department originally under the human resources headquarters to be a first-level department, called a training center or a corporate university. As a first-level training department, it is necessary to do the training standing at a higher angle and using a broader perspective to do training. It could be found that, function positioning, training thinking, management training and training mechanism establishment play critical role in the training program.

Function Positioning of Training Department-Business partner

Function positioning is the start point and foundation for the implementation of training work. It is not well positioned in time, training function could not be fully exerted.

This function positioning of the training department can be embodied through three aspects of “distributing corporate culture, refining business practices, and cultivating core talents”. First of all, the training department is a powerful cultural assimilation device(Letarte, Sylvie, Julie,2010),. Through training, it can help all employees to establish a consistent work vision, common value orientation, form the cohesiveness and centripetal force of the team, which could make the employees find a sense of belonging and stability. Secondly, the training department is the distributors of internal practice. Upon the design and implementation of professional training programs, the training could become the birthplace for solving the company’s business problem, helping the operating institutions to improve business performance, and meanwhile it could popularize some good management practices through training to make more people could share the benefits(He, Liu,2013). Moreover, as an important part of the company’s talent training system, the training department not only undertakes the traditional training and management work, but also plays as the company’s employee development consultant and strives to cultivate core talents for the company.

Thinking of Training Work-Involved the Operation

As for the training department, the work of carrying out training is not just to improve training techniques , but to jump out of the traditional thinking of training with innovation thinking and brave and scientific practice.

As for the training department, the training work should not be obsessed with the improving of the training technology. As Viji(2017) pointed out that it is necessary to jump out of the framework of traditional training thinking, instead, it needs to boldly innovate with the business as a breakthrough point, focus on business improvement, and thus applying the training in the business. In the process, the training system has gradually formed, and the idea of “training = having class” in the traditional sense should be resolutely broken. The training ideas can be started from the business, combined with the three levels of training management, training support, and training operations.

Training of Management

The scope of training management include the establishment of training concept, training system and training system.

Management training should be implemented from training concepts, training system and training planning. The training concept is the primary factor for the success of the training, so the training needs to maintain sufficient focus on the strategy. It must have enough strength to resist all kinds of temptations, because if the training programs in the society are not close to the strategic needs and could not support the requirement of strategic conduct, the training program will lose its significance(Wan,1988). As for all the employees, it is necessary to understand the training concepts and training significance. When the employees really understand how to get trained on some knowledge and skills, they will set up right and active attitude toward the training program and combine the training program and working performance.

At the same time it is necessary to uphold some basic concepts of training. For example, training program is a working method and management tool conducive for improving company performance, which needs to be guided as per schedule, in addition, integrated management of training resources will be conductive to maximize the resource efficiency and exert its function(Banerjee,2001).

Enterprises can design a set of training mechanisms for business management activities around the main business, annual performance growth so that all employees can learn and improve business management activities and experiences(Banerjee,2001). . The training system should be matchable to the business management system, responding to changes in business quickly according to the distribution of business resources and the adjustment of business structure.

Establishment of Training Mechanism

Appropriate training management system could make the training program workable and effective, which could be implemented from the following aspects.

It is necessary to build a basic management framework. For multi-level companies, the core of the training framework is hierarchical classification management and implementation,namely, it will be managed and implemented by different entities according to different categories, different levels of training programs and content, as well as different training objects(Susana, Eurídice et.al,2016.) It is necessary to cultivate the training management team and strengthen communication with these who has rich training management experience, and enhance the management team’s awareness and training management level. For establishing management team, it should enable the training to be grasped, managed, and decomposed at the same level. The training is effectively regarded as a working method and management method, rather than just completing the company’s training tasks in the form. It needs to build a communication bridge with the business headquarters(Letarte, Sylvie, Julie,2010). The training department should deeply participate in the company’s business development, and pay close attention to the progress of the business and the company’s development, and maintain timely and good communication with the business department, and explore how to better help other departments.

Planning of Training Project

The project undertaken by training department must be better and the product produced must be excellent, as all the department focuses on what products they will provide. At the initial phase, the first level training department could carry out some projects in combination with the current

transformation and development of companies: new employee training, marketing director training, investment consulting training and business (product) promotion training. Training project should be reasonably planned according to the specific states, only in this way, company’s human resources could be continuously improved in all the aspects and training project should be against different levels of employees, from new employees to old employees and from junior employee to senior employees.

Conclusion

In conclusion,training work has input the energy and dynamic for the development of an enterprise, providing rich intelligent resource and keeping the work sustainably, healthily and fast developed. Training policy and system play critical role for the development of an enterprise, so it is necessary to put the training project as a kind of work in a company. Training department should be positioned as business partner and training thinking should be flexibly improved and changed according to the requirements. What’s more, training program could not leave the training management, training mechanism establishment and training project planning. In a whole, all the aspects in terms of management, scheduling and standardizing of training program should be equally focused so that training department could make a great contribution for the development of company.

Reference

Letarte, M — J ; Sylvie N, ; Julie A,2010, Effectiveness of a Parent Training Program “Incredible Years” in a Child Protection Service, Child Abuse & Neglect: The International Journal,Vol.34(4), p.253–261

Viji S, 2017, Fueling the future: the enterprise management training program. (STRATEGIES FOR SUCCESS) Training, Vol.54(3), p.48(2)

Wan, V K,1988, Enterprise workshop: an entrepreneurship training program in Australia

Journal of Small Business Management, Vol.26(4), p.66(3)

He L H; Liu J X,2013, Optimal Design of Enterprise Human Resource Training Program

2013 Sixth International Conference on Business Intelligence and Financial Engineering, pp.446–448

Banerjee, M M,2001,. Micro-Enterprise Training (MET) Program: An Innovative Response to Welfare Reform,Journal of Community Practice, Vol.9(4), p.87–106

Susana I; Eurídice C et.al,2016, Entrepreneurship Education: Economic Analys is of an Entrepreneurial Training Program based on Pupil Enterprises in Portugal Journal of Spatial and Organizational Dynamics, Issue 1, pp.102–114