Employee training is a systematic, scientific system, the establishment of the system needs to be built on the actual needs of enterprise development. The operation of the enterprise needs practical and reasonable job setup, job performance needs accurate and detailed
job standards
, job standards determine the quality of employees' competence, competence and the actual ability of the gap between the quality of staff training needs and benefits. Training objectives are rooted in job standards, so building a training system based on job standards is practical, systematic, standardized corporate management is an inevitable choice.
I. The relationship between job standards and training needs
1. The definition and content of work standards. Enterprise work standards are formulated according to the job, the job repetitive work matters formulated to express the job quality standards. Enterprise work standards based on the nature of the work of the post, can be divided into three categories: one is applicable to the management position; one is applicable to the operation or operation of the post, the operation or operation matters formulated by the enterprise operation standards or job operating procedures; a class of logistical positions applicable to service support, service matters formulated by the service standards or service norms.
2. Extraction of training needs based on work standards. The core of improving the efficiency of enterprise employees is to optimize the matching of people and posts, to achieve the appropriate personnel, people suitable for their work, things get their people. Before solving this problem, we need to make clear two premises, one is what is the standard of ability quality of the practitioner needed for the job; the second is what is the ability level of the practitioner. The former can be obtained through statistics and deduction method, and the latter mainly relies on performance appraisal. It can be seen that to improve the job performance of employees, first of all need to establish a set of work standards system, but also need to establish a set of competence quality assessment system, so as to ensure that the ability level of the majority of workers to really meet the needs of enterprise development.
Two, the method of extracting job work standards
The extraction of work standards, not only is the standardization of enterprise management process standardization, standardization of refinement and landing, but also the employee's job responsibilities, permissions, qualifications, the ability to reflect the quality of the objective. Establishment of the ability to work standards based on the job quality assessment system, the main idea is to be able to produce high performance and excellent work performance through the establishment of the work process norms, such as behavioral standards, service processes, technical requirements, work attitude, role positioning and other behavioral parameters, to explore the research to determine the staff can efficiently complete the work tasks of the work standards, based on the establishment of the requirements of the enterprise's development in line with the selection, recruitment, training, assessment, and employee career development comprehensive system. The company has established a comprehensive system for selection, recruitment, training, assessment and career development of employees based on this system to meet the development requirements of the company.
At present, the methods of constructing work standard model mainly include statistical analysis method and logical deduction method. Statistical analysis method mainly refers to the extraction, refinement and generalization of the requirements of the work position, summed up the formation of work standards, one contains some predictive indicators of the job personnel, such as height, intelligence, finger flexibility, etc.; the second is to improve the performance of the work performance of some of the performance indicators or standards, such as the process standards, performance levels. Logical derivation method is divided into work-oriented method and human-oriented derivation method, which mainly relies on subject matter experts. Job-oriented derivation method: it is to obtain the requirements for employees through detailed job descriptions. The person-oriented derivation approach: takes the key behaviors of the incumbent that lead to high performance as a starting point and analyzes what qualifications the incumbent needs to have in order to engage in such behaviors.
Three, the construction of work standards-based training system
1. Establishment of work standards-based training course system. Establishment of work standards-based training course generation system, through the staff knowledge, skills, quality and work standards gap comparison, to determine the training needs-oriented, and as a blueprint for the development of a logical relationship with the course sequence, in line with what to do, what to learn; what's missing, what's the guiding ideology of the work requirements standards as the guide to the quality of the construction of the core competencies in order to improve the performance of the staff as the goal, actively Innovative training concepts and mechanisms, broaden training channels, multi-level, multi-field, large-scale comprehensive, in-depth, systematic training. The list of courses should be comprehensive and systematic, with both core courses that are closely linked to the growth of business capacity and other auxiliary courses that complement the core courses, and the curriculum should be both specialized and broad.
2. Establish a training evaluation system based on assessment indicators. Building a training evaluation system based on assessment indicators is a key part of building a training system based on work standards. Through the first round of training after the second assessment of employees to determine the level of knowledge and skills of employees, focusing on the observation of their ability to improve the quality of the situation, to take the necessary retraining. The purpose of retraining is twofold: one is to make up for the difference in learning based on the requirements of work standards, and the other is to do reserve learning based on the implementation of corporate strategic development. According to the assessment standards to determine the training framework for remedial learning or reserve learning, and then targeted, planned and organized training and learning, in order to achieve the objective requirements of enterprise development. Training system based on job standards, the need for corporate strategy decomposition, cultural awareness, human resource management, performance appraisal with the implementation of in order to play a role, through the development of training needs, curriculum design, training subjects to determine the training, training implementation, assessment, evaluation of training effectiveness of the closed-loop management process, the formation of a scientific and systematic PDCA cycle, and constantly improve the ability to fulfill the duties of the staff.
It can be seen that the construction of the training system based on job standards is a new direction for the development of corporate training, is a new initiative for the refinement of enterprise management. The establishment of work standards as the traction of the training system, for the enhancement of the level of employee competence and quality, the smooth implementation of corporate strategy has a very positive role in promoting. (Original title: based on the job work standard training system construction)