There are at least three different types of training:
The first type of training is managerial training:
This type of training is aimed at grassroots cadres, middle-level cadres and high-level cadres, and how to enable these three different levels of cadres to master the skills, methods and routines of their current jobs, while also preparing them for further career development and greater responsibility within the enterprise.
In order to achieve this goal, there are at least four forms of management training,
The first form is the mini MBA: grassroots cadres, high-potential personnel need to continue to develop within the enterprise in the future. These people layer by layer screening, elected out of a dozen or twenty people to organize a training course, first of all, through the questionnaire to understand their leadership as well as the needs of the enterprise, clear reserve cadres need to master what the basic knowledge, and then began to be similar to the mini MBA course. First of all, an enterprise manager, no matter what you do, to know a little financial knowledge, called non-financial personnel financial training, you have to know some marketing, you need to be non-marketing marketing courses, you have to know a little personnel management, how to see how to recruit, how to manage people with poor performance, etc., these can be referenced to the general business school on the MBA training, and then according to the enterprise's needs to make Adjust accordingly.
The course can be a quarter or two months once, each time two days, can be Friday plus Saturday, so that accounted for a day's work time, accounted for a day off, as the company's high-potential personnel, their own development and training to spend some of their own time. Courses and time arrangements, who will take the class?
The best is the company's senior cadres, professionals, such as non-financial personnel of the financial training, you can ask the company's vice president of finance, financial director to carry out. Non-marketing personnel marketing training, then ask your company's marketing department of the highest responsible person, this is his professional work. Of course, you can also ask external expert lecturers to share.
Here to share another way to enhance the efficiency of training: in this course, not only let these young cadres learn theoretical knowledge, but also to be able to use, in the beginning of the school will be selected in advance of the project as a final project, the project is best to the company is doing or positive development. For example, now very popular is also very important to the enterprise cost reduction and efficiency, and then, for example, how to expand sales of a new product, or how to enter a new industry, how to greatly improve the quality of the enterprise's products, services, etc., choose Ze good project, and then grouped, each group of 3 to 5 people, each group group to choose a project, and please the company's executives as a project of sponsors or Called the supporter (counselor), regular counseling of the project, every month to update the progress of the project, 6 months, 8 months, 12 months of this mini MBA course is over, the project is done, you can ask the company's management to come together to review the project, and only outstanding completion of the project in order to get the certificate of completion of the course.
The second form is Mentor or Mentorship: I was mentored when I was young, and as I rose through the ranks and got older, I started mentoring younger cadres. From the year before last, I made a small innovation, I let the personnel department pick six sales directors from different divisions for me to mentor, and the difference with the previous mentoring is that they put forward two requirements, the first requirement is that every time he meets with me, he should be prepared to ask questions, he encountered in the work of the difficulties, what challenges he is facing, or what specific aspects he hopes to get in the I gave him advice and suggestions in response to his questions. I give him advice and guidance on his questions. The next time we meet, he needs to give me an update on the progress or results of the issues we talked about last time, and I will give him further feedback so that we can improve each other. The second requirement was for him to find two of his subordinates to be his mentors. So that I not only know what I said the introduction of the exchange of these six sales director he has no inspiration, there is no enhancement, there is no enlightenment, while I also know that we exchange things in his usual management, in his counseling of the two people, he used? Used our methods, techniques, with the new ideas he came up with? How did it work? Doing so has two great benefits, an important benefit is to know our entire process, our two people's dialog on his own improvement has not helped, what still need to be further improved, there is another point is that I particularly agree with Jack Welch once said a sentence: "before you become a manager to train yourself, after becoming a manager, you want to train others. " Therefore, the six sales director he has an important responsibility, not only to enhance their own, but also to bring others, so in the process of these six people's ability to manage people, training people's ability to improve, we through the six-month trial, the response was particularly good, not only the six sales director of the form are scored, more importantly, they are 12 coached by the evaluation of the people are particularly high, that the whole process has been improved, but also to improve their ability to improve their ability to train others. That in the whole process has been improved, thought of the original did not think of. In view of this very good result, I extended the program last year, and found several vice presidents of our company in China and Asia-Pacific region who are in charge of the business, and they were very active in acting as mentors for the second round of mentoring. The first round is a pilot, the second round we picked a dozen young cadres with subordinates, the same they have to prepare their own questions, seek help and enhancement, at the same time, they have to take two mentees, the second round we did another six months, the effect is still very obvious.
This innovative mentorship system is one with two, can also be one with several, and then let each person you mentored to bring another 2 ~ 3 people, so that the ring ring ring interlocking, mutual improvement, continuous feedback, to ensure that we participate in this program can be improved, have gained.
The third form is rotation: 2+2+2×5.
The first 2 is two different functions, for example, there is a person who is very capable, technically savvy, and communicates well, leading his team to achieve the success of an innovative product, he is a technical leader, and it is entirely possible for him to be a general manager after a number of years. So like this case is not to let him choose a position, from the head of technology to the head of product management, marketing head, so that he has two different functions experience.
The second 2 is two different business, as a relatively large company, its business has a long cycle, there is a short cycle, there is direct sales, there is distribution, there are services industry b to b, there may be b to c. So it is best for young cadres to be able to work in two different business. So the best young cadres can do in two different business units to do so to increase his experience, but also to test it in different business models can learn, can grow, can fulfill the tasks, targets.
The third 2 is two different locations, if he is an American, is it possible to go to Europe to work and live for a period of time? He is a Chinese, is it possible to go to Singapore to work and live for a period of time? Of course, if you are a domestic company, you can learn from this method, he is an East China, born in East China, working in East China has great potential, is not sent to South China to work for a period of time? Can be sent to the northwest to work for a period of time, although all China are speaking Mandarin, but because of South China, East China, North China, Southwest China, different regional habits, customer requirements will be different, as a leader, as a future more senior leaders, the need to have an understanding of these aspects, this is the rotation.
When a young cadre or high potential talent has the above 2+2+2 experience, and in different positions are able to excel in the task, then he is ready for further promotion.
The fourth form is the project training: if a talent is to do sales, it is possible to be more short-term, to complete this month this quarter's target, it is likely that the perspective of long-term planning is not enough, not wide enough far, how to do? You can consider letting him do a project, such as a project to develop new products, the project to write a business plan, not only to consider this year, to consider 3 years, or even consider 5 years or longer, he has the ability to learn the knowledge to the actual project above, how to develop after the project, he needs to deal with the R & D team, the need for the production team, the need for the procurement team, etc. Does he have the ability to coordinate across departments to do a project? The product is not yet on the market, he should consider taking the team together to consider what channels, how to enter the market, how to do forecasting, how to do publicity, how to do promotion, by doing the project, with a virtual project team, on the one hand, to increase his knowledge, to test his ability to learn, but also a very important point is to see how he works with those who don't report to him, how to be able to work together in a certain amount of time, within a certain budget, or even without a budget, and how to make sure that they are able to work together. Within a certain time, within a certain budget, or even without a budget, to make the project.
In addition to the above four forms, as a line leader, you have one more thing to do, in the usual work, in the monthly meeting weekly meeting or travel together, you can communicate beforehand and even afterward, what things need to be done, how to prepare, how to think, after doing so, ask this thing is done, the customer visit is completed, the project is completed, you have what experience, exchange, ensure that our young cadres can learn from the experience of our young cadres, and to make sure that they are able to work together with each other, and to make sure that they are able to work together with each other. Ensure that our young cadres can summarize the experience from the success of the lessons learned from the failure, so that he is not very good to improve.
The second type of training is skills (professional) training:
Lean Six Sigma, for example, we start from the yellow belt 4 hours of training, basic knowledge of operating costs, 4 hours to participate in the improvement project, so that also got a yellow belt, the further development of the green belt, the green belt is generally only participate in two weeks of off-the-job training, to do one or two of the green belt project, improve the process, the implementation of the savings, so that master the learning of the Learning tools and methods, improve the process at the same time to bring benefits to the enterprise, and then above that is the black belt, black belt need to participate in two weeks of off-the-job training, and then do one to two projects, the project savings annualized revenue to more than 1 million yuan, and then also with five green belt projects, but also to the green belt candidates to give lessons, and to participate in the examination, through these later, that is to get the black belt. Yellow belts, green belts, black belts, and big black belts or ABB, which are skills training, financial, personnel, quality, lean, etc. The third type of training is general knowledge (the ability to make a profit of more than 10,000 RMB).
The third type of training is the training of general knowledge (topics):
For example, the improvement of customer satisfaction is extremely important to the enterprise, the cadres and employees of the enterprise should receive training in this area, why is customer satisfaction important? I as a financial personnel sales service, how can I be able to reflect in my daily work, to be able to recognize the importance of the customer, this may be a training, and then do certain questionnaires to ensure that the main content of the training to understand the mastery of the training, so the training it is a different kind of training, of course, there may be other kinds of, within the enterprise, there are other kinds of training.