First, non-institutional training: a new training concepts and methods
Human resource management training is important functions of the three.General sense, organized, formal training is usually carried out training needs analysis, on this basis to develop feasible plans well, and according to plan the implementation of training, and finally to assess the effect of training.We can call this type of training, institutional training (systematic training), it has a strict program, have established training content, training and training in the form of time and place.Such training is a corporate trainer and are well known.Relative to institutional training, non-institutional training (non-systematic training), people often also feel strange, but in practice many companies have this kind of training in the practice of consciously or unconsciously, the role of such training is also increasingly a cause for concern.
Non-institutional leadership and management training usually refers to the command of subordinates, motivate, organize and coordinate the process of education and training included, that the process of enterprise management staff is on the staff of non-institutional training process.It is the trainers of trainees in their daily work life, the training carried out at random, without prior consent of the planning, there is no set time, place and form of training.From the training point of view, the system of training focused on the employees master a specific skill, knowledge and understanding of a specific information, training is more clear and specific; rather than institutional training without prior arrangements due mainly tends toemployees in their daily work life by the spirit of enterprise, values, work style and attitude of the influence and training, so that employees in the corporate culture in subtle understanding from experience, to identify the ultimate and enterprise integration.Effects from the training point of view, some institutional training, trainees may cause adverse psychology (eg, too much preaching in the training process), or their self-confidence may be affected (such as new employee training exercise for too long.)Rather than institutional training because it is random in the work carried out, flexible and easy to enable trainees to accept, under certain circumstances such training system can achieve the effect of training difficult to achieve.In addition, relative to institutional training, lack of time, place, form the special requirements of non-institutional training also saves time and effort, and low cost.
Second, the practice of non-institutional form of training: new employee training corporate culture
Corporate training new staff training is an important component of the system.Compared with other training, the training of new staff training for its special object, the training focused.Training experts that the new employee training is one of the main contents of corporate culture training, new employees through job training so that the concept of attitude and style consistent with the basic direction of the corporate culture so that new employees and enterprises running as soon as an organism, coordination, and completely forgettingone.Admittedly, in this respect, the new system of training of staff is able to play a role, such as corporate training sector through well-planned and consciously focus on organizing new workers received training, he told them about the business philosophy, rules and regulationsshows what business advocate, opposed to what, as a qualified employee should have what kind of thought, sentiment and style and so on.Through training, new employees can make these basic issues in the formation of pro-business mind-set, and the future direction and constraints play a role in behavior.
For new staff code of conduct, attitudes, values and beliefs meet the business requirements, a few days of pre-service education and training alone is not enough.Because, according to psychology point of view, people have a thing, especially culture, values, and so there is a recognition and acceptance from the knowledge to understand, to the internalization process.To achieve the internalization of this layer, the psychological need to enable trainees to resonate through the words and deeds of leaders and managers, to subconsciously agree with this point of view, this is far from simple preaching can do.In this regard, subtle in their daily work to provide new employees with the psychological impact of the non-institutional training has its unique advantages.Usually take the following manner:
First, recognition of psychological strengthening.Mental quality enhancement is to become a more solid means, it refers to the recognition of a behavior (positive reinforcement) or negative (negative reinforcement), so that the behavior is repeated or stop the process.When training new employees through the system of forming a pro-business mind-set, you can further strengthen the means to enable the use of positive and negative thoughts and behavior consistent with corporate culture.Haier company created the famous beginning, President Zhang to firmly focus on the quality awareness of all employees.Once, when he found that the production of 76 refrigerator factory failed, the first visit to factory workers in turn, followed by workers in front of the whole plant, announced by the production of these products, those made directly responsible for smashing the refrigerator.When the producers of 76 refrigerator in a heap of scrap metal under the hammer, the whole factory workers by the shock.Then Zhang also announced, including himself all the punishment of all managers.Since then, the "quality above profit" business philosophy rooted in each and every "Haier" of men, as "Haier" a world famous foundation.Of course, like this rare.Opportunities for the training of new employees may not be met, but as long as corporate managers at all levels and concept of strictly in accordance with the spirit of enterprise management, it will have on the new staff have a significant impact.
Second is the use of herd mentality.Conformity is a group under the influence of their personal behavior will remain consistent with the all the psychological behavior.Herd on the premise that there is a real or imagined group pressure.New staff in the training process of corporate culture, business leaders should use all means to vigorously promote the spirit of enterprise and business philosophy, the initiative to use herd mentality led to new employees and other employees in the company to maintain consistent thinking and action, change andincompatible with corporate culture of personal style, attitudes and values.If new employees are in an unity, love and dedication of the team, its team spirit and professionalism will be able to gradually develop.On the other hand, enterprises must also be alert to new employees the occurrence of negative herd behavior, for example, although new employees are taught to act according to regulations, if he found the work around to do the same old staff did not do so, maybe they will not agree a.Besides new staff first arrive, they are usually reluctant colleagues in the unique, isolated by my colleagues finally.Therefore, in order to avoid the adverse effect of new employees, corporate management is grass-roots response to the operation of the diagnosis and assessment of organizational culture, the staff at the grass-roots organizations in the clear on the merits, on the negative atmosphere of public opinion and behavior is not correct to take measures to stopand correct, and strict monitoring of the early induction of new employees and socialization process.
Third, train and motivate the identification, imitation psychology.Identity is produced as soon as possible so that new employees become a "business person" the important part.When the identity up to a certain depth, it is usually on the performance of some action, such as imitation.Imitation refers to the individual by social stimulation caused by a similar act by another act in the tendency of interaction it is a common phenomenon, but also led to new employees and corporate culture consistent with the important mechanisms.The premise and basis of imitation is an example, the enterprise model figures, advanced character, person in charge, the direct supervisors of new employees, new employees are often seen as the personification of corporate culture on behalf of, the new employee is the main models.To them by the new employees understand the process of approval to imitate, that is, the recognition of corporate culture and practice.Especially the first director of new employees, their words and deeds and attitudes towards new employees, training new employees on work style, work attitude, interpersonal manner, great impact, and may even affect their whole career.Therefore, the first director of new employees, business leaders should be carefully chosen.They must be impartial and honest, warm, good communication, with a democratic spirit, to abide by corporate rules and regulations.In this way, new employees will naturally, as do their mentor, and business leaders voluntarily initiated by the corporate values and norms as their own values and norms of behavior, as soon as possible into the business, become part of the organism.
Can be seen, for the style of new staff, attitude and ideas to develop, non-institutional system of training, training does have unparalleled advantages.It did not have time, place, formal constraints, the trainees will not cause significant psychological pressure, all new employees in the daily management of the natural expansion, which fully reflects the "humanity" of the modern management concept.
Third, non-institutional form of the second practice of training: business skills training new employees
New staff training in addition to corporate culture training, the operational capacity of the training is also important.Practice shows that the effect of systematic training in this area better, but non-institutional training has also had unique, for example, in the hotel service industry companies, when new employees join, the old staff a very friendly "Hello, I am so and so, you're welcome, you need to help you? "will prepare new employees a sense of warmth, so much the number of times, they will unwittingly give in to the guests the feeling that the guests havea "home away from home" feeling.Or you can give new employees the opportunity to a free dinner, so that they feel the true meaning of service and reception, guests learn how older employees, this business for new employees ability helpful.
In this training, business leaders still have to pay full attention to the new role of head of the first employees.New employees into a particular sector, due to the working relationship between the most contact with them is its director.Usually in charge of a sector enterprises, the business is the backbone of this sector, as business executives and the backbone of their new employees to greatly influence and leading role to play.Meanwhile, new employees are most concerned about their immediate supervisor at work, words and deeds, that they did have implied - they do not need to do so.Therefore, the direct charge of new employees who act in strict accordance with the working standards, and do the best, train new employees for the specification, skilled, excellent business skills, is very important.