Comprehensive methods and plans for cross-border e-commerce employee training
In the context of the “Belt and Road” initiative, the significance and role of cross-border e-commerce have become more prominent. According to statistics from relevant departments, the growth of my country’s cross-border e-commerce transactions has remained at around 30%. In order to cope with the continuous development trend of cross-border e-commerce, companies need to do a good job in internal employee training and development to improve their competitiveness.
Learning at work
On-the-job learning method is a learning method highly advocated by foreign companies. Any theoretical study or classroom teaching can only be experienced if it is applied in practice. When employees encounter problems at work, they can immediately ask others for advice or find materials to learn from. Through solving the problems, they can accumulate their own experience. Managers can train their subordinates’ specific abilities by consciously giving them challenging tasks. Foreign companies allow middle and senior managers to have a deeper understanding of the characteristics of cross-cultural communication and the importance of cross-cultural management through short-term work abroad.
Lecture method
The lecture method is a traditional training method, which means that the trainer systematically imparts knowledge and experience to the trainees through language expression. In corporate training, thematic lectures that are often offered are training conducted using the teaching method, which is suitable for introducing or teaching the content of a single topic to a group of students. This method requires the instructor to conduct in-depth research on the topic and understand the students’ knowledge, interests, and experiences. The training technique is to reserve appropriate time for communication between trainers and trainees, and use question and answer forms to obtain feedback from students on the teaching content.
Role playing method
The role-playing method means that in a simulated work environment, participants play a certain role, use role drills to understand the content of the role, and simulate work affairs, thereby improving the ability to deal with various problems. It is applicable to actual operators or managers. The trainees play the role of certain training tasks, so that they can truly experience the feelings and behaviors of the roles they play, so as to improve their original work attitudes and behavioral performance.
Case study method
The case study method refers to providing trainees participating in the training with written descriptions of how employees or organizations deal with difficult problems, allowing trainees to analyze and evaluate the cases, and put forward suggestions and solutions to solve the problems. Different from the discussion method, this type of discussion is not just for solving problems, but focuses on cultivating trainees’ ability to analyze, judge and solve problems. During the analysis and debate of specific cases, trainees brainstorm and share collective experiences and opinions, which helps them think and apply the benefits of training in future actual business work and establish a systematic thinking model.
Online training method
Online training method refers to the way of training through computer network. Through the intranet, the company puts training materials such as texts, pictures, audio and video files online, forming an online library and online classroom for employees to study the courses. This method is more suitable for adult learning due to its large amount of information and obvious advantages in transmitting new knowledge and new concepts. The online training method can provide new employees with correct company and job information, encourage new employees’ morale, let new employees understand the company’s history, policies, and corporate culture, and provide a platform for discussion.
The importance of training programs
Employee training is an important part and key function of enterprise human resources management and development. Good planning is the basic guarantee for the success of new employee training. There are various ways and methods for employee training. Different methods are suitable for different individuals and different problems, and their effects and costs are also different. In order to prevent employee training from being just a formality and failing to achieve the training effect, employee training must make a detailed plan based on the company’s own specific situation and the characteristics of new employees before implementation. The content, method selection, form, time, and Responsible persons and expenses make detailed plans and monitor the execution process.
The training content must be targeted, and the purpose is basic training or professional training. Basic training refers to general knowledge such as corporate culture, corporate strategy, organizational structure, corporate processes, personnel welfare systems, safety and fire protection knowledge. This is generally a collective training for new employees, mainly to let new employees understand the basics of the company. Background situation. Professional training refers to training based on job responsibilities, work processes, and work content. Professional training needs to be carried out according to different departments and majors.
Training methods must be flexible. When designing training formats, flexible methods can be adopted based on employees’ age, educational background, job characteristics, and training content. It mainly includes: expansion training, mainly training employees’ team spirit; on-the-job training, improving employees’ professional knowledge and enthusiasm; discussion and exchange, so that old employees and new employees can fully contact and communicate with each other to promote the healthy growth of new employees.