1. Learning on the job
It is a learning method highly advocated by foreign companies. Any theoretical learning and classroom teaching can only be experienced in practice. When employees encounter problems at work, they can immediately ask others for advice or find information to learn. By solving the problem, they can accumulate their own experience. On the other hand, managers can train their subordinates’ specific abilities by consciously giving them some challenging work. Foreign companies use short-term overseas work to enable middle and senior managers to have a deeper understanding of the characteristics of cross-cultural communication and the importance of cross-cultural management. By delegating cross-departmental temporary projects (such as Six Sigma quality improvement), the cross-departmental communication and project management capabilities of middle-level managers can be improved.
2. Work guidance
This method is that an experienced technical expert or direct supervisor trains the trainees at their job positions. If it is a single one-on-one on-site individual training, it is called master-apprentice employee training, which is also the most commonly used “master-apprentice” employee training in enterprises. The task of the coach responsible for guidance is to teach the trainees how to do it, make suggestions on how to do it well, and encourage the trainees.
3. Job Rotation
This is a method of on-the-job training, which means that trainees change their jobs within a predetermined period of time so that they can gain work experience in different positions. It is generally used for new employees, especially when companies recruit management trainees, they will adopt the form of rotation. Job rotation is a training method that arranges employees to rotate and take on different jobs in a planned and strategic manner, further observes the strengths, weaknesses and development potential of employees, and exercises, cultivates and improves employees’ various work skills. The advantages of this method are: promoting employees to understand the work content of each link of the enterprise; it is conducive to improving communication and cooperation between departments; it can deeply explore employees’ work expertise and development potential; it is conducive to the cultivation of comprehensive talents.
4. Network training
It refers to the way of training through computer networks. Through the intranet, enterprises put training materials such as text, pictures and audio and video files on the Internet to form an online library and online classroom for employees to study courses. This method is more suitable for adult learning because of its large amount of information and obvious advantages in conveying new knowledge and new concepts.
Online training can provide new employees with correct information about the company and their positions, encourage their morale, let them understand the company’s history, policies, and corporate culture, and provide a platform for discussion. It can reduce the nervousness of new employees when they first enter the company, help them adapt to the company more quickly, understand their job responsibilities, strengthen relationships between colleagues, train new employees in problem-solving skills, and provide methods for seeking help.