With the rapid development of human resource management and the intensification of competition, enterprises pay more and more attention to employee training. However, after investing a lot of manpower, material resources and financial resources, it is found that the effect of employee training is always unsatisfactory. The input-output ratio of employee training directly affects the interests of the enterprise. How to improve the effect of employee training, improve the conversion rate of employee training, especially the choice of employee training methods is a crucial step in human resource management. The following are several common employee training methods.
1. Lecture method
It belongs to the traditional training method, which refers to a training method in which the trainer systematically imparts knowledge and experience to the trainees through language expression. In corporate training, the special lectures that are often held are training conducted by lecture method, which is suitable for introducing or imparting the content of a single subject to group trainees. The training venue can be classrooms, restaurants or conference halls, teaching materials can be prepared in advance, and the teaching time is easy to be controlled by the lecturer. This method requires the lecturer to have a deep study of the subject and to have some understanding of the knowledge, interests and experience of the trainees.
Training skills are to reserve appropriate time for communication between trainers and trainees, and use questions and answers to obtain feedback from trainees on the content of the lectures. Secondly, the lecturer’s ability to express himself and the use of audio-visual equipment are also effective auxiliary means to improve the effect. The advantage of lecture training is that it can be implemented on multiple trainees at the same time without spending too much time and money. Its disadvantage is that due to the limitation of expression, trainees cannot actively participate in the training, and can only passively and limitedly think and absorb from the lecturer’s speech. This method is suitable for theoretical training such as the introduction and speech of a new policy or new system of the enterprise, and the popularization lectures on the introduction of new equipment or technology.
2. Role-playing method
It means that in a simulated working environment, participants play a certain role, use role exercises to understand the content of the role, simulate work affairs, and thus improve the ability to deal with various problems. The applicable objects are actual operators or managers, and trainees play the role of a certain training task, so that they can truly experience the feelings and behaviors of the role they play, so as to improve their original work attitude and behavior performance.
It is mostly used in training to improve interpersonal relationships. The feelings in interpersonal relationships often vary depending on the position held. In order to enhance the understanding of the other party’s situation, in the position-playing training, trainees often play the role of the other party they come into contact with at work and enter the simulated work environment to obtain better training results. When using the position-playing training method, the number of trainees who play the role is limited, and the remaining trainees are required to observe carefully on the side, and the performance of the role players is evaluated by “observation record form” to evaluate their posture, gestures, expressions and language expressions, so as to achieve the effect of training. Observers and actors should be exchanged in turns, so that all trainees can have the opportunity to participate in simulation training.
3. Case study method
It refers to a training method that provides trainees with a written description of how employees or organizations deal with difficult problems, and trainees analyze and evaluate cases, and put forward suggestions and solutions to solve problems. Different from the discussion method: This type of discussion is not only for solving problems, but also focuses on cultivating trainees’ ability to analyze, judge and solve problems. In the analysis and debate of specific cases, trainees brainstorm and share collective experiences and opinions, which helps them think about and apply the benefits of training in future actual business work and establish a systematic thinking model.
In formal training, trainees are first arranged to have enough time to study the cases, guide them to have an immersive and empathetic feeling, and make them think and solve problems like the parties involved. Case discussion can be carried out in the following steps: what problem occurred, why the problem was caused, how to solve the problem, and what countermeasures to take in the future. It is applicable to middle-level and above managers, and the purpose is to train them to have good decision-making ability and help them learn how to deal with various events in emergency situations.