On the Improvement of Staff Training in Fuzhou Shijin Investment COLtd.docx

On the Improvement of Staff Training in Fuzhou Shijin Investment COLtd.docx

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OntheImprovementofStaffTraininginFuzhouShijinInvestmentCOLtd

OntheImprovementofStaffTraininginFuzhouShijinInvestmentCO.Ltd.

[Abstract]Withthearrivalofknowledgeeconomyera,competitionbetweenlargecompaniesandmedium-sizedcompaniesbecomesmoreandmoreintensive,letalonesmallcompanies.Therefore,ifthesmallcompanieswanttosurviveinthecompetition,theyshouldefficientlymanageandtakeadvantageofenterpriseresourcesinwhichhumanresourceismostessentialanddecisive.Onlywiththehighqualityhumanresourcescanenterprisesgainthestrategiccorecompetitiveness.Stafftrainingisanimportantmeanstoimprovestaffqualityandpromotecompany'scoreadvantageintheaspectoftalentcompetition.ThispapermainlyaimsatdescribingthedeficienciesinstafftraininginFuzhouShinnyInvestmentCO.Ltd.andanalyzingitscausesandproposingsomesuggestions.

[Keywords]enterprise,humanresources,training,coreadvantages

如何提高福州世金投资有限公司的培训效率

[摘要]随着知识经济时代的到来，大中型企业间的竞争日益激烈，而小型企业的竞争形势则更加严峻。

因此，小型企业如果想在竞争中占一席之地，就得高效利用和管理企业资源。

而在企业的所有资源中，人力资源是最根本的、具有决定性意义的资源。

只有拥有高素质的人力资源，企业才具备战略核心竞争力。

在企业竞争日益表现为人才竞争的今天，对员工进行培训无疑是提高员工素质并增强企业核心竞争力的重要手段。

文章主要概述了福州世金投资有限公司在员工培训方面的不足、原因分析及相应的建议。

[关键词]企业人力资源培训核心竞争力

Contents

Introduction...............................................................................................................................1

1.HumanResourcesTrainingandDevelopment...................................................................1

1.1TrainingNeedsAnalysis...................................................................................................2

1.2TrainingPlanning..............................................................................................................2

1.3PlanImplementation.........................................................................................................2

1.4TrainingEffectEvaluation................................................................................................2

2.TheProblemsintheTraining..............................................................................................3

2.1BelievingthatTrainingisnotCost-effective...................................................................3

2.2TrainingSystemisImperfect............................................................................................3

3.Countermeasures...................................................................................................................4

3.1FurtherStrengtheningTrainingConcept..........................................................................5

3.2EstablishingCompleteandSpecificTrainingSystem......................................................5

3.3FormingLearningOrganization.......................................................................................9

Conclusion..................................................................................................................................9

WorksCited.............................................................................................................................11

Acknowledgments...................................................................................................................12

Introduction

FuzhouShijinInvestmentCO.Ltd.istheoperatorinFuzhouoftheTianjinShijiazhuangNobleMetalManagementCO.Ltd.,whichisacomprehensivememberunitofTianjinNobleMetalExchange（memberNO.102）,anditmainlymarketsonthesaleandcounterpurchaseofnoblemetal,suchasgoldandingot;carriesoutanoperatingpolicyof24-hourbuyingandsellingquotationanddeal;providesrelativecounselingserviceintheareaofnoblemetalmanagementatthesametime.Nowadays,itsmarketingproductsareTaiyuangoldenticket,standardgoldbar,goldcoin,goldhandicrafts,goldorehandicraft,primarygoldstoneandsoon.ThecompanynotonlyspecializesinexpandingprescribedbusinessinTianjinNobleMetalExchange,butalsoworkswithprofessionalteamsingoldindustrytolaunchinformationconsultingservice,makingpackageplansforprovidingconvenientbusinesschannels,standardbusinessproducts,andprofessionalinformationconsultationservice.

EventhoughFuzhouShijinInvestmentCO.Ltd.isanoperatoroftheTianjinShijiazhuangNobleMetalManagementCO.Ltd.,itwillfailtosurviveinthefiercemarketcompetitiongeneratedfromtheever-increasingdevelopmentofeconomy,scienceandtechnologiesifitdoesn'tstrivetomakeinnovationandimprovementinmanagingtalents.RayKroc,thefounderofMcDonaldoncesaid:

''Ifwearegoingtoanywhere,wehavegottohavesometalents,andIamgoingtoputmymoneyintotalents".Herealizesthattrainingcanbringbenefittotheenterprise.Finally,theworldhaswitnessedgreatsuccess,thehighqualityproductandserviceinMcDonald.Socultivatingtalentshasbeenatopagendainanycompaniesbecausecompetitionamongenterprisesiscompetitionforthetalentsinthisknowledge-basedeconomyera.SocompaniesofanysizeincludingFuzhouShijinInvestmentCO.Ltd.shouldattachgreatimportancetotrainingtalents.

1.HumanResourcesTrainingandDevelopment

Humanresourcestraininganddevelopmentrefertoaseriesoflearningandtrainingactivitiesorganizedinaplannedwaytomeetthegrowingneedsofenterprisedevelopment,toimprovetheknowledgeandskillsofemployeesandtheirworkattitude,andtomakestaffqualifyforthejobinconsiderationoftheorganizationalandpersonaldevelopmentgoals.

AccordingtoISO100015InternationalStandardsforTrainingManagement,completeprocedureoftraininganddevelopmentconsistsoffoursteps:

trainingneedsanalysis,trainingplanning,planimplementationandeffectevaluation.

1.1TrainingNeedsAnalysis

Trainingneedsanalysisisanactivityorprocessinwhichtrainingdepartment,managerorstaffadoptvariousmethodsandtechnologiestosystematicallyanalyzeandevaluateorganizationalandpersonaltarget,knowledge,skillsbeforetraining,thustodeterminethenecessityorthecontentoftraining.Trainingneedsinformationiscollectedbyquestionnaireinvestigation,personalinterview,groupinterview,observationandsoon.

1.2TrainingPlanning

Trainingplanningreferstoorganizationalstrategicplanninginenterprise.Proceedingfromhumanresourcesplanninganddevelopmentstrategyofenterpriseandconsideringtheuncertaintyoftrainingeffect,enterprisetrainingplanningmustbecloselycombinedwithitsproductionandmanagementstrategytosatisfyenterpriseresourceconditionandemployeequalityfoundation,andtodeterminethetraininggoal,trainingcontent,trainingmethod.

1.3PlanImplementation

Thefollowingeffortaftermakingtrainingplanningisplanimplementationwhichmustbepaidattentionto:

1）Leadershouldattachgreatimportancetoplanimplementation.

2）Staffmustrealizetheimportanceoftraining.

3）Trainingshouldreceiveenoughfundssupport.

4）Enterpriseshouldformulaterewardsandpunishmentmeasures.

1.4TrainingEffectEvaluation

Thelaststepistrainingeffectevaluation,whichaimsatstudyingwhetherthetrainingprogramsachievetrainingpurposeornot,evaluatingthebenefitofthetrainingprograms,determiningwhetherthefocusofthetrainingisinlinewithtrainingneedsornot.Scientifictrainingevaluationisofgreatimportanceforenterprisetrainingneedsanalysis,theevaluationoftrainingeffect,andthedeterminationoftrainingcontributiontotheenterprise.

2.TheProblemsintheTraining

ThetrainingsysteminFuzhouShijinInvestmentCO.Ltd,asmallcompany,hasnotyetbeenperfectandcomplete.Thecompanyshouldfirstfindoutwhereitsweaknesslaysandproblemexists,thenmakeeveryefforttoturntheweaknessintoitsstrength.Thus,theconstantlyimprovedtrainingsystemwillbeadistinctivefeatureandalsoacompetitiveedgeinShijinInvestmentCO.Ltd.

2.1BelievingthatTrainingisnotCost-effective.

Manyenterprisesoncefacedsuchproblems:

withoutstafftraining,staffwithpoorcomprehensivequalitywillimpedethedevelopmentofenterprises;Aftertraining,staff,withtheimprovementintheirqualityandskills,sometimes,don'tconcentrateontheirwork,moreorless,withathoughtofseekingbetterjobsincompetitors'company.So,someenterprisessimplyjustdon'tcarryouttraining,orjustoperatetraininginbadly-neededareas.Onthecontrary,ifenterprisesattachgreatimportancetotraining,sincerelycommunicatewithstaffaboutwhattheyreallyneed,praisethestaff'sperformance,makethemfeelrespectedandrecognizedbytheenterprises,thestaffwillnotleavethecompany.

FuzhouShijinInvestmentCO.Ltd.illustratesthispointobviously,especiallythetrainingofgraduateswithabeliefthattheywillleavethecompanywhenpracticeexpires.Infact,thebeliefthattrainingisnotcost-effectiveisshort-sighted.Trainingassistsorganizationalcompetitivenessbyaidingintheretentionofemployees.Aprimaryreasonwhymanyindividualsstayorleaveorganizationiscareertraininganddevelopmentopportunities.（MathisandJackson272）Withoutstafftraining,staff’sknowledgeandskillsstayonthesamelevel,andsomeambitiousstaffwillchoosetoleavethecompanytofindanotherjob.Astimepasses,whatcompanyisleftisagroupofmediocrity.

2.2TrainingSystemisImperfect

1）TrainingNeedsSurveyarenotConducted

Beforetraining,thecompanydoesn'tconducttrainingneedssurvey.Asaresult,humanresourcestaffaswellastheoperatingmanagersdon'tknowwherestaff'sweaknessliesandwhatkindoftrainingthestaffneedmostandbadly.Withoutadetailedtrainingplanandaperfe