1, teaching method:
The traditional training mode means that trainers systematically impart knowledge to trainees through language expression, hoping that these trainees can remember important concepts and specific knowledge.
2, job rotation method:
This is a method of on-the-job training, that is, trainees can change jobs within a predetermined time, so as to gain work experience in different positions, which is generally mainly used for new employees. Nowadays, in order to train young managers of new enterprises or future managers with management potential, many enterprises adopt the way of job rotation.
3, work guidance or counseling/internship methods:
This method is to train the trainees by an experienced technical expert or direct supervisor. If it is a single one-on-one on-site individual training, it is called mentoring training commonly used in our enterprise. The task of the coach in charge of guidance is to teach the teachers how to do it, put forward suggestions on how to do it well and encourage the students.
In addition, there are discussion methods. Audio-visual technology method, case study method, internal computer network training method and so on.
Extended data:
The effect of enterprise training depends largely on the choice of training methods. At present, there are many methods of enterprise training. Different training methods have different characteristics and their own advantages and disadvantages. Choosing an appropriate and effective training method needs to comprehensively consider the training purpose, training content, the characteristics of the training target and the training resources owned by the enterprise.
In the development of human resources, the main factors that often need to be considered are:
1, the goal of learning. Learning objectives have a direct impact on the choice of training methods. Generally speaking, if the learning goal is to know or understand general knowledge, then programmed teaching, multimedia teaching, speech, discussion, case analysis and other methods can be adopted; If the learning goal is to master some applied skills or special skills, demonstration, practice and simulation should be the first choice. ?
2. It takes time. Because of the different time required by various training methods, the choice of training methods is also affected by time factors. Some training methods need a long preparation time, such as multimedia teaching and video teaching; Some training takes a long time to implement, such as self-study, which requires choosing appropriate training methods according to the time that enterprise organizations, learners and trainers can invest. ?
3. Funds required. Some training methods require less funds, while others cost more. Such as lectures, brainstorming, group discussions, etc. The required funds are generally not too high, and travel and accommodation are the main expenses; However, audio-visual interactive learning and multimedia teaching are relatively expensive, such as purchasing various supporting equipment, which requires considerable investment. Therefore, we should consider the consumption ability and affordability of enterprises, organizations and students. ?
4. Number of students. The number of students also affects the choice of training methods. When the number of students is small, group discussion or role-playing will be a good training method; However, when the number of students is large, lectures, multimedia teaching and large-scale seminars may be more suitable. Because the number of students not only affects the training method, but also affects the training effect.
5. Characteristics of students. The number of basic knowledge and skills that learners have also affects the choice of training methods. For example, when students have no computer knowledge, computerized training or multimedia teaching is not appropriate; When students' educational level is low, the effect of autonomous learning will not be very good; When most students have poor analytical skills and are not good at expression, it is difficult to achieve the expected results through debate or group discussion. Therefore, the choice of training methods should also take into account students' own knowledge and coping ability. ?
6. Support of related technologies. Some training methods need the support of relevant scientific and technological knowledge or technical tools. For example, computerized training naturally needs the cooperation of computers; Audio-visual interactive learning requires at least computers and DVD players; Multimedia teaching needs the support of more acousto-optic equipment. Therefore, whether the training unit or organization can provide relevant technology and equipment will directly affect the adoption of high-tech training methods.
1. Trainers changed from "knowledge disseminators" to "knowledge producers".
Because most of the knowledge dissemination or transfer will be completed by modern electronic media system, educators and trainers can have time to update their knowledge and carry out teaching innovation. One is to process, process and package the original information or knowledge to make it a "product" form that people can easily and happily accept; The second is to put forward new ideas, theories and methods on the basis of comprehensive analysis of the original knowledge and create a new knowledge system. Therefore, education and training workers will change from "knowledge disseminators" to "knowledge producers".
Second, the training mode has changed from "inheritance" to "innovation".
Since ancient times, the basic function of education and training is to impart the cultural heritage of ancestors and cultivate qualified talents to serve the reality. Traditional talent training methods have been difficult to adapt to the changing environment, and modern education and training need to be advanced. Its goal is not only to train realistic talents, but also to train future talents. The way of learning should be changed from "inheritance" to "innovation".
Third, the training content has changed from "filling vacancies" to "tapping potential".
Influenced by the traditional way of thinking, training has always followed the principle of "what is lacking, what is supplemented". For example, the training content of tourism enterprises focuses on what employees should know and learn, the mastery of operational skills, the application of basic knowledge and the ability to solve specific problems.
However, in the face of the challenge of knowledge economy and the increasingly fierce market competition, it is far from enough for training to "fill the gap". It is necessary to take tapping the potential as the focus of training, and incorporate thinking change, concept renewal and potential development into the training content, so that employees in the tourism industry can really learn to think and innovate from training and realize the effective release of personal potential.
Extended data:
Baidu Encyclopedia-Enterprise Training Method