Research on Employee Training of Profit—making Private Training Organizations

Ye Lin

Abstract：With the rapid development of education and economy， private training organizations arises at the historic moment. In order to help private training organizations establish thorough and scientific training systems and improve development， this paper analyses the current situation and problems of employee training， demonstrates the causes and puts forward the corresponding solutions.

Key words：training organization； employee training； human resource

中圖分類號：H315.9 文獻標識碼：A 文章編號：1672-1578（2016）06-0001-02

In order to meet people's ever-lasting needs of learning， a variety of private training organizations of which common aim is to earn money by offering educational service come out. In the era of knowledge economy， if organizations want to keep advantaged in global competition， they should take human resource management seriously and regard it as the core of enterprise management.

1 Problems in employee training of profit-making private training organizations

Training means giving new or current employees the skills that they need to perform their jobs.[1] It would be unusual for a training organization with a dedicated human resource management professional. It is usually the owner and his or her assistant that does the human resource paper work and tasks. But they are not professional and lack corresponding knowledge and skills. As a result， employee training， this important part of human resource management， is easily neglected. And the new employees may feel unwelcome and be unclear about work orientations and duties.

1.1 Informal learning

The duty of acourse consultant is mainly in charge of recommending and selling brand courses to people who need to receive non-academic education to promote their skills by calling on phone， posting introduction and other methods. Course consultants are low-level workers.Usually to cut costs of employment， the owner of the organization would choose to hire inexperienced personnel and let them work directly without giving over all trainings. On-the-job training is always being chosen. It concentrates on encouraging new employees to learn essential knowledge and skills by getting instructions for work from colleagues or direct superiors and doing it.After starting their work， course consultants mainly learn through informal means， including performing their jobs on a daily basis and sharing experience with colleagues.

1.2 Unscientific and unsystematic training design

Teachers with different work experience， education backgrounds and abilities are usually required. Unfortunately， most employed teachers are inexperienced graduates， which means the qualities of teaching and learning can not be guaranteed. New teachers are encouraged to accumulate teaching experience in teaching process and to seek appropriate teaching methods through practical teaching experience. After this short raining， new teachers have to learn by themselves. From the scientific view， pre-job training is indispensable. But it does not say that the subsequent trainings， such as giving trial lectures， auditing experienced teachers lessons， writing teaching plans and making teaching conclusions can be skipped. But the truth is that even the governors do not have enough time to supervise a new teachers development for a long term. The importance of the sustainability of training is easily neglected. Besides， the training is not specific and is short of scientific and systematic design， which gives a rise to causing the instability of teacher force and the decline of quality. At the same time， employees are willing to receive support to improve self-development. So if the employee training and developing work inadequately， it may lead to make employees feel disappointed about company strategies and lack job satisfaction and a sense of achievement.

2 The reasons causing those employee training problems

2.1 Private training organizations do not attach importance to employee training

Investing in people requires money. Funding should be included in the annual budget.[2] Along with the deteriorating of current economic situation， employee training and developing are always being the first target of cutting cost in human resource management. As a result， the governors of training organizations may come to a conclusion that training is not necessary and choose to ignore it.

2.2 Employees do not realize the importance of training

A majority of employees of private training organizations would not integrate the development of organizations and career management， and do not realize that training can help to improve problem-solving and analyzing skills. Therefore， they would lose the motivation of learning and the willing of benefiting from training.

2.3 The influence of the traditional concepts

Employers primarily take education backgrounds and work experience into consideration and naturally regard people who come to interview as high potential personals. In fact， education is not equal to training. Training is unchangeable if you really want to retain good employees.

3 Analyze training needs and design scientific and systematic training programs

3.1 Analyze training needs based on competencies

Analyzing training needs based on competencies is to analyze those competencies that can be observed and measured when employees try to meet their targets.You also can use task analysis to make sure new training needs.For example， tasks for course consultant include knowing students learning needs， answering students questions， offering information of courses， cooperating with teachers， selling products and making contracts.So the competencies for this position should contain proficiency of office software， negotiating skill， communicating skill and excellent selling skill.So growing those competencies is an essential purpose of training.

In addition， scientific analysis for training need should integrate the strategic development of organizations and employees self-development to make sure establishing a linkage between training's dual aims of employee learning and organizational performance which is the number-one pressing issue. By doing that， the training orientation can be sure and employees will attend training actively.

3.2 Integrating with training need， design scientific and systematic training programs

After knowing training needs， the governors of training can start to design an appropriate training program for employees. The first step is to set the training target. In this process， it is better to invite new employees to join the design with direct superiors. Take the full-time teacher training for example. The governors of teaching department should see the merits， the defects and the learning needs of employees. The target of training can be set to improve teaching skills， learn more professional knowledge and teaching methods， and see the importance of teachers ethic and work disciplines.

Moreover， most training organizations do not have employee training fund or the amount is limited. Therefore some trainers would create their own training content. There are many selections of online and offline content from which to choose. There are some useful Chinese websites from which trainers can find some specific training materials， such as www.guanli.1kejian.com， www.wenku.baidu.com and www.doc88.com. And there are other foreign free websites， for instance， www.free-training.com. Besides， some websites that offer free public courses for free are also recommended， for example， www.open.163.com.

3.3 Implement distinctive training programs

When implementing training programs， trainers can carry out trainings based on employees independent learning. Trainers should pay more attention to new or current employees performance， inquire about work processes and provide proper work instructions， to make sure employees have resources and information to function efficiently. Founding a library is a good option to support employees independent learning. In addition， holding experience sharing meetings regularly and offering opportunities of attending various seminars and association meetings are highly recommended.

3.4 Making skills transfer obvious and easy

Make it easy to transfer new skills and behaviors from the training site to the job site. Training transfer indicates a process that transferring learned knowledge， skills and behaviors to the actual job site.[3] The purpose of training is to improve employees skills， and then to promote organization performance. After training，it is necessary to intensify training content.To make sure investing on people turns into real productivity， Superiors should remind new teachers of using task teaching methods in class， praise those who make good use of class disciplines and encourage course consultants to apply speaking skills at work.[4]

3.5 Pay attention to the evaluation of the trainings effectiveness

In order to arouse governors attentions to training and make employees realize the meanings of training， trainers need to evaluate the trainings effectiveness. Trainers can draw a comparison between the pre-training teaching plans and the after-training teaching plans. Find out the effects and take them as effective feedbacks. After evaluation， a tracking record is needed as well. The record can offer good suggestions for later employee training.

In conclusion，employee training can affect the sustainable development of a private training organization. To help an organization increase its profitability， productivity and adaptability， trainers should analyze training needs based on competencies， design a scientific and systematic training program and attach importance to training transfer and the evaluation of effectiveness.

References：

[1] Gary Desseler. Human Resource Management[M]. Florida：Prentice Hall， 2012：246.

[2] ATG.Human Resource Management[M].London： Educational London office， 2008：67.

[3] Bin He， XiaofeiSun. Training Need Analysis Based on Competencies and Application[J]. Enterprise Economy， 2004（1）：66.

[4] HongQi. Reacher on Employee Training Problems and Corresponding Solutions of Developing Enterprises[J].Business， 2014（35）：4.