The Study Plan Of The Training System Improvement Project In Jilin Cofco Coca-Cola Company

China has been in the WTO since 2001.. Competition between companies is now increasing.. Actually and the core of the competition is in the area of human resources. The most important problem for enterprises is how can they improve employees'techniques and knowledge and enhance the competitive power of the enterprise. For human resource managers, they need to know how they can set up a scientific and advanced training system. However, training programs are complex and difficult but very necessary. They would find some questions such as Who need training, What is the content of the training program, Where to recruit the trainers? This looks at the training program structure and provides some proposals for a solution.Human resource is an essential element for a company which wants to keep developing. Therefore, the human resource department is very necessary in the market economy system. More and more companies realize that training is an effective method for human resource management. However, the training usually has got a negative result. Many managers reflect on this situation. They think training is a"wonderful trap". So they just encourage the training program but with no investment. Now we can understand why training always has a negative position in a company? Because of no investmentAccording to the significance of the training program for the Coca-Cola Company, this paper analyzes other companies'situation of human resource management and summarizes some problems of training system. These problems include: 1. The training intention is not in focus. The investment of training is not enough.2. The training lacks of pertinence.3. The training method is too simple.4. The training management is confused.5. No summary, analysis and improvement for training program– no feedback.6. The training can not interact with employees'career and development.7. The training can not cover all of employees.For managers, they have some wrong ideas about training:1. Training is a manpower cost for the company.2. Training is the responsibility of the human resource department.3. Training is a wasting time.4. Training is an easy task.Normally, a complete training system consists of the training course system, a training management system and an evaluation of the training performance. The author analyzed some famous international companies'training systems: for instance MOTOROLA, IBM, GE. Based on the result of this research, the author has designed a training system and planned a training schedule for the Coca-Cola Company. This training system has improved on the training intentions, the applicability of the training system, an explanation of the training system, the types of training, and an analysis of training demand, planning training schedule, carry out training schedule and evaluation and feedback of training performance. The author also has analyzed the effect of the reformed training system.The intention of the reformed training system is an improved training program for all employees.. The training system should be a precondition for employees'promotion. Set up a training management system, training supervising system and training course for employees at every level. These methods will help the company to improve employees'skills and also attract talented employees.The reformed training system for Coca-Cola Company covered all of staff. It is aimed to be specific for every employee. This new training system improves on the training management system, training process and training standard. This new system contacted with employees'development tightly. This is the most obvious difference to between old training system and new system. Every newcomer must take training. Every employee has a suitable training program to help them know what training they need. This new system is a cornerstone for company's promoting and selecting employees. Types of training and analysis of training demand, planning training schedule and evaluation and feedback of training performance are the essential elements of new the training system. These elements make a circle for training. This circle consists of four sections that including planning, control, action and improvement.Evaluation of training performance is the last section in the training circle. The result of evaluation will be used in course improvement and lecturers regulation. The evaluation refers to four factors.The first factor is feedback. Distribute questionnaires to employees and gather the useful information from them in time. The question could be what is your opinion about your lecturer? Is the training program suitable for you?The second factor is study. The employees must take an examination or write a report periodically. Lecturers need to know how many skills and how much knowledge they have studied.The third factor is performance. Employees must improve their working performance after training. This method of evaluation could be a supervisor. Managers could inspect employees'performance and know the effect of training.The fourth factor is result. Has the training program taken a positive situation for company's operation? The managers would know the training program is useful or useless. The result is a terminal intention for training program. However, the result is the most difficult factor of the evaluation of the training program. Because the result is not only related to the training program, the result is also related to other factors such as enterprise's operation.The New training system focuses on clear training system segmentation and a simple training process. The new system could get feedback from employees immediately. The useful information could improve training program in time. The improved training program should cover all employees.Aim at new training system of Coca-Cola Company; it has solved many problems and disadvantages. The new system has covered all employees. The training management has become standardized and systematize.