Human Resources Training Process

As China's open-up goes further after entering WTO, China's market economy is on its way to complete competition. An enterprise who intends to get economic advantages must depend on a series of factors, such as the scientific advantage, adaptation of its products. All these factors originate from human resource advantage. Therefore, an enterprise faces a lot of challenges, including how to maintain its human resource advantage, how to attract excellent people, how to effectively train and improve its employees, how to help employees adaptive the situation, and how to maintain core employees. However, according to a survey, the training in China's enterprises is not satisfied. In general, it has weakness as follows: the systematization and normalization of training management needs to strength, the execution of training is not powerful, tracking and assessment of training effects are weak, training does not improve employees performance, and training result has little relevance with employees'promotion. As the totally open-up of insurance and financial industry, foreign companies are digging talents from China's enterprises. They offer attractive pays and comprehensive personal career training, which make local enterprises face human resource dry-up.Problems still exist in the enterprises that have training programs and executions. For example, they do not understand the training, their training only focus on low-level employees, training investment is not sufficient, training systems are not perfect, training models are simple, training effects are bad and they do not pay enough attention on assessment and supervision.In 6-month internship in Daimler-Chrysler China Investment Company, the author fortunately participated in several training programs, from prophase planning, metaphase execution, to anaphase feedback, meanwhile the author encountered a lot of difficulties, some of which cannot be foreseen. Reviewing 6-month internship experience, the author sorts out relatively perfect training system and plans human resource training procedure scheme after understanding human resource training knowledge. The scheme analyzes the relationship among human resource training, middle and long term goals and strategies, explains the formulation, execution, adjustment and examination of training plans by using CIPP training model, and elaborates the relationship of HR training and enterprise's performance.At last, the author points out that applying Daimler-Chrysler's training system mechanically will lead to failure. China's enterprises should define their own models in accordance with their current situations.