Research On The Internal Training Of GT Employees

In21st century China is in the background of global economic integration, small and medium-sized enterprises are facing unprecedented challenge and pressure, the nature of competition in the final analysis is a new knowledge, new skill talented person’s competition, more and more enterprises realize that employee training is an effective way of keeping human resources, competitiveness, enterprises must have a suitable for their own staff training system.Based on GT company as the research object, using literature analysis, questionnaire survey, field interviews, etc. The combination of qualitative and quantitative methods to analyze the specific studies, mainly studies the status quo at home and abroad about the staff training, contrast and development trend; The core content of the mainstream theory of staff training; GT company training present situation analysis, the main problems and reasons, according to the status quo of the targeted put forward a set of solutions, including from the training needs survey, design, training program in a planned way to organize and implement, and paying attention to the transformation of the training effect, training and assessment of compensation, and rise to the level of enterprise culture construction. Through the research, the main conclusions are as follows:First, the small and medium-sized enterprise must from the start-up stage began to attach importance to staff training, solve the misunderstanding of decision makers. In this paper, the study found that employee training is the job of the top-down, must be decided by the planning and management to lead.Second, staff training should be employee training, especially in enterprise decision-making and management than executives need more training and learning, their participation directly affect the effect of the whole enterprise training and follow-up work.Third, can’t blind to carry out the training, you must make full demand survey; According to the survey to do the whole design solution rather than a single problem; Different levels of employees should also be treated differently, specific courses design; Also attaches great importance to the training process of supervision and tracking feedback after training knowledge into ability.Fourth, the training to the staff performance closely linked, salary, promotion, only in this way can the most effective impact, transfer the relevant personnel working condition.Fifth, the training is a long-term work, is an important part of enterprise culture construction, to work in the enterprise of advocacy and request, let it become everybody’s common aspiration and follow the principle of. At the end of the paper is to research the deficiencies and research prospects are also described.