A Study On Construction Of The Training System In JIF

JIT is an IT corporation with a15-year history. It specializes in three major areas:Information Security Product Supply, E-government Application SoftwareDevelopment, and System Integration. JIT has made a big progress in its technologyand scale, but lacks systemic study in the aspects of staff training,echelon construction, and corporate culture establishment. Staff turnover has a greatimpact on the development of the corporation. Therefore, the corporation has a strongdependency on the seasoned employees, while the new employees usually have aweak sense of belonging to the corporation and could hardly devote to their work.The management of the corporation has realized that the problem is not the problemitself, when solving it, you must find out the root of it. The key to manage does not liein troubleshooting all the problems, but in concentrating on the problems existed inthe corporate current development. On reflection, the author has attributed theproblem in the corporate development of current stage to the lack of core values andlack of a clear and unified guidance from the management and execution. The key tothe problem is education.With the analysis of the corporate current status the management had a unifiedunderstanding of the training system construction, which means cultivating thewell-trained adult. The well-trained refer to employees becoming well-trained in theirthinking, deeds and capability after the training. The so-called adult refers to theemployee who can restrain his lust, rationally observes the priority principle ofcorporate interests, and knows how to help the corporation succeed. In order torealize “cultivate the well-trained adult” the corporation needs to build acorresponding training system which should include the construction of training teaching evaluation system, curriculum system, and management system.The curriculum is composed of categories of ideology, skill and technology. Inorder to make sure the standard quality the developed curriculum of differentcategories and different lecturers, it needs to work out an unified curriculum outline,integrate the curriculum development process with the standard method. In view ofquantity the categories of skill and technology still account much of the knowledgetraining system. Though ideology only accounts for4%of all, it is still the corecurriculum of the corporation. And the ideology course aims to build employee’s faithand make all employees to have a common goal.In order to make sure the curriculum advance with the times, curriculumdevelopment has adopted a method of iteration. Therefore, the evaluation of eachclass is considered as the key factor in the training system. First is the after-classevaluation with the questionnaire, then is the learning measures with test, experiencein one’s learning, or group contest. Next is behavior assessment with simulatingexercises or case analysis. Last is the evaluation of ideology curriculum with themeans of value assessment, which is an essential part of the evaluation of the trainingeffect.In order to make sure the sustainable development of the faculty, the authordevises a faculty training model named Coffee&Learn. This is a kind of eliteeducation, which is a sort of learning method through the small non-public meeting.Purposes of establishing of it: to make the lecturers become well-trained examples inthinking, deeds and capability as well as to cultivate the faculty’s leadership inprofessional training for the corporation. For the ordinary employee, the authordevises a training mechanism carried out on weekends---Weekend Lecture. Theweekend lecturers mainly are the members in Coffee&Learn, and the curriculumwhich adopted the annual cycle teaching method includes skill, technology andthinking. Its ultimate goal is to make a general improvement in employee’s quality, thus further to increase the corporate competitive power.At last, a high-tech corporation in the dramatic changing time must keepimproving its competitive edge through learning. Thus the corporate is trying its bestto build a culture of learning, and each one should become the staff with passion forlearning and eagerness to progress.Above all, through the construction of JIT’s training system, a trainingframework from thinking to knowledge to skill has been formed in this thesis.Through two practical activities: Coffee&Learn and Weekend Lecture, an educationmodel in cultivating a well-trained adult in his mind, action and capability has beenconstructed. It aims to help employees gradually be equipped with the transcendingoneself ability and consciousness with the construction of the training system, toprovide a continuous education for employees on the basis of improving theirknowledge and skills, and to implant learning genes to employees which areaccessible to the corporate soul so as to keep them constantly self-reflect and learn,hence we can retain the corporate vitality.