Research On The Problems Of Employee Training In Small And Medium Sized Enterprises In China

Enterprises’ core competitiveness lies in the cultivation of talents. Only if there are talents suitable for the development of enterprises, they may be in an invincible position under the circumstance of fierce market competition. Small and Medium-sized enterprises (SMEs) play extremely significant roles in promoting sustained and rapid development, easing employment pressure and enhancing market prosperity and social stability. As a certain form of human resources promotion, talents training plays a decisive role in improving the overall quality and skills of employees. The enhancement of the core competitiveness of human resources as well as the continuous development of SMEs are closely bound up with the staff training in SMEs. Emphasizing the training, on the other hand, helps to improve staff’s overall quality; on the other hand, the level of knowledge and skills of employees can be synchronized with the current market tide. However, due to the relatively short history of the growth of SMEs, especially under the circumstances of sustainable economic development and globalization, numerous problems do exist in staff training. If those problems can not be effectively solved, the survival and development of SEMs will be in danger. The research on the common problem of staff training in SEMs will help to speed up the development of SEMs, and give full play to its position in the national economy.To begin with, the approach of this study is that the theory of staff training, training system and learning-oriented enterprise culture are treated as the theoretical background. Secondly, the scale division of mall and medium-sized enterprises is included in this study, and the necessity and urgency of staff training are also discussed and analyzed. It is believed that small and medium-sized enterprises occupy an important position in the Chinese economy, and then staff training status and major problems existing are put forward. Finally, opinions concerning existing problems are raised. To solve the existing problems of staff training, setting up employees’ values should be the first step. Strategic training system should be rebuilt. Training planning, implementation and evaluation as well as other related work should also be done well. Meanwhile, the incentive mechanism should be completed so that staff’s engagement in training can be mobilized. Learning-oriented enterprises culture should be popularized among the staff. It is hoped that the study can help to accomplish the task of practical development in SMEs in our country.