Diagnosis And Design Of Training System For Middle Managers In Y Company

Face with the new industry development,under the “big connection” strategy of the group company,the traditional training model based on knowledge and skill will not be able to meet the talent training needs of promoting organizational development and dealing with external competitive business problems.Through the diagnosis of the current situation,it is found that the middle managers training system of Y company has shortcomings in training demands analysis,training design,training implementation and training evaluation.In order to make up for the shortcomings mentioned above,this paper designs the training system of middle managers in Y Company through questionnaires,interviews and documentary analysis,based on the research of training theory,training system theory,action learning theory and practice.The system consists of four aspects: training demands analysis based on competency model of middle managers,making training plan,organizing and implementing action learning training and evaluation of training effectiveness by benchmarking evaluation and annual performance.Based on the "Four Forces" model of provincial company,the competency model of middle managers in Y company was established by behavioral event interview and depth interview with general manager,including 20 competencies,10 for each branch and functional department.Based on this model,through online evaluation,document basket test and semi-structured interview to confirm the ability short board and training needs of middle managers.Organize training by action learning,tutorials and reading books to make up for the shortcomings of the existing training system and improve the ability and quality of middle managers.As a new learning concept and method.It focuses on reflection and questioning.It solves the problem by forming a team to take action around a project or task.Action learning can promote the development of individuals and organizations by solving problems and improving performance.Integrating action learning into the middle managers training is conducive to break through the traditional training means and maximizing the stimulation of talent potential.