The Research On Improvement Of Technology Training System In R Company

With the development of China's economy and the improvement of people's living standards,the public's demand for health care has also increased.In vitro diagnosis is a branch of the medical industry.The main use of the products is to test samples such as blood,urine and tissue from the human body and to detect relevant markers in vitro to assist doctors in the diagnosis and treatment of the patients.The most common tests are such as blood glucose,lipids,infection diseases,tumor makers,genetic testing and so on.The R&D and manufacturing of in-vitro diagnostics products are both technically intensive,as well as post-sales service.Only technicians with relevant professional backgrounds and with a series of professional training can engage in post-sales service work.Therefore,in-vitro diagnostic companies attach great importance to the technical training of post-sale technicians.Since the reform and development,the in-vitro diagnostics industry has been booming,and related companies in the market are springing up.There are both local entrepreneurial companies and foreign large multinational corporations.R Company is a Swiss multinational company and it is an industry leader in the international and domestic in vitro diagnostic markets.In vitro diagnostic business of R Company entered the Chinese market since 2000.In 2006,a technical training center was established to train post-sale technicians.After more than 10 years of efforts,technical training center of R Company has made great progress.However,in recent years,the development of technical training centers has encountered bottlenecks.If it wants to achieve further development,many problems have to be solved.The training system generally contains training course system,trainer management system,training process management system,and training operation system.Technical training center of R Company has faced several problems in these areas.In terms of training courses,types of courses and their contents do not meet the needs.Courses are isolated,unsystematic and without a framework.In term of trainer management,cultivating cycle of trainers is too long,and it is difficult to retain talents for a single career development path.In terms of training process management,collection of training needs is inaccurate,leading to frequent changes of training plan.On the other hand,training needs are of great quantity,that training center cannot meet,regarding to training hardware and trainers.In terms of training operation,the existing training management information system does not match the work flow and there is no dedicated training operation team.This research uses questionnaires and interviews to understand and analyze these issues of technical training center of R Company.Then,targeted response strategies and measures are proposed for these issues.Regarding to training course system,we will establish a new course development process.In the management of trainers,a local trainer development and certification mechanism will be established.In the training process management,we will establish the process of training needs collection and planning,regulate the training discipline and evaluation.In training operation,a new management information system will be introduced and a training operation team will be established.Some strategies have already been put into practice and have achieved relatively good results.