| Under the background of rapid development of mobile communication technology and continuous iteration,the adaptation speed of enterprises determines its success or failure.All development and change require constant learning,so what determines the success or failure of a company is the efficiency of individual and team in learning knowledge and the ability to quickly apply what they have learned.But according to data from the research and training industry,less than 10 per cent of that investment has been converted.On the basis of previous research and exploration,combined with the actual situation of the company,this paper finally proposes a communication enterprise training model based on performance improvement,hoping to provide a reference for relevant enterprise departments.In this study,the relationship between training and performance,as well as factors affecting training effect literature and theories are comprehensively analyzed and studied.On the basis of previous studies,the influencing factors of training effect are organically combined with the before,middle and after the training implementation process,and the model and questionnaire affecting training effect are designed.Through fully combing with the result of questionnaire,extract the main problems existing in the training mode,such as inadequate training needs,training process design is unreasonable,the training after the problem such as low conversion rate,by reason of in-depth analysis,identified as "ascend performance oriented,performance evaluation target",the working train of thought of innovation training mode based on performance improvement,This paper puts forward systematic suggestions and countermeasures for the training work of the operation and maintenance department of Y Communication Company,and verifies the feasibility and implementation effect of the new model through the case practice of the author’s company.The main contribution of this paper is to provide a new training model based on performance improvement to improve the effectiveness of training.Before deciding on training,it is necessary to identify business needs,clarify expected performance,evaluate current performance,define performance gaps,and explore factors of poor performance,and then identify and screen,and finally develop and implement corresponding interventions.Training,as one of the interventions to improve staff performance,is most applicable only when staff lack knowledge and skills.If choose training as interventions,need through the demand analysis before training and training in the training design,as well as the influence after the training,influence the training effect of priority training need to praise,promotion incentives,such as reinforcement learning motivation,providing immediate use for after learning opportunities,and support from the work environment such as auxiliary work,And continuous support and encouragement from the immediate superior. |
