2019 training summary

XX annual training summary

Looking back at the training work in XX, we xxxxx consistently implement the spirit of building a learning company and cultivating learning employees, and firmly establish that " training is the company's long-term investment, the greatest development of development, the greatest welfare of employees", and promote the company's products. A positive contribution has been made to the development of higher goals. In the past year, I have done the following training work summary:

I. Training work
In XX, 24 internal trainings were held, with 46% of quality management awareness training , 50% of professional skills training , 4% of rules and regulations and professional ethics training , and a total of 57:85 class hours.
The training courses are mainly concentrated in the following categories:
1. Employee compulsory categories: corporate culture training , professional ethics, management system;
2. Key training : software testing, development and management, cmmi3;
3. Pre-employment training for new employees

Second, training costs
The total training cost for XX is 22,397.50 yuan, and the cost is for the second half of the year. Because there is no training cost in the first half of the year.

Third, the training work analysis results:
1. Compared with XX, the training work in XX year has achieved certain growth in terms of the number of training programs, the number of training courses, and the number of people receiving training.
2. Establish an institutional training system. In the past, the company's training work lacked a systematic system, the training management scope and intensity were weak, the training funds were not guaranteed, the staff training awareness was poor, and the training work was very difficult. This year, the Quality Management Department put a lot of effort into optimizing the training management process and improving the education and training system based on the previous company training experience. The training needs analysis and the training project approval process were strengthened. After consulting the opinions of various units, the institutionalized management of the company's training work was comprehensively improved.
3. In XX, based on the iso9001:XX standard identification and cmm identification, the company introduced the knowledge of iso10015, gb/t19025-XX and mqms system, gradually mastered the training management system and working procedures in line with international standards, and established and improved employee training. Quality assurance and effectiveness evaluation system for education.
4. Continuously improve training methods and actively explore new training models.

Problems and deficiencies
1. The training work is less evaluated, resulting in a negative situation in which the training “participates in and does not participate in a sample, learns a good job”, resulting in passive training .
2. The training format lacks innovation. It is just a blind use of the "speak above, listen to the following" form, dull, boring, can not afford the interest of the students, resulting in the students' lack of concentration, affecting the training effect.
3. The principle is not strong. Training disciplines and related regulations cannot be strictly enforced, and the violators are blinded to one eye and cannot follow the rules. This is the main reason for the slacking of training discipline and disorder.
4. In the training conducted in the middle of the year, we can easily find that some people feel that the training is too frequent, and some other employees do not receive the corresponding training . This is an unavoidable problem. As a company dedicated to learning organizations, The primary training task is to enable all staff to establish a sense of training and to charge for business development and self-development. The imbalance in the training level will require XX years to make great efforts.
5, the internal lecturer teaching skills are generally not high, need to be improved, the production of courseware is not enough, the ability of independent research and development courses is lacking, so the above needs to be improved, further standardize the internal lecturer management, improve the internal lecturer level, and promote the internal lecturer identification, real Create a qualified and competent internal trainer team.

Third, the improvement measures favorable conditions
1. After the restructuring of the company, after the restructuring of the institutions and personnel of the reformed enterprise, the comprehensive quality of the employees of the reformed enterprise and the improvement of the work skills, as well as the re-construction of the corporate culture, will inevitably be the focus of the next stage of work. It will increase, and the good training effect and quality will be more and more valued by the company's leaders.
2. With the release of the mqms system " Training Management Program Archives", the company's education and training system is being initially established. The training work has the guidance and constraints of the system, which will greatly facilitate the future work.

specific measure
1. Doing a good job in training The " Training Management Program Archives" has been released, and certain difficulties will be encountered in the specific implementation process. We need to continue to summarize and adjust in time. In the specific work process, further rationalization is needed, and the management system needs to be supplemented in many aspects. It is necessary to further strengthen the collection of training materials and the allocation of training equipment, and strengthen the professional training of relevant staff.

2. Establish a network of training resources to further enrich corporate training resources.
The breadth of the company's business also determines the extensive training needs of the company's various departments. In order to better meet the training needs of company members, choose the appropriate training courses, train the lecturers, and configure the appropriate training resources, we must obtain a large number of timely and accurate training information, expand the training business contacts, and establish their own effective training resources. network. In particular, we must actively maintain strategic partnerships with more powerful professional organizations, keep abreast of the dynamic information at the forefront, and horizontally understand the hot needs of the industry, adjust ideas, and reach cooperation agreements on certain specific projects.

3. Focus on building an internal lecturer team with practical experience and familiarity with the real situation.
The contradiction between the diversity of training needs and the limited resources of training resources within the company has become increasingly prominent. Building an in-house team of instructors with practical experience and familiarity with the realities is becoming more and more important. Cultivating its own internal lecturer team, first of all, greatly reduced the company's limited training funds, and secondly, trained a group of experts in various fields for the company. Once again, it can also set a model for learning among employees and cultivate independent learning of employees. thought. Past practice shows that employees who have heard the internal leadership lectures of the company can feel that the senior executives of the company have a deep understanding of the business management and the thorough explanation is easier for everyone to accept and understand. It should actively advocate that senior executives make training work. Good example. In terms of specific measures, we will focus on strengthening the training of management personnel, and also clearly define and select outstanding management personnel as internal lecturers. And establish a set of internal management, incentives, and assessment system for in-house lecturers.