Clothing enterprise training plan
Engaged in the clothing industry training for many years, witnessed the booming development of the apparel industry. As a trainer's point of view, I also saw the internal management of many clothing brand companies! For example, training, there is a lot of controversy about the problem of which department belongs to the human resources department and the marketing department!
Enterprises, how do you view the planning and investment of training costs? How can scientific management enable training to bring about continuous improvement?
Training, as an investment in the soft cost of business operations, has been focused on market investment training for apparel companies in the past few years, and has helped the brand to expand rapidly in the market. Later, as the brand's profit improvement point and operational focus gradually expanded from expanding the store to gradually improving the performance of the single store, the training of various upgraded terminals came one after another. The company actively held the training camp again and again with the help of industry consulting companies and lecturers. Business school, etc.. Of course, the purpose of training is often multi-faceted, in which the face and the form are given to the dealers to account for the majority. Otherwise, you will find out the evaluation form after each such business school and training camp. The assessment was only at the time, regardless of the actual application. Even more training can not do research, such training is of course more formal than effective, the cost is too high! More than just the question of money, the key is that the enthusiasm of the trainees' learning enthusiasm is diminishing!
But really want to establish your own training department, clothing companies still have to face some problems!
First, the training department's working mode determines that fuzzy clothing enterprise training is divided into three categories, one is post-based skills, job processes, corporate culture, product knowledge, mentality and other routine training, these trainings have the need and human resources recruitment Training grafting, training course templates are close, and the frequency of training execution is high. In the implementation, the basic training also belongs to different fields and departments. If these courses make one person do a good job or not, and the human resources department is busy with the recruitment and assessment of the whole enterprise every day, how can time and energy be put? Research on the training templates for these various basic positions?
Since the basic training positions are not willing to give high wages, most of them feel that the difficulty is low and they are not paid enough attention. The trainers who are looking for low wages can't plan these system courses at all. Even if the research and development courseware is done, the implementation and implementation of organizational skills is not enough, resulting in every training is to meet tolerances, it is difficult to achieve real business operation requirements! Therefore, such basic training has experienced some high energy consumption in the enterprise. If you change a trainer, you will change the version of the training course. Before the implementation of the version, the trainer has changed. The post is built every year, and the work is done every year. It is not much better!
Key issue: Lack of a scientific 'training system to build' management system!
The first step, first of all, companies must be clear about their business problems. Which problems can be solved through the management process? Which ones are solved through training and coaching? What are the modules that really rise to the work of full-time trainers? Then the company can plan training functions according to its own development stage and development stage goals, and find suitable candidates. The person in charge of the training required here is not necessarily full-time, and may need to work part-time. What do you do professionally? How to assess and evaluate? What type of people do you need for a part-time job? Senior in-service manager? Foreign aid professional field teacher? How do these people evaluate and assess? What kind of employment mechanism? If you plan like this, the company will achieve the most effective training results with the least cost!
The second step is to standardize the management training system. The first is that training programs cannot be trained for training, but rather focus on setting up training programs with the company's annual and quarterly growth goals. Each project must be fully integrated with the scientific and orderly work of the training and detailed training plan and the core content of the course. From the demand analysis----determine the target content-----research course-----course content review-----training form planning----train implementation implementation-----training follow-up-- --- Training evaluation ----- follow-up improvement plan and other complete management of the entire training system. Both full-time trainers and part-time trainers are managed according to this process.
The third step is to establish a standard training model for an effective, modelable sector. The employees of the company are alternating between old and new, and many basic content can be repeated and practical. Each time it is improved on the original basis, it will continue to build the competitiveness of enterprise soft culture! It is also called model competitiveness. For some training content that cannot be standardized, it is necessary to summarize the key core communication training forms. Many problems can be solved through a habitual communication mode, which is part of the corporate culture. This kind of work is naturally done by hr.
Therefore, a clear division of labor, hr in the end of the training department, what work should be coordinated? In addition, the training department is the department that is the most difficult to introduce too much workplace politics. The key to which the department belongs depends on the current business business issues and development stage objectives. The initial stage of the development phase is mostly attributed to the Human Resources Department. The development and expansion stage can be attributed to the marketing department. When the company is steadily rising, it is necessary to have an independent department, such as the “McDonald's University” that we have heard.
Second, the trainers are difficult and difficult to stay because there is no systematic training system to establish a management system. The company faces a good trainer and can't keep it. The trainers who have survived are not enough. Faced with the ever-changing challenges of the market, the company is slowly No longer hope for the training department, the more you look at it, the more you feel!
The second major category of in-house training is marketing management enhancement training, such as terminal data marketing, multi-store sales management, brand management, store product portfolio planning, efficient ordering, consultancy sales, team sales and other upgrading courses. If these courses are based on a better type of basic training in a company, the implementation of the results can help solve the daily marketing problems caused by processes, skills and concepts. At present, most of these training apparel companies also rely on foreign aid lecturers, but the internal environment of such a course is really demanding, and it is not possible to solve the problem of the enterprise every time. Each company has different stages of growth and development, different market bases, and different forms of product consumption. Professional courses cannot be used by all enterprises. At present, there are three types of counselors for such courses: one is a plagiarism type, which belongs to the stage of likes and ignorance. It has a feeling of a certain course, has heard two lessons, and has read two books to imitate other people's courses. . The second type is an excellent teacher who only concentrates on training in a certain field, such as data marketing, display, etc., but due to personal promotion issues, the training course template basically speaks for three years, and sometimes it is true. It’s a little worse. The third kind is a true senior teacher. He is familiar with the courses in a variety of fields. He is proficient in teaching the practical methods according to the development stage of the enterprise and the management environment at that time. Responsible lecturers usually care about the pre-training research. To increase targeting, while training management tracking is in place. Such a teacher is very rare!
Because most of these courses are for the middle of the enterprise, the form of training is not limited to classroom training. Some learning organization activities, communication mechanisms and cultures within the company are better ways to pass on the content of such courses. Many companies put these contents in the order meeting twice a year, and the training effect is not flattering! Therefore, it is difficult to control the internal training work of such difficulty, and natural talents are difficult!
Third, the ability to assess the professionalism of training courses is not enough. The third category of apparel enterprise training is high-end skills, specialized high-end courses for enhancing the competitiveness of enterprises. Such as the buyer model designer product development model optimization, supply chain management, product planning, professional dressing consulting sales model import, sales, management, marketing coaching courses. This type of training is mainly based on foreign aid consulting companies. What clothing companies need to do is to clear their own business problems, distinguish the advantages and disadvantages of providing training consulting company services, and control the expected risks, costs and continuing implementation points in the entire consulting training program!
There are two kinds of phenomena in this kind of course, the most common one is that the company does not do professional analysis and analysis, and the consulting company is based on the lack of information, and the submitted plan is fully accepted. Therefore, the end of the consultation training program has little effect, and eventually the company no longer trusts the consulting company! The other is that the company constantly asks the consulting company to submit the project plan, or learn from the proposals submitted by many consulting companies, but the actual project operation company has to rush to close, in order to minimize the cost of consulting training; or to the consulting training project The continuation of the implementation of the lack of estimates led to abortion of the project. A consulting training program that can really work carefully and ultimately transform the company into success.
The problem is caused by the ability of the industry consulting company on the one hand, and the comprehensive ability of the leaders of the clothing enterprise on the other hand!
Training can be the productivity of the enterprise. The training can be the sales force of the enterprise, the training, or the competitiveness of the enterprise. I hope that all enterprises can scientifically use the management training resources, and the profits will increase every day and every year!
Enterprises, how do you view the planning and investment of training costs? How can scientific management enable training to bring about continuous improvement?
Training, as an investment in the soft cost of business operations, has been focused on market investment training for apparel companies in the past few years, and has helped the brand to expand rapidly in the market. Later, as the brand's profit improvement point and operational focus gradually expanded from expanding the store to gradually improving the performance of the single store, the training of various upgraded terminals came one after another. The company actively held the training camp again and again with the help of industry consulting companies and lecturers. Business school, etc.. Of course, the purpose of training is often multi-faceted, in which the face and the form are given to the dealers to account for the majority. Otherwise, you will find out the evaluation form after each such business school and training camp. The assessment was only at the time, regardless of the actual application. Even more training can not do research, such training is of course more formal than effective, the cost is too high! More than just the question of money, the key is that the enthusiasm of the trainees' learning enthusiasm is diminishing!
But really want to establish your own training department, clothing companies still have to face some problems!
First, the training department's working mode determines that fuzzy clothing enterprise training is divided into three categories, one is post-based skills, job processes, corporate culture, product knowledge, mentality and other routine training, these trainings have the need and human resources recruitment Training grafting, training course templates are close, and the frequency of training execution is high. In the implementation, the basic training also belongs to different fields and departments. If these courses make one person do a good job or not, and the human resources department is busy with the recruitment and assessment of the whole enterprise every day, how can time and energy be put? Research on the training templates for these various basic positions?
Since the basic training positions are not willing to give high wages, most of them feel that the difficulty is low and they are not paid enough attention. The trainers who are looking for low wages can't plan these system courses at all. Even if the research and development courseware is done, the implementation and implementation of organizational skills is not enough, resulting in every training is to meet tolerances, it is difficult to achieve real business operation requirements! Therefore, such basic training has experienced some high energy consumption in the enterprise. If you change a trainer, you will change the version of the training course. Before the implementation of the version, the trainer has changed. The post is built every year, and the work is done every year. It is not much better!
Key issue: Lack of a scientific 'training system to build' management system!
The first step, first of all, companies must be clear about their business problems. Which problems can be solved through the management process? Which ones are solved through training and coaching? What are the modules that really rise to the work of full-time trainers? Then the company can plan training functions according to its own development stage and development stage goals, and find suitable candidates. The person in charge of the training required here is not necessarily full-time, and may need to work part-time. What do you do professionally? How to assess and evaluate? What type of people do you need for a part-time job? Senior in-service manager? Foreign aid professional field teacher? How do these people evaluate and assess? What kind of employment mechanism? If you plan like this, the company will achieve the most effective training results with the least cost!
The second step is to standardize the management training system. The first is that training programs cannot be trained for training, but rather focus on setting up training programs with the company's annual and quarterly growth goals. Each project must be fully integrated with the scientific and orderly work of the training and detailed training plan and the core content of the course. From the demand analysis----determine the target content-----research course-----course content review-----training form planning----train implementation implementation-----training follow-up-- --- Training evaluation ----- follow-up improvement plan and other complete management of the entire training system. Both full-time trainers and part-time trainers are managed according to this process.
The third step is to establish a standard training model for an effective, modelable sector. The employees of the company are alternating between old and new, and many basic content can be repeated and practical. Each time it is improved on the original basis, it will continue to build the competitiveness of enterprise soft culture! It is also called model competitiveness. For some training content that cannot be standardized, it is necessary to summarize the key core communication training forms. Many problems can be solved through a habitual communication mode, which is part of the corporate culture. This kind of work is naturally done by hr.
Therefore, a clear division of labor, hr in the end of the training department, what work should be coordinated? In addition, the training department is the department that is the most difficult to introduce too much workplace politics. The key to which the department belongs depends on the current business business issues and development stage objectives. The initial stage of the development phase is mostly attributed to the Human Resources Department. The development and expansion stage can be attributed to the marketing department. When the company is steadily rising, it is necessary to have an independent department, such as the “McDonald's University” that we have heard.
Second, the trainers are difficult and difficult to stay because there is no systematic training system to establish a management system. The company faces a good trainer and can't keep it. The trainers who have survived are not enough. Faced with the ever-changing challenges of the market, the company is slowly No longer hope for the training department, the more you look at it, the more you feel!
The second major category of in-house training is marketing management enhancement training, such as terminal data marketing, multi-store sales management, brand management, store product portfolio planning, efficient ordering, consultancy sales, team sales and other upgrading courses. If these courses are based on a better type of basic training in a company, the implementation of the results can help solve the daily marketing problems caused by processes, skills and concepts. At present, most of these training apparel companies also rely on foreign aid lecturers, but the internal environment of such a course is really demanding, and it is not possible to solve the problem of the enterprise every time. Each company has different stages of growth and development, different market bases, and different forms of product consumption. Professional courses cannot be used by all enterprises. At present, there are three types of counselors for such courses: one is a plagiarism type, which belongs to the stage of likes and ignorance. It has a feeling of a certain course, has heard two lessons, and has read two books to imitate other people's courses. . The second type is an excellent teacher who only concentrates on training in a certain field, such as data marketing, display, etc., but due to personal promotion issues, the training course template basically speaks for three years, and sometimes it is true. It’s a little worse. The third kind is a true senior teacher. He is familiar with the courses in a variety of fields. He is proficient in teaching the practical methods according to the development stage of the enterprise and the management environment at that time. Responsible lecturers usually care about the pre-training research. To increase targeting, while training management tracking is in place. Such a teacher is very rare!
Because most of these courses are for the middle of the enterprise, the form of training is not limited to classroom training. Some learning organization activities, communication mechanisms and cultures within the company are better ways to pass on the content of such courses. Many companies put these contents in the order meeting twice a year, and the training effect is not flattering! Therefore, it is difficult to control the internal training work of such difficulty, and natural talents are difficult!
Third, the ability to assess the professionalism of training courses is not enough. The third category of apparel enterprise training is high-end skills, specialized high-end courses for enhancing the competitiveness of enterprises. Such as the buyer model designer product development model optimization, supply chain management, product planning, professional dressing consulting sales model import, sales, management, marketing coaching courses. This type of training is mainly based on foreign aid consulting companies. What clothing companies need to do is to clear their own business problems, distinguish the advantages and disadvantages of providing training consulting company services, and control the expected risks, costs and continuing implementation points in the entire consulting training program!
There are two kinds of phenomena in this kind of course, the most common one is that the company does not do professional analysis and analysis, and the consulting company is based on the lack of information, and the submitted plan is fully accepted. Therefore, the end of the consultation training program has little effect, and eventually the company no longer trusts the consulting company! The other is that the company constantly asks the consulting company to submit the project plan, or learn from the proposals submitted by many consulting companies, but the actual project operation company has to rush to close, in order to minimize the cost of consulting training; or to the consulting training project The continuation of the implementation of the lack of estimates led to abortion of the project. A consulting training program that can really work carefully and ultimately transform the company into success.
The problem is caused by the ability of the industry consulting company on the one hand, and the comprehensive ability of the leaders of the clothing enterprise on the other hand!
Training can be the productivity of the enterprise. The training can be the sales force of the enterprise, the training, or the competitiveness of the enterprise. I hope that all enterprises can scientifically use the management training resources, and the profits will increase every day and every year!
recommended article
- 2019 new employee training program
- Middle School 2019 Young Teacher Training Program
- 2019 student cadre training program
- Women's volleyball team training program
- Elementary School 2019 Summer Teacher Training Program
- Launching the Party Branch Secretary Training Program
- District Women's Federation Women's Civilization Quality Training
- Implementation comments on urban education system cadre education and training
- First-year freshmen comprehensive quality training program
- Secondary school training program
- Key points of personnel training in social security bureau in 2019
- Peasant education and training work program
popular articles
- Bing Xin’s famous words
- Deaf people jingle 2019
- Classical life motto
- I want to say something to the teacher.
- Du Yuexi's famous sayings
- Elementary School 2019 Summer Teacher Training Program
- Korean swear words
- The second stage training of the backbone teacher training class
- 2014 is very touching words
- 2019 Party Member Training Program
- 2019 training work arrangements
- Strong words
- English famous words
- 2019 new employee training program
- a good saying that loves labor
- Describe the fast time sentence 2019
- Trade and Industry Bureau Training Cadre Program
- College entrance examination inspirational quotes
- Teacher's famous saying
- The latest high school inspirational maxim
- Civil servant training and study plan
- Teacher training program
- Tao Xingzhi's famous sayings
- Taizai’s famous sayings
- Injured sentence
- Sad love sentence 2019
- 2019 new employee training program
- Thanks to the friend's words 2019
- Qq space mood phrase
- School new teacher training program