The first is the foundation of training.
We all know that daily education can only provide some basic professional knowledge and skills; in the face of the development of large enterprises, it is necessary to carry out several skills training, in order to enable employees to gradually meet the requirements of enterprise development. Therefore, in order to improve labor productivity and personal satisfaction with the job, organizations directly and effectively organize production and business services, continue to adopt various ways to organize various types of personnel education and training investment activities.
American economist Nobel Prize winner Schultz found that purely from the perspective of natural resources, physical capital and labor force, can not explain all the reasons for the increase in productivity, because knowledge and ability in the form of capital and wealth change is the decisive cause of social progress. But its acquisition is not without cost, it needs to be formed through investment, and organizational training is one of the important forms of this investment.
In the era of knowledge economy, Han Ren security is based on mass production and dissemination of information and knowledge. However, compared with a large amount of information and knowledge, learners will find that their "lack of knowledge", existing knowledge becomes scattered, learning too slowly, learning too much knowledge, which is due to individual limitations and lagging learning is caused by the huge difference between the infinite and firm growth of knowledge. Training is an important way to learn knowledge. Only by changing the concepts, methods and contents of modern training can we meet the needs of the times.
First, the concept of modern training.
Modern training is mainly reflected in the following four changes: first, the trainer from "knowledge disseminator" to "knowledge producer" changes. Since most knowledge dissemination or transfer will be accomplished by modern electronic media systems, educators will have the opportunity to update their knowledge and innovate their teaching. On the one hand, raw information or knowledge processing, processing and packaging make it easy and willing to accept the "product" form; on the other hand, on the basis of a comprehensive analysis of the original knowledge, new ideas, new theories and new methods to create a new knowledge system. Therefore, education and training workers transform "knowledge communicators" into "intellectual property owners".
Two, the way of training from "inheritance" to "innovation" has changed. Since ancient times, the basic function of education and training is to educate the ancestors of cultural heritage, training in line with the reality of personnel services. The traditional way of training talents is difficult to adapt to the changing environment. Modern education and training needs to be promoted. Its goal is not only to train real talents, but also to train future talents, from "inheritance" to "innovation".
Three, the training content will be changed from "filling" to "tapping the potential". In the traditional way of thinking, the training is followed by the principle of "what is lacking and what is filling". For example, the content of safety training focuses on the "should" and operational skills that practitioners "should know", the application of basic knowledge, and the "filling" training in solving specific problems. However, in the face of the challenge of knowledge economy and the increasingly fierce market competition, training is not enough to "fill the vacancy". We should tap the potential as the focus of training, thinking about change, concept updating, potential development of training content, effectively release individual potential.
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