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“企业究竟需要什么样的培训”之实战篇为什么有的企业耗费很大代价，却达不到预期的培训效果？这不是培训本身的错，而是培训模式的选择运用不对。很多时候，尽管企业做了很多培训，但请切记：效果比培训本身更重要！那么，企业究竟需要什么样的培训？从本期开始，本报将分实战篇、访谈篇、调查篇对此话题进行深入报道。无论哪种动因的培训，都必须强调实战、实用、实效，都必须能解决问题（哪怕是一个问题），这是企业内训的核心原则。有效果的培训并不在于培训师讲的内容多么有前瞻性、演讲技巧多么精彩、肢体语言多么形象生动，而应是带着问题及实效解决方案的标杆目的性培训，否则，培训很难达到企业预期的效果。有效的培训才是企业最需要的！这是很多企业共同的心声。本期选取有效的培训模式之一――处方式培训模式进行实战解析，供读者借鉴、参考。案例背景某鞋业集团武汉分公司分别在汉口、武昌开设了两家总计营业面积达６０００平方米的超级鞋城，其所处位置之好、品种之多，价格之便宜，在武汉鞋业市场独一无二。但销售情况一直不理想，该公司的余总很不理解：公司主要管理人员都是从总部调派，整体素质并不低，在当地招的业务人员都是很有经验的，再加上自身商品品种价格等多方面优势，为何达不到预期的销售效果呢？实务操作１．我司迅速成立了由数名优秀的顾问型培训师组成的培训专案小组进驻该司内部。首先，我们拟订了一份以竞赛为特殊目的的情景模拟调研问卷，具体内容：有个小鞋店老板开了一家规模不大的鞋店，该店优势多多（不一一列举），但经营业绩很不理想，为此，他只有发动群众寻求解决之道（有８个问题，涉及到该鞋店经营运行的方方面面，此略）。每位培训者则以参谋身份，为这位小店主支招（看谁的招最具效果）。事实上，上述问题就是该鞋业公司现存问题的迷你版，但在我们还不了解培训者真实原因及心态的前提下，用虚拟案例进行诊断调研的效果更好，因为每个人天生都有被别人请求的心理满足感，特别是在竞争的前提下，他会尽自己所能向这位店主支招（因为他没有顾忌），当然，我们的第一个目的也就达到了。２．在上述火力侦察之后，我们对所有问卷进行整合分析，根据填卷情况评定竞赛结果，并将培训对象划分为几大类，特别是对那些为店主能提出建设性意见的员工进行重点跟踪访谈。在访谈过程中，我们首先对他的竞赛成绩给予积极肯定，使对方在成就感的情绪支配之下，形成与我们的互动无障碍沟通渠道，然后再抛出该司当前存在的问题，与他共同就本公司现存问题进行双向互动交流及探索，以期找出障碍点及机会点。在上述作法下，访谈对象通常都会对当前现状谈出自己较为真实的想法（当然，也包括一些负面不满意见，对此，仍应给予积极肯定）。３．除了上述重要的内部访谈之外，我们还进行外围目标性市场取向诊断调研，我们发现该公司的问题不在于自身是否有多少优势，关键在于这些优势是否让顾客知道，或者说是否能让顾客转变其固有的购物心态模式。因为武汉市是全国知名的商业流通城市，大型商场很多。４．经过半个月的深入诊断调研访谈，我们得到大量素材，该公司的经营策略有严重误区，于是我们提交了一份精练的诊断处方意见书，列出了该司１０个需要尽快解决的问题（略），同时，我们就开始设计课程，课程定名为“某某鞋业集团员工自我修炼特训营”，我们没有把课程设计的重点放在如何去管理（因为他们的管理水平并不低），如何去销售（因为他们的销售技巧掌握得非常熟练），而是从个人自我心态、观念、行为模式等方面进行潜移默化的培训。我们把有代表性的问题用多种编辑方法编进培训教材，并把培训者的定位模糊化，你也可能是企业管理者，可能是一线卖场人员，或者是顾客，或者是鞋店小业主，然后把问题全部设计成即兴模拟、卖场对话、路边调研对话、销售工作会议、销售模式定位辩论等多种互动方式，使每个培训者既是学员、又是某个角色（在两天培训中，每个人的角色都会不断地变化），然后利用分时出现的大型游戏等多种形式让他们在互动激情中重新审视及修饰自己的行为意识模式，并启发自己用新的观念思维模式去思考销售问题，进而找出解决问题的有效方法。效果评估两天的培训过去了，二十几名参训者不仅接受了新的管理技能培训，还拓展了营销思路。之后，该公司结合总部的宏观营销政策，推动了诸如“买鞋送健康（赠送足底保健手册）、买鞋抽大奖、买鞋免费保修”等多项促销计划，几个月后，该公司的营业额就高达１３００万元，创下了武汉鞋业零售市场的最高纪录。操作程序处方式培训模式有着一套严格的操作规程体系，具体如下：１．接到企业的正式培训委托，培训机构应在进驻企业内部后，首先与其培训负责人共同来制订培训需求诊断计划，然后，根据企业及培训者的双向培训需求展开相关的诊断调研。２．在诊断调研过程中，培训机构应发挥其敏锐洞察力及高度互动沟通力，掌握被培训企业的基本运行机制规律，并与培训者进行“１＋１”式互动访谈及问卷调研，最终确定培训前的团队培训目标与培训者个人目标之间的坐标对比图（简称Ａ图），并同时提出处方改进对策。３．在编辑培训教材时，培训机构应把上述诊断及处方意见融合于培训教案中，并最好以自编互动性培训游戏及情景模拟演练课题的形式出现，然后约请该企业培训负责人及培训者代表共同审定培训教材（课程一定要共同开发），根据最终意见确定正式教材纲要。４．在培训过程中，培训师应让培训对象通过近似真实的互动场景去感悟自身扮演的角色，并进而启发他们学会如何寻找问题、分析问题及解决问题的能力技巧（包括自身存在的问题），从而提高培训的真正实效性。５．在培训手法上，培训师应采用特别灵活的“快乐训练“手法，激发培训者隐藏于内心深处的“快乐激情因子”，使其在快乐愉悦之中重新体会和自身行为模式的合理性与效果性，使其在潜移默化中达到自我革新经营的修炼目的。６．培训结束后，培训机构应制订个性化培训效果测评问卷，并根据测评结果确定出培训后的团队与培训者目标满足坐标对比图（简称Ｂ图），然后把Ａ坐标图与Ｂ坐标图进行影像重合对比，就可以得出最终培训效果评估。在上述培训及评估完毕后，培训机构应制定团队及培训者的双向培训达标效果评估函，使企业及培训者都能清晰地知道培训后的效果达成度，供其在日后的工作中加以有效改进。备注：１．如果培训对象在３０人以内，团队、个人坐标对比图最好精确到每一个人，如果超过３０人以上，则按个性性格取向及管理风格取向进行分类对比。２．所谓影像重合意即前后影像重合精度越高，效果就越好。因为Ａ图是在培训机构进行诊断及提出处方对策之后绘制的，其定义是存在问题的（个性化问题及共性化问题），当培训团队及成员通过培训及效果测评之后，根据其结果就可以得出其在培训前后的改进型坐标对比差异，企业就知道团队需要改进工作绩效的准确依据。作者：武汉成长空间管理顾问有限公司首席顾问师来源：21世纪人才报　作者：廖斐文

[楼主] Posted:2008-06-08 15:12\|

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[1 楼] Posted:2008-03-06 00:00\|

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[2 楼] Posted:2008-03-06 00:01\|

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[6 楼] Posted:2008-07-01 13:46\|

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[7 楼] Posted:2008-07-01 20:36\|

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[8 楼] Posted:2008-07-05 05:06\|

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[9 楼] Posted:2008-07-07 19:04\|

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