At present, most companies with in-house trainers take the development model of "full-time trainer" and "manager part-time trainer"."Full-time trainer" refers to the person who assumes full-time staff training and teaching staff within the enterprise (this type of internal trainer has a good understanding of the nature of the job)."Management part-time trainer" refers to the person who is a manager in an enterprise and has a certain staff training and teaching task.In "a poem letter talking about enterprise learning" series of article 8, I only for "managers do part-time trainer" some opinions on the internal trainer development model, hope my point of view of enterprise development better internal trainer has certain enlightenment function.
Part-time trainer is the general standard of internal enterprise development: the candidates should have related professional knowledge in the field of communication, open mind, strong language expression ability, good professional quality, pedagogic character traits.Just imagine how many people within an organization are managing people, and how many of them meet those criteria?There is no doubt that almost every business has a small minority of managers who meet these criteria.And, as a result of enterprise mostly just encourage qualified management personnel consciously to sign up to be a part-time trainer, this means that when those who have the condition but I do not want to be a part-time trainer, or a part-time trainer will, but the job task, have no time to do part-time training, part-time work in the training in the enterprise actual management account for only a few of all managers.This is a common feature of the enterprise in the organization of the development model of "managers of part-time training".The drawbacks of this internal trainer development model are also evident.The main performances are as follows:
One is that it is easy for managers of part-time trainers to show interest.Main reason is that most of the part-time training managers before to do training to do part-time training full of interest, because they take it for granted that it is not difficult to do the training, training will not only help to raise their ability, also helps to personal career development.But after a period of training they will find that after practice, course design and teaching is not a easy thing, it requires a lot of time and energy, but also may not be learners "pay".Therefore, after a long period of time, especially after one or more training sessions are not popular with learners, their interest in continuing to be a part-time trainer will be greatly reduced.When organizations lack incentives for them, their interests fade more quickly.
Second, when a part-time trainer of managers in the teaching task and work conflict, almost all part-time trainer will first meet job, after all, the enterprise priority assessment is their job performance, rather than the priority assessment of their training performance, especially in the part-time training managers boss take part-time trainer does not support to them or not under the condition of the enthusiastic support, this performance is particularly prominent.
Three is, under the development mode of managers do part-time trainer, was hired as part-time trainer manager position in the enterprise in the organization of the pyramid part of most people, enterprise top managers usually or caused by a lack of relevant ability, or caused by a lack of interest, or because the work is too busy to find time lessons and lectures, and not to be part-time trainer.This phenomenon will generally lead to the occurrence of another kind of unhealthy phenomenon, namely the enterprise many learners will use critical eye to look at their training form and content, people will naturally take they compared with external business trainers, especially in the enterprise employees prefer "coconut trainer" cases (see "a poem letter talking about enterprise learning" series of article 7: the "coconut trainer" and "sweet potato" trainer ").This will greatly frustrate the confidence of these part-time trainers, and it can easily lead to the collapse of the managers' part-time training mode.
