Team Leader training is essential requirement that can be accurately identifying training needs. It is much important for company for align the training with company strategy, performance gaps, as well as enhance leadership development.
Someone said right about ” The problems is a line of silk, which may lead the elephant”
The effectiveness of training depends first and foremost on the accuracy and pertinence of the training needs analysis. At present, the current situation of team leader training in most enterprises is either the leader patting his head to make decisions or following the trend. What is popular to learn, which is also the key to the lack of training effect.
The source of training needs
Take a look at corporate training strategies
At the beginning of the year, enterprises will plan strategic objectives or internal management construction themes.
Such as “infrastructure construction year”, “refined management year”, “quality improvement year”;
Wait a minute. The purpose of the training is first of all to serve the strategy of the enterprise. The training theme of the team leader should be consistent with the theme of the company’s annual planning, and this kind of training is also convenient to obtain the support of the company’s senior management and line managers.
Look at the performance of enterprises
Training is an investment in enterprises, not just for employees’ welfare, training must truly solve the problems faced by enterprises. Training needs analysis, must start from the actual performance problems existing in the enterprise. Through the method of data collection, to understand the team’s product qualification rate, accident rate, cost rate, complaint rate, delivery time, turnover rate and other main indicators.
If the team these important indicators have problems, training can start from this. However, it should be noted that through these data, you can only see the problems existing in the team. But what is the root cause of the problem and whose problem it is. It needs to be dissected layer by layer, traced back to the source, and find the core of the problem in order to fundamentally solve the problem.
Look at the dynamic factors of enterprises
What changes have occurred in relation to team management compared to last year are often the source of training needs. For example, the strategic adjustment and upgrading of enterprises, the promotion of new team leaders to posts. The improvement of national regulations on product safety, quality, etc. Introduction of a new set of systems or technologies, etc., will generate new training needs.
Look at the personal needs of the team leader
Excellent enterprises always combine personal development with the development of the enterprise. In the team leader training needs analysis should be combined with:
- The enterprise to the team leader’s talent development planning.
- The team leader’s personal needs.
- Reasonable arrangement of training.
So as to protect the interests of the enterprise, but also to get the team leader’s active support.
The analysis of training needs should be based on the needs of the existing position of the team leader and the needs of future development. Based on the evaluation and assessment of the existing competency quality level of the team leader, and follow the principle of “what is missing, what is made up”, in order to have a target and improve the effect of the team leader training.
The method of training needs research
Demand research should not be a family word, such as simply sending a survey questionnaire to the team leader.
Which lists a series of courses, and the team leader can take whatever class he chooses. Or simply ask the superior workshop director of the team leader what deficiencies the team leader has in terms of ability.
Such a needs analysis is tantamount to a blind person touching an elephant, lacking comprehensiveness and objectivity.
Systematic and comprehensive understanding of the training needs of the team leader, need to start from the organizational strategy, task, personal three levels, comprehensive and in-depth research, the research object in addition to the team leader himself. But also need to conduct research and interviews with the workshop director, team members, and even need to investigate the company’s senior management to ensure the accuracy, objectivity and comprehensiveness of the demand analysis.
There are four common methods for team leader training needs research:
On-site visit method:
The site is the mirror of the team management level, how the team management level is, you can know one or two by visiting the work site. On-site visit and investigation, the key to look at the details of the work site, such as the placement of items on site, sanitation status, personnel working status, etc. At the same time, you can understand the implementation of the team system through a simple inquiry test.
Interview method:
The advantage of the interview method is that it can carry out in-depth communication and understand some deep-seated problems. The disadvantage is that the interview technology requirements for the interviewer are high. Before the interview, the interviewer should prepare an outline of the questions to ensure the control and effectiveness of the interview.
In the interview, firstly, through the superior workshop director of the team leader. Focus on understanding the main problems of team management. As well as the cases, deeds, excellent team leaders, etc., in team management, and then conduct in-depth interviews with individual excellent or special team leaders based on this.
Questionnaire method:
The questionnaire research method is simple and easy to operate and can be operated on a large scale. This method can be applied to the front-line members of the team to understand the role positioning, daily management methods, etc., of the team leader through questionnaires.
Case evaluation method:
The case evaluation method is one of the characteristic research methods of 89 points. The case research method is a method of determining training needs by assessing students’ values, thinking patterns, working methods, professional habits, etc. Through case analysis activities of students’ views, ideas, and practices on cases.
Training needs analysis
Training needs analysis is not to collect a bunch of data, list a series of data. How to explore the real crux of the problem from these complex data. Behind the data, is the essence of training needs analysis. It should be noted that there are many reasons for the team performance problem. Which can be simply boiled down to management mechanism problems, process technology problems and human problems. The first two management improvement can be solved. The latter can be solved through training. Through the training experience of team leaders for more than eight or nine points. The causes of team problems can be solved by accessing internal training mainly as follows:
Grassroots personnel professional quality problem:
Vocational education is a missing link in India’s education. Since the reform and opening up, a large number of migrant workers have flocked to the city. The level of knowledge and culture is low, the sense of responsibility, customer awareness, positive attitude, innovation, collaboration, the pursuit of excellence, etc.
These professionals are also lacking in basic qualities, and almost all Indian enterprises in the process of the transformation of migrant workers into industrial workers. Most of them only provide some simple skills training, but for behavior, role, mentality, literacy and other individual professional training of employees is seriously lacking.
Team leader role cognitive problem:
Cognition determines behaviour. Due to the lack of awareness of his role as a manager and the importance of the team. The team leader adheres to the consistent way of acting, charging ahead in everything, excellent in technology and business. But does not know how to use management methods to fully stimulate and mobilize the strength of the team.
Team leader management skills problem:
From a business elite, technical expert to a grassroots manager role, management ability is most team leaders extremely lacking, most team leaders’ management concept is misplaced, management techniques are rigid, can manage themselves, but not good at communication, motivation, will not deal with interpersonal relationships, resulting in team atmosphere disharmony, low performance.
Lack of humanistic construction of team organization:
Most enterprises have not really established a people-oriented management mechanism. Simply adopt the method of assessment, team members are difficult to obtain happiness and self-realization in work, just work for life, passive and passive in work. How to change this situation, we must start from the construction of team management mechanism and humanistic construction, and build the team into a spiritual home and happy city for front-line employees.
Team humanistic construction cannot be solved through simple training, eight or nine points of consulting internal training mode, is to effectively combine training and consulting, through training to teach methods, tools to the team leader, and then through consulting promotion of introduction, to help enterprises establish a people-oriented team management model.