[New business forms and new professions "thirst", how to break the situation in talent training? ②] Why not "quench your thirst" as individual self-financed upgrade to mainstream corporate training
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The data shows that in some new professional fields with heavy skills and rapid iteration, only a small number of employees have participated in the vocational skills training organized by the company, and individual self-funded training has become the mainstream.
In terms of new vocational skills training, large companies have money and teachers, but many employees change jobs after their skills are upgraded.
Small and medium-sized enterprises have no teachers and no training strength, and they can only pursue the "usage doctrine" if they want talents, which also leads to the low enthusiasm of enterprises in employee training.
How companies can provide new professional practitioners with sustainable professional capabilities is still a proposition to be solved.
New business formats and new technologies have spawned many new professions.
Many practitioners spontaneously seek help from companies and society when full-time school training cannot meet their job needs. However, part-time training for new professions faces many problems such as low corporate training enthusiasm and lack of uniform training standards.
Many new professional practitioners face various challenges to improve their professional capabilities.
Corporate training does not "quench thirst", self-financed learning becomes the mainstream
"A lot of on-the-job employees find me, even if they spend more money, let me inquire about training for new occupations such as big data, the Internet of Things, and e-sports operations. However, there are not many local training institutions offering these courses, mostly Online training in other places. Because they don’t understand the situation, most people dare not sign up easily for fear of being cheated.” said Hao Hongbin, general manager of Liaoning Bailian Talent Management Company.
She believes that the vocational skills improvement training of on-the-job employees is still a shortcoming.
"The live broadcast industry does not provide much training for people in the circle." Said the anchor Zeng Hao.
She has been in the industry for more than a year and has created a clothing factory directly managed studio, hoping to recruit professional copywriting planning operators, selection designers and set designers.
After a few interviews, she was unsatisfactory, so she looked for training at her own expense.
The industry "master" was reluctant to teach her due to competition considerations, so she spent 1,000 yuan to sign up for an advanced anchor class at a training institution.
The "Report on New Professionals in the Life Service Industry in 2019" shows that in some new professional fields with heavy skills and rapid iteration, personal training at their own expense has become the mainstream. 71.2% of new professional practitioners have participated in vocational training and participated in company organizations. Of vocational skills training accounted for only 34.8%.
Liu Jiahao, born in 2000, was the first batch of post-00 workers.
He has different ideas from his father's. He takes the initiative to apply for the mechatronics major of vocational schools, and he is willing to make small creations on weekdays.
"I'm only 20 years old. I don't want to engage in simple labor day after day. I want to become an engineer who controls machines." Liu Jiahao has a good mind and has paid attention to a large number of national policies. Machine replacement is a trend. What is urgently needed is the skills to operate and manage robots. Talent.
He inquired about many local training bases, training centers and training courses, and after listening to them one by one, he found that the courses taught by some teachers were not as new as those taught by the teachers at school.
At the same time, he found that, compared to the training of students in schools, corporate and social training pay more attention to the skill improvement training of on-the-job employees, often requiring 2 to 3 years of work experience.
It is difficult for a newcomer like him who has not yet entered the industry and understands the basics to find suitable training.
On July 23, the "New Occupation Online Learning Platform Development Report" released by the China Employment Training Technical Guidance Center of the Ministry of Human Resources and Social Security showed that more than 96% of professionals want to learn about new occupations.
Among them, mastering new skills, improving career development space, and preparing for the future have become the main reasons for learning new occupations.
Their own talents are poached by high salaries, who wants to be "wedding clothes"
“Cultivate 6 digital managers. As soon as they get their certificates, they are gone.” said Zhang Dantong, deputy general manager of an enterprise management consulting company. Seeing the huge market for online office, he was determined to invest 240,000 yuan in training reserve talents. It was poached by two high-tech companies with an annual salary of 200,000 yuan after tax.
Zhang Dantong complained to reporters, don't always say that companies are unwilling to cultivate talents, and pursue "usage doctrine". Companies have their own helplessness.
Large companies have money and teachers. However, after their employees have improved their skills, they have switched jobs, and they have all made "wedding clothes" for small and medium enterprises.
Small and medium-sized enterprises have no teachers and no money, and they can only dig the walls of peer companies if they want talents.
In this way, a vicious circle is formed: large enterprises have serious brain drain, and the turnover of talents in the industry is too frequent.
In 2018, the State Council issued the "Opinions on the Implementation of the Lifelong Vocational Skills Training System", which proposed a series of policies and measures for the implementation of the lifelong vocational skills training system.
Among them, there is to give full play to the role of the main body of the enterprise and comprehensively strengthen the training of job skills for enterprise employees.
In fact, as a company that has a large amount of industry data and advanced technology, it is not very enthusiastic in talent training.
Online learning service teachers, secret room script designers, receptionists... New consumer fields have spawned new professions, but these industries currently do not have a unified industry standard, and naturally there is no unified training standard.
For example, Hao Hongbin said that in May 2020, the Ministry of Human Resources and Social Security announced 10 new professions to be released, one of which is an online learning service teacher.
They are a group of staff who use digital learning platforms to provide learners with personalized, accurate, timely and effective learning planning, learning guidance, support services and evaluation feedback.
However, there is currently no uniform industry standard. It is difficult to assess the teaching quality of online learning service teachers, and it is difficult to explain the level of service teachers' abilities.
The training content set is also varied, and some even talk about psychology and feng shui.
In order to enhance professional ability, is it feasible to share knowledge among enterprises
In 2010, the State Council issued the "Opinions on Strengthening Vocational Training and Promoting Employment", proposing the establishment of a vocational training system for all workers; in 2018, the State Council issued the "Opinions on Implementing a Lifelong Vocational Skills Training System", proposing to implement lifelong vocational skills training In May 2019, the General Office of the State Council issued the "Occupational Skills Upgrading Action Plan (2019-2021)", proposing to continue to carry out vocational skills upgrading actions from 2019 to 2021 to comprehensively upgrade the occupation of workers Skill level and employment and entrepreneurial ability...In China, a lifelong vocational training system for all workers is gradually established.
"To provide new professional practitioners with sustainable professional capabilities, online learning will be the best breakthrough." Hao Hongbin said.
The "New Career Online Learning Platform Development Report" shows that 72% of users choose new careers for online learning when it comes to choosing new career learning methods.
She believes that online learning breaks the limitations of time and space and provides students with a flexible, convenient, and standardized learning experience, which will become the mainstream learning method in the future.
"The future must be an era of knowledge sharing. With the current uneven distribution of educational resources, online training can be vigorously developed, so that teachers in the'resource highland' can serve employees in weak areas, and continuously improve their professional abilities. To better serve local economies."
Zhang Dantong believes that simply doing online cannot meet the needs of employees.
The trainees taking the adult vocational exams are all on-the-job employees. They don't have much time to register for classes offline and can only use the sporadic time in life to improve their skills.
At present, online courses provide assistance and guidance, combined with short-term offline training, the best effect.
Liu Jiahao has great expectations for online training. He feels that online training does not conflict with the offline training he is doing, but complements each other.
"Now that VR technology and big data technology are so developed, can future training be truly'personalized', saving students time to screen content. Moreover, the form of audio, video and live broadcast is becoming more and more popular, and the future will be able to improve students Learning efficiency." Liu Jiahao said.
Liu Xu