What are the training courses for cadres?

What are the training contents of enterprise cadres in Hangzhou?

First, political quality.

Improving the political discrimination ability of enterprise cadres through political quality training.

The main contents of the training include: strategic thinking, loyalty awareness, necessary political and theoretical qualities, national economic policies, and development strategies of group companies and enterprises.

Second, professional knowledge

Through the training of professional knowledge, improve the professional ability of enterprise cadres, constantly update their knowledge and transmit information quickly.

Taking continuing education in Zhejiang University as an example, the training content is to systematically train basic knowledge, professional knowledge and professional management skills according to different positions.

Third, management ability.

① Self-management: improve management level.

Analysis of the role of enterprise cadres: the requirements of modern enterprises for enterprise cadres: the role cognition and orientation of enterprise cadres.

Time management: analyze the time resources and utilization rate of managers; Common time management problems and countermeasures.

Efficient communication skills: how to establish a smooth communication channel; Communicate with superiors; Communicate with subordinates; How to communicate effectively?

Professional quality: professional consciousness; Professional behavior; Business etiquette; Social etiquette; Foreign etiquette.

② Performance management: improve the level of performance management.

Management by objectives: SMART principle; How to set goals with subordinates; How to set goals with superiors; Target dialogue; Job tracking.

Motivation: master the needs of subordinates; Two-factor incentive method; Incentive principle and establishment of incentive environment.

Performance evaluation: the elements of performance evaluation; The role and function of enterprise cadres in performance appraisal: performance appraisal; Performance interview skills.

③ Team management: improve the level of team management.

Effective authorization: authorization type; Principle of authorization; Authorization skills.

Leadership art: the key to personal marketing of leaders: leadership style; How to build a cohesive corporate culture?

Team building: the key to correctly selecting and appointing employees: how to cultivate and maintain the team early warning of employees; How to mobilize the enthusiasm and self-confidence of employees?

How many college bases are there for cadre education and training in China?

The first batch of 13 colleges and universities identified by the Central Organization Department are the national bases for cadre education and training, including Peking University, Tsinghua University, China Renmin University, Beijing Normal University, Harbin Institute of Technology and Fudan University. And they are still growing.

What are the main training courses for middle-level cadres in enterprises?

A lot.

There are systematic courses, and there are also courses that need to be improved in one aspect.

Generally speaking, the training courses for middle-level cadres mainly include: role cognition, team building, communication skills, execution, leadership, goal and performance management, time management, employee training and motivation, and so on.

These can be done as a separate course.

You can go to Zhongzhuo for consultation.

It should help you.

What are the main contents of communication training for middle-level cadres?

Reprint Teacher He An's blog post:

Different teachers do communication training for middle-level cadres, with different curriculum designs and different routines. I have carefully studied applied psychology, coaching skills, NLP, nine-type personality and other psychological knowledge, combined with practical experience in enterprise management, designed my own effective communication course. My effective communication training course includes the following contents:

1. Understand communication: Understand the ways of communication, what are the main factors that affect communication, what kind of communication people like and hate, and what are the common misunderstandings in communication.

2. Mentality that should be possessed in communication: respect, understanding, acceptance of trust, empathy, attention to external factors, etc.

3. Humanity that should be understood in communication: Understanding some wisdom in human nature, including the relationship between human emotions and nerves, and the relationship between human behavior, emotions and motives, can make us know more about human nature, understand the communication of human nature, and make communication easier.

4. Skills to be mastered in communication: two-way communication, 5W2H, co-channel method and five-step method to eliminate resistance.

Communication is a subject that needs to be studied for a lifetime. Let's study slowly together.

What does the middle management training course include?

As the core strength of an enterprise, middle managers directly affect the normal operation of the enterprise. Because middle managers directly affect the daily operation of enterprises, including the specific planning, organization, leadership and control of planning, supply, technology, quality, equipment, power, finance, sales, personnel, education, intelligence, measurement, logistics and other functions. Therefore, the selection, training and training of middle managers are very important. Today, let's talk about how to train middle and senior managers.

Why should we train middle managers?

In enterprises, middle managers are managers who serve their subordinates and are managed by superiors, which determines that middle managers should be responsible to the upper level and play a leading role in the organization. In the whole organizational system, it plays a connecting role. Therefore, middle managers are the bridge connecting the top and bottom. On the one hand, middle managers shoulder the role of pushing high-level decisions to grass-roots managers; On the other hand, it also has the responsibility to feed back the problems found in the process of strategy implementation to the top managers. Therefore, whether the strategic objectives of enterprises can be implemented smoothly or not, middle managers play a vital role as strategic executors.

However, with the expansion of business scale, rapid development of technology, highly complex market environment and increasing competition, enterprises need to implement and implement strategic decisions quickly and timely. Therefore, middle managers should not only strictly implement and organize the implementation of high-level decision-making programs, but also exert their influence as leaders to improve the efficiency and effectiveness of strategic implementation through effective tactical decisions. It also puts forward higher requirements for middle managers.

What is the training goal and what kind of effect should be achieved?

Compared with the training of senior managers, middle managers should mainly focus on business training, and at the same time give them relevant management knowledge and ideas, so that they can better understand and implement the decision-making principles of enterprise management, plan, organize, lead and control the daily business functions of enterprises more efficiently, and realize the smooth transformation of enterprises from ideal goals to real business output.

Therefore, the main objectives of training middle-level managers are: to provide them with the necessary experience, knowledge and skills for future work, so that they can adapt to complex problems in the changing environment; So that the purpose, mission, beliefs, values and corporate culture of the enterprise can be successfully conveyed and truly carried forward among the employees of the enterprise; Cultivate individual backbone elements to become the successors of future senior managers of enterprises.

Based on this training goal, the main content of training middle-level managers can focus on developing their post-holding ability, so that they can have an understanding and development perspective on the internal and external situation of enterprises, improve their decision-making ability and planning ability on business, and improve their judgment and evaluation ability on people and their communication ability. Therefore, the training courses for middle managers can choose the core management themes such as role cognition, leadership, tactical arrangement, personnel training, subordinate guidance, communication, motivation, authorization and team building.

What training methods can be used?

The training methods of middle managers can be more flexible. The internal training of enterprise organizations can take the following ways:

(1) Attend the high-level meeting as a representative without voting rights.

Middle-level managers who focus on training can be allowed to attend high-level meetings appropriately, so that they can be familiar with the company's overall strategic development ideas and understand the formulation process of the company's overall strategic objectives, so as to make the implementation direction and ideas more clear in the process of strategic implementation.

(2) job rotation

For middle managers, they should not only be familiar with the business of their own departments, but also be familiar with other business knowledge they cooperate with. In the process of job rotation, middle managers can understand the business of cooperative departments, and they can cooperate and support middle managers from the perspective of the company's overall business in the future.

(3) Multi-level management

Let the middle managers have a group discussion, and let them put forward their own suggestions on top management issues, such as organizational structure, reward mechanism for managers, and coordination of conflicts between departments, for the general manager's reference. This method provides middle managers with the opportunity and experience to analyze and deal with high-level decision-making problems within the whole enterprise.

In most enterprises, for the training of middle managers, enterprises will choose external training and select specialized training institutions to train middle managers. For example, take some courses on leadership development, team management and communication skills organized by China Europe Business School and Yangtze University. Enterprises can also develop or entrust universities and social training institutions to develop training courses and organize training; Or middle managers can apply to participate in relevant knowledge and skills training carried out by social education institutions according to the needs of improving their own abilities. The advantage of foreign training is that it is highly targeted and can be completed in a short time. However, internal training can be more combined with the practice of enterprises, and the training effect will be more obvious.

Five key points of training middle-level cadres in enterprises

Middle-level cadres are the key link in the enterprise management system, and they are the management and execution subjects in the practical sense of the enterprise. We should not only pay attention to the enterprise strategy and goals, but also lead the team to achieve the team goals based on the enterprise goals. Therefore, more and more enterprises pay more attention to middle-level cadres and increase their management and training.

However, the training of many enterprises, especially the training of middle-level cadres, still stays in the loose form of "introducing one or two courses and going out to listen to one or two courses", and little is known about the systematic and scientific training of middle-level cadres. Below, I intend to talk about my views on how to train middle-level cadres, what to train, how to develop them, and how to link them with cadre management. To sum up, there are five main points in cultivating middle-level cadres:

1 First of all, we should understand the characteristics of middle-level cadre training.

This middle-level cadre is not a simple role. He represents the enterprise in front of subordinates, the grassroots in front of subordinates, and a certain link or responsibility of management cooperation in front of colleagues. Middle-level cadres themselves have to face the challenges of their posts. The integration of these four key roles requires training middle-level cadres to have full role cognition and management consciousness, to be able to weigh and straighten out various relationships well, to be good at receiving and distributing work, to assume the responsibility of application, and to know how to form a good win-win situation with various interest groups in the enterprise. These objective requirements provide content basis and reference for the training of middle-level cadres in enterprises.

Of course, according to different industries, enterprises, departments, entry time, personality, new promotion and even age and education, there are differences in the training of middle-level cadres, even great differences. Middle-level cadres in sales enterprises, a large part of whom are sales elites, have strong sales ability, but their team consciousness and management ability are not strong; Financial cadres, rigorous and meticulous, but lack of communication and coordination skills; Management cadres have a strong sense of communication and management, but their professional confusion is greater than that of professional department cadres. The newly promoted personnel are full of energy, but lack practical work and experience. ...

Knowing the characteristics of middle-level cadres in enterprises, we can classify middle-level cadres according to their characteristics. Different characteristics reflect different training content requirements, different training acceptance abilities, and specific requirements for training forms and training organization arrangements.

2 understand the status quo of middle-level cadres in enterprises

There must be a plan to train middle-level cadres, and the plan must be based on the understanding of the current situation of middle-level cadres. Therefore, it is very important to take stock and understand the current situation of middle-level cadres.

Inventory: it is to understand the objective information of middle-level cadres. We should know that middle-level cadres in enterprises include different people, and different enterprises have different scales and industries. The key is that they must have the same characteristics, have no decision-making function, and have 2-3 subordinates or be responsible for certain management functions, under which they have the decision-making power and take responsibility. It is also necessary to collect all kinds of objective conditions necessary for middle-level cadres: education, experience, promotion or not, post tenure, age, performance, rewards and punishments, training, etc. , and summarized in tabular form.

Analysis: it is usually the analysis and mastery of subjective and objective information, and in the final analysis, it is also a subjective comprehensive information judgment. Through summary and analysis, we can know whether the middle-level cadres are a competent team, whether there is a serious brain drain, whether there is a good echelon, whether there is enough training, where is the biggest problem and so on. These variables will provide value basis for training, and also be the basis and reference for training middle-level cadres.

Training usually exists to solve existing problems and put an end to problems that will happen. Cadres who do not understand the current situation of cadres are usually difficult to train.

3. Understand and analyze the training needs of middle-level cadres.

We have a comprehensive understanding of the current situation of middle-level cadres in the company, and then we need to collect and analyze the training needs of middle-level cadres. Scientifically speaking, the training needs of middle-level cadres go through three processes: analysis, collection and reanalysis.

The first stage: analysis. The first analysis is based on the understanding of the current situation of middle-level cadres, targeted demand collection planning, design targeted questionnaires and demand survey methods.

The second stage: collection. Carry out the specific work of training demand collection.

The third stage: reanalysis: sorting out and analyzing the collected demand data. Generally speaking, there are many kinds of demand data collected: some reflect shortcomings and problems, some expect training content, some criticize and correct past training ... But in any case, in the next training, we just can't do without suggestions and opinions on how to do it, what to do and why to do it, because this is the basis of the next training plan.

The diversification of demand data needs careful analysis, eliminating the false and retaining the true, and seeking truth from the end. Get the subjective and objective training needs of middle-level cadres as a whole. Subjectivity refers to what problems they think and what training they should do. Objectivity refers to their actual training cognition and status quo, management requirements of companies, departments and positions, management problems and management needs.

Of course, in the end, we have to ignore the strategy and goal of business development, which is essential for training needs.

4. Determine the objectives and priorities of cadre training.

Training is a term with a wide range of contents. Because of the different conditions of middle-level cadres in different periods, enterprises are at different stages of development, so the focus of training is bound to be different.

Recognize the training needs of middle-level cadres in current enterprises and determine the training objectives of current cadres. With the goal, the training work will be focused, which will be broken down into several key tasks to be completed. For example, according to the overall adjustment and analysis of demand, it is determined that this year's annual goal is to train middle-level cadres, then the relevant key work will come out (only for training), one is to formulate the planning and plan for middle-level cadres' training, the other is to determine the training content and training requirements at different echelon levels, and the third is how to evaluate the achievement of training objectives.

The cultivation of middle-level cadres must be supported by many high-level officials and recognized by middle-level cadres.

It seems that it has nothing to do with training, but it is actually a very important job. All management work is like this, and it needs the support and understanding of relevant people. Maybe some jobs are unacceptable to others, but understanding is necessary. If others don't understand, it will be difficult to carry out the work, which is exemplified in the real management work.

It is certain to get the support of the immediate superior, otherwise the work cannot be carried out; Secondly, you must get the support of other departments or fields, which must cultivate managers to master superb active communication skills. Again, even if it's bad for the other party in a short time, you should let the other party know that you should consider the company from the overall situation and then settle for the second best. Please don't object even if you don't support it; The understanding and recognition of middle-level cadres is obvious. What will be the impact of their reluctant training?

What courses are there in enterprise management training?

At present, there are many kinds of business management training courses and internal training in the market. For managers and enterprises that urgently need to improve their ability, how to choose from them has become the first problem they face on the road of self-improvement.

This kind of situation occurs repeatedly. I think it is because most management training courses are too utilitarian. The only purpose of most organizers is to maximize economic benefits, and they seldom take the time to really pay attention to the quality of the course itself.

Of course, I don't want to kill all the management training and internal training courses. I believe there are some excellent training courses waiting for us to discover. But before that, I think, the next time someone improves to the management training class, my suggestion will still be: read 12Reads series books!

General Secretary Gao Xiaoping pointed out that what is the modern training curriculum system for party and government cadres?

Gao Xiaoping, 1956, born in July, * * * party member, vice chairman and secretary general of China Administrative Institute, doctor and researcher. Hui served as the Deputy Minister of the Party Committee and the Minister of Propaganda Department of the Answer Hall of the State Council General Office; 1994 Up to now, he has served as deputy secretary-general of China Institute of Administration, editor-in-chief, secretary-general, vice-chairman and secretary-general of China Administration magazine. synchronously ...

How about the training course for cadres in Wang Yiheng?

On August 1 day, I participated in the special training course on improving employees' ability and quality in 2020 organized by Yangzi Company in Yizheng City, Jiangsu Province. Nearly 300 employees from various companies participated in the training.

At the scene, Mr. Wang Yiheng gave guidance and enlightenment to employees from five aspects: workplace enlightenment, who to find the root cause for, establishing goals and enterprises, spiritual awakening, casting persistent responsibilities, step by step, tapping the potential and corporate culture. The whole lecture was rich in content, full of dry goods, deep and distinctive. Responded and answered many puzzles and puzzles faced by employees in their career development, pointed out the crux of the problem, and gave a "prescription" to help employees further clarify their career development plans and establish personal learning plans.

In terms of cadre training, I choose: Mr. Wang Yiheng, I have participated in many courses, and Mr. Wang Yiheng's cadre training has benefited me the most, and employees have started to work voluntarily. We can plan and design very targeted teaching materials, cases, situational games and so on. According to the specific situation of the enterprise or product, this effect is very obvious. Traditional lectures and training are not equal to internal training, or even internal training. Just studying. Real internal training is definitely targeted at the needs and characteristics of enterprises, targeted development and design, targeted training or training. Only in this way can we be targeted and not spend a penny. And the more employees learn, the more energetic they are, not the less they want to learn.

I've always wondered why Mr. Wang Yiheng is so powerful. Later, after learning his background in i query, I understood:

Miss Wang Yiheng.

Lecturer of Top 500 Experts in China

Well-known enterprise staff training instructor

Dean of Yiheng Cadre Efficiency Research Institute

The preferred expert for the backbone training of management cadres in domestic enterprises and institutions

Long-term research and landing expert on "three axes" of Ali cadre training system

Professional qualifications: Tsinghua Business Class, Shanghai Fudan Economics and Management Class, Hong Kong Institute of Finance and Economics, Shandong University of Finance and Economics, Huazhong University of Science and Technology, Southwestern University of Finance and Economics, Sun Yat-sen University and other well-known domestic universities. He has served as a member of China Professional Manager Certification Committee, China Entrepreneur Association, Shaanxi Entrepreneur Association, Ningbo Entrepreneur Association and other invited experts of the State Council Enterprise Support Project. In 65,438+05, he was engaged in prospective research on the analysis and solution of leadership and execution and standard problems. It has provided cadre training services for Beijing, Shanghai, Guangdong, Jiangsu, Zhejiang, Fujian, Henan, Hebei, Shaanxi and other units. For Alibaba, Intel, Siemens, Zheng Da Group, Sinopec, PetroChina, China Merchants, Agricultural Bank of China, Bank of China, ICBC, Telecom, China Unicom, Mobile, Postal Service, Minsheng, FAW, Geely, Chery, Renault, Toyota, Mengniu, Yili, CNNC, CRRC, Hitachi, Evergrande, Pingmei, R&F, Jiaojian, Pingmei. With cutting-edge vision, philosophical thinking and craftsman spirit, we will provide the most cutting-edge information collision and the most valuable wisdom sharing for managers who are committed to improving enterprise management. With the profound teaching style of laughter, students can be enlightened, know themselves, and use the classroom atmosphere of interactive sharing experience to let students grow by doing. So as to crack the secret of the common core layer of the enterprise and greatly improve the high performance of the organization. Known as the first person to train middle and senior cadres in China, he is one of the first choice experts for the training of management cadres in domestic enterprises and institutions.

Teaching style: cutting-edge, wise, sharp, systematic, humorous, * * *, practical, interactive, active, dry and easy to use.

Publishing books: Chinese-style manager, enterprise partner tool library, the most effective communication in this way, behind which is the reputation of best sellers such as Xiaomi.

Explosions course: landing "Ali three axes"-the growth mode of value-oriented managers, rolling up their sleeves-six ways of effective managers, 360-degree communication of wisdom, breaking down departmental walls-cross-departmental communication and cooperation, management practice-new decoding of result-oriented execution, full explosion.

What courses does the training of enterprise cadres in Hangzhou generally include?

It depends on the topic of the course. For example, Zhejiang University College is divided into the following topics, namely, the topic of enterprise party building, the topic of new generation enterprise inheritance, the customized internal training project of enterprises, and the topic of mixed reform of state-owned enterprises.

What are the main training courses for middle-level cadres in enterprises?

A lot. There are systematic courses, and there are also courses that need to be improved in one aspect. Generally speaking, the training courses for middle-level cadres mainly include: role cognition, team building, communication skills, execution, leadership, goal and performance management, time management, employee training and motivation, and so on. These can be done as a separate course.

You can go to Zhongzhuo for consultation. It should help you.