Method for rapidly enhancing personal capability

Abstract

The invention discloses a method to lift individual capability quickly, the method consists of at least one cycle, every cycle contains following course, discovering problems: according to the key requirement for capability of the post or the role that the company need, finding your key short slat of capability; defining the target: defining the diathesis or action to be improved in 3 months; collecting and creating samples: collecting and creating specific samples in daily life that can prove your capability, and recording them timely; commenting: analyzing periodically, judging the improved quality and the number of events, entering the first step after analysis, continually improving or refinding the personal short slat to improve. The method has strong pertinency, and the training results can be quantized, so the personal capability can be improved effectively, and forms a studying type organization.

Description

technical field [0001] The invention relates to a method for quickly improving personal ability, which is a method for quickly providing ability by Fast. Background technique [0002] In a team, the stronger the employee's ability and the more in line with the quality requirements of the company's position, the higher the work efficiency and the better the effect. However, not everyone in the team can meet the quality requirements of the position. This can be achieved by finding suitable personnel for the position, or by training existing personnel to improve their personal capabilities. . [0003] The existing training methods for capacity improvement mainly include classroom training, experiential training, sand table drills, and game summaries. It is taught directly by the training teacher, or the students teach the students certain abilities or skills through games and case studies. [0004] The existing training methods have the following deficiencies: [0005] (1) ...

AI Technical Summary

Problems solved by technology

[0005] (1) The teacher taught the relevant knowledge points in various ways, but it is not clear how much the students have absorbed

[0006] (2) Even if the students have learned the relevant knowledge points, it is not clear whether they can be applied in actual work and the extent to which they can be applied

[0007] (3) Traditional training is not very specific. For example, 30 people participate in communication skills training. Because individuals have different levels of ability in this ability, it may be suitable for some people, but it may be a waste of time for others

[0008] (4) The key deficiency of traditional training methods for trainees is that even if they know the theory or knowledge points, it is difficult or not applied in specific practice, thus failing to achieve the purpose of corresponding ability improvement

[0009] In addition, because of the above shortcomings of traditional training methods, the effect is often that the company spends money to organize training, but it is not known how effective the training is

Because the enterprise does not know how much value can be brought by training, or the value is difficult to quantify, it is unwilling to invest in training funds, resulting in fewer opportunities for employees to receive training, and it is difficult to improve corporate performance. Furthermore, enterprises are unwilling or have no money to invest in training funds. As a result, the ability of employees cannot be improved, or outstanding employees are lost, forming a vicious circle