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Good Practice
BAOSTEEL: Classified Employee Training System
As to staff training, an enterprise needs to pay both direct cost for training courses and indirect cost for the absence of employees due to the participation in training. Therefore, 'effect' is a focus that an enterprise mostly concerned when selecting staff training.
In this regard, the experiences of Baosteel are very much enlightened for human resource managers. As a large steel manufacturer, Baosteel has over 10,000 employees and brings varied requirements over employees on different posts and positions. Based on its management mode and practical experiences, Baosteel designs different training programs classified by professions and positions, according to the different requirements on knowledge and ability.
Let's take technical & business personnel as an example. Each profession includes four levels: assistant level, section level, director level and chief level. As for steel rolling process, trainings for the assistant level consist of steel rolling technology, rolling equipments, procedures and standards for the examination of product quality, and tool operation trainings including SAS data control and core tool operation; trainings for the section level consist of rolling consistency technology, rolling process control, analysis and handling of quality dissents, and tool operation trainings including Six Sigma Black Belt training and research on the application of core tools. In addition, trainings on communication skills, leadership and corporate culture have been designed as well, according to the requirements of competence.
After classification, on the one hand, each employee can obtain suitable training programs according to his position, which enables the trainings to be more targeted; on the other hand, trainings are closely related with the company's strategy, which provides powerful human resources and guarantee for sustainable development of the company.
The classified training system has far-reaching significance for enterprises. However, at first, an enterprise needs to spend a large number of costs to establish a classified work pattern meeting the professional standards, classified post competence model and comprehensive qualification system. Presence and implementation of the training system also provide references for other human resource work, such as talents reserve, job promotion and performance appraisal. Together with other models, it can guide human resource development to a more scientific and rational direction.
-- Quoted from China Labour and Social Security News
