没有系统培养，哪来的专业研发人员？

Core Viewpoint - The article emphasizes the need for a structured and systematic approach to training in R&D departments, moving away from outdated on-the-job training (OJT) methods that fail to effectively develop talent [1][2][3]. Group 1: Issues with Current Training Methods - Traditional OJT methods are increasingly ineffective due to a lack of updated content and methods that do not keep pace with technological advancements [3][4]. - Many companies abandon training not because it is ineffective, but due to negative perceptions and outdated beliefs about training methods [4][5]. - R&D departments often rely on outdated skill matrices that have not evolved over the years, leading to ineffective training [3][6]. Group 2: Proposed Training Framework - A comprehensive R&D talent development system should integrate three key components: skill matrices, off-the-job training (OFF-JT), and on-the-job training (OJT) [7][11]. - Skill matrices help identify the necessary skills for each position and the current proficiency levels of employees, creating a clear "capability map" for training [8][9]. - OFF-JT is essential for teaching foundational principles and knowledge, while OJT focuses on practical application in real projects [6][12]. Group 3: Implementation Strategies - Effective OJT requires a well-planned training program that includes clear objectives, mentorship, and regular evaluations to ensure learning outcomes [13][14]. - Combining OFF-JT and OJT enhances the overall training effectiveness, as theoretical knowledge must be applied in practice for true skill development [15][16]. - Companies should encourage knowledge sharing among employees post-training to reinforce learning and application in the workplace [10].