A. how to write a plan for organizing the training department

* * * Training plan

In order to improve the overall quality of the company, find out the staff base and make the training work fruitful, this scheme is specially formulated.

1. Interviewee: All employees of the company.

2. Survey method: questionnaire survey combined with discussion.

3. Schedule: August 28th-3rd1,2065438.

4. Personnel arrangement and requirements:

* * * Responsible for this work, and the specific work is * * * *

* * * * Department

Date, year and month

Attachment:

Training demand questionnaire (grass-roots staff)

Position: Name:

Thank you very much for your concern and support for the training work. In order to support the sustained and rapid development of the company and the long-term development of employees, we are making a 20 10 training plan. Please cooperate with us to complete this questionnaire according to the actual situation, which is very important for us and yourself. Thank you for your cooperation.

Human resources head office training center

Part I: Training needs

1. Please tick "√" in the brackets for the items that are consistent with your opinion.

Very agree, very agree, agree, disagree, very disagree.

1. Training is very important for me to do my job well () () () ()

2. Training is a good way for me to keep up with the development of the times () () ()

Generally speaking, my training is not enough () () ().

4. You should not enjoy different training benefits because of different positions () () () ().

5. Training is very helpful for my development as an employee () () () () ()

2.20 10 how many days of training did you receive?

6. Days of full-time training:

7. On-the-job training days:

3. The reason why you attended the training is that you provided (). The leader offered (). The company provides ().

4. What effect did the training you attended in the past have on your work performance?

5. What are the problems you encounter in your current job?

6. What kind of training are you going to do to help you solve your current difficulties?

7. What training do you want to receive to make up for your shortcomings?

8. Do you have any good suggestions for the company's training?

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Employee training demand questionnaire 1

Hello! Please assist in this survey and fill in every question in the questionnaire carefully. Here, we would like to express our sincere thanks for your support to our work. According to the feedback, we will make corresponding training plans to help you improve your work.

Your name: Your department:

1. What do you think you want to solve most through training at present?

□ Increase professional knowledge □ Improve comprehensive quality □ Improve practical operation ability.

Please list three important job requirements in your job responsibilities. Do you need training and promotion in these areas?

We have listed some training courses. Please select the required training content according to your own situation:

3. General skills:

□ Business Etiquette □ Time Management □ Project Management

□ Stress and emotional management □ Communication skills

□ Other courses, please specify.

4, professional knowledge:

□ Industry standard □ Patent knowledge □ Process knowledge

□ experimental operation

□ Other courses, please specify.

4. Human resources category:

□ Effective recruitment □ Structured interview skills □ Job analysis

□ Performance management □ Employee relationship management

Other courses, please explain.

5. Financial planning categories:

□ Financial analysis □ Enterprise cash flow management and control

□ Enterprise cost accounting design, control analysis and reduction □ Financial statement analysis and analysis report preparation

□ Analysis of the latest tax laws and regulations □ Reasonable tax avoidance skills

□ Other courses, please specify.

6. Procurement marketing category:

□ Supplier development, management and evaluation □ Logistics and supply chain management

□ Effective material management and inventory control □ Negotiation skills.

□ Effective sales skills

□ Other courses, please specify.

7, production management:

□ lean production management □ visual management □ quality management

□ Delivery date management □5S management

□ Other courses, please specify.

8, management skills:

□ Excellent leadership charm □ Five skills of excellent supervisors □ Corporate culture construction

□ Team building □ Internal trainer of the enterprise

□ Other courses, please specify.

9. Language development projects:

□ English writing □ spoken English □ Japanese writing

□ Spoken Japanese □ Business English

□ Other courses, please specify.

10, academic education project:

Demand Type: □ Undergraduate □ Postgraduate.

Please indicate the required major.

The ideal form of education: correspondence, evening university and distance education.

1 1. Qualification certification items:

□ Assistant/Human Resource Manager □ Accountant/Certified Public Accountant

□ Modern Logistics Master □ Customs Declarer □ Foreign Trade Documentary

□ inspector □ exporter □ISO internal auditor

□ Professional secretary

□ Other courses, please specify.

12, please combine the requirements of job responsibilities and objectives, specifically describe your three most urgent training needs at present, and explain the expected training objectives:

13. Which of the following time periods will be convenient for you to receive training?

□ Morning □ Afternoon □ Non-working hours

14. When do you want to receive training every time?

□ 1 ~ 2 hours □ half a day □ all day

15. How do you want to receive training?

□ Teaching by internal lecturers □ Teaching by external lecturers □ Attending external training courses.

□ Self-study materials □ Others, please specify.

16. Do you have any comments and suggestions on the company's training work?

Thank you very much for your cooperation and wish you success in your work!

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Questionnaire on employee training needs II

"Training is the greatest welfare of employees". China Human Resources Research Network can give employees not only a salary, but also the cultivation of professional skills and professionalism, as well as the edification of culture and morality. It has been widely recognized to build an enterprise into a "learning enterprise", and training is one of the main ways to achieve this goal.

In order to better carry out the training of 20 10 and strengthen the company's training, talent development and personal career planning, please cooperate with us to complete this questionnaire according to the actual situation, which is very meaningful to you. We will make a 20 10 training plan on the basis of understanding the training needs of all employees.

[Note: All options can be checked; The general manager's office guarantees the confidentiality of the survey results]

I. Basic information

1, name: 2, department: 3, job title: 4, and employment date:

2. What kind of teachers do you think are more effective in training general skills?

□ Managers of all departments of the company □ Lecturers of professional training institutions □ University teachers □ Social successful people.

□ Watch training audio-visual materials/videos □ Others

Three. Where do you want to train?

□ Work place □ Company training classroom □ Professional training base □ Off-company training (such as hotel).

□ Others

4. How often do you think it is appropriate to train?

□ January □ Quarter □ Half a year □ One year □ Other

Verb (abbreviation for verb) The training method you are willing to accept:

□ Teaching methods □ Discussion methods □ Scenario simulation □ Field development □ Audio-visual □ Field visit □ Others.

How do intransitive verbs view the previous training work?

1, □ Satisfied □ Satisfied □ Fair □ Poor

2. Reasons and suggestions

3. After the training, have your personal skills, work skills or production performance and team spirit been reflected?

□ Significant improvement □ Slight improvement □ Unknown □ Basically ineffective.

7. Your career plan (the goal can be to master a certain skill, take on a certain responsibility, hold a certain position, and how much income you earn, etc. )

Short-term goals:

Medium-term goal:

Long-term goals:

Eight, do you think the company should play a role in personal career planning is:

Nine, you want to accept the training theme is:

□ Corporate culture, internal management system and management process of the company

□ Business etiquette training

□ Communication skills

□ How to improve execution?

□ Time management

□ Human resource management of non-human resource managers

□ Financial management of non-financial managers

□ Marketing Theory and Practice

□ Production planning and control

□ Relevant legal knowledge of enterprises

□ Others

10. Please write down what you think is necessary but not listed in the questionnaire (including suggestions on other aspects of human resources work: recruitment, performance appraisal, salary and benefits, career planning, etc. ):

XI。 Precautions:

1. The questioner should ensure that the content is true and objective, and this questionnaire will serve as an important basis for personal training needs and career planning;

2. The questionnaire is based on departments and should be handed in before August 27th.

B. What do you think of the organizational forms of training institutions and enterprises?

The organizational structure is divided into departments according to the number of people, which is the oldest and simplest division method. Due to the large number of people in an organization, departments are divided for the convenience of management, and the size of each department is marked by the number of people, provided that the work content of each department is exactly the same or roughly the same. The most typical is the traditional division of classes, companies and battalions in the army and the division of different classes in a certain grade in the school.

Dividing departments by function, according to the principle of industry specialization, and based on the nature of work or task, has the advantages that: dividing activity types by function is the most natural, convenient and logical way to set up departments, which conforms to the principle of business specialization, can improve the degree of specialization of functional departments and is conducive to improving work efficiency; It is conducive to strengthening the concentration of professional strength.

Dividing departments by business, this method is suitable for organizations with different businesses and can combine diversified management with professional management. In this division method, the functional departments in the headquarters and branches of the organization may overlap, which may lead to the increase of management costs. Moreover, because the heads of various departments have greater decision-making power, they may overemphasize the interests of their own departments and affect the unified command of the organization.

Dividing departments according to process flow is an important measure for many production enterprises to organize scientific management. According to the characteristics of production technology and technology, the process of completing tasks is divided into several stages, and departments are divided according to each stage. L this division of labor can make full use of professional technology and special skills, improve equipment utilization, simplify training process and improve work efficiency; The top leaders are required to strictly control and strengthen coordination, because once there is a problem in the connection, it will directly affect the overall activity process of the chess pieces.

C. What are the contents of the meeting organized by the employee training management department?

1. Investigation on training needs of various departments and main positions;

2. After classification, make training plans according to the classification of full-time and non-full-time, internal and external training.

3. Internal training is combined with business work arrangement, which is usually arranged on Friday afternoon or Saturday. The teacher has chosen, is ready, and the notice has been sent. External contact with training institutions or teachers.

4. Arrange training, examination or check or evaluate the training effect.

5. Tracking and evaluation. Prepare for the next round of training.

D. English abbreviations of company departments

Administration department, referred to as AD.

Human resources department, HRD for short.

Marketing department, MD for short.

Technology department, TD for short.

Customer service department, CSD for short.

(4) Extended reading of the organization chart of the training department

English abbreviations of other departments

1, finance department, finance department for short.

Finance department refers to the department that manages investment, financing, working capital and profit distribution under some general objectives of the organization.

2. Manufacturing Department, MD for short.

The manufacturing department is responsible for investigating and handling all kinds of equipment accidents, industrial accidents, casualty accidents, acute poisoning accidents and environmental pollution accidents, and making improvement measures plans.

3. Supply Department, referred to as SD.

The supply department provides the required property.

4. Quality Department, referred to as TD.

The quality department is to ensure the product quality, and clearly define the specific tasks, responsibilities, requirements and power responsibility system of each department, each link and everyone in the factory.

E. What is Ministry of Human Resources and Social Security Education and Training Center of the People's Republic of China?

Responsible for the relevant training of personnel in the Ministry, as well as the relevant training of state-owned enterprises and institutions going abroad, directly under the education and training platform.

F. What are the types of vocational education and training institutions? What qualifications do you need to run such an institution?

Types: school education and training, vocational training institutions training, labor preparation training, apprenticeship training.

Conditions for running a school:

1. This tender is based on the Law of People's Republic of China (PRC) on the Promotion of Private Education (Order No.80 of the President of the People's Republic of China), the Regulations on the Implementation of the Law on the Promotion of Private Education (Order No.399 of the State Council) and the Notice on Implementing the Law on the Promotion of Private Education to Do a Good Job in Private Vocational Training (No.65433 issued by the Ministry of Labor and Social Affairs [2004]).

Second, the bidding conditions

Nature of the school: Private vocational training schools are an important part of China's education and belong to public welfare undertakings.

Accepting department: the administrative department of labor security at or above the county level where the organizer is located. Scope of acceptance: social organizations or individual citizens other than state institutions apply to the society to implement vocational qualification and vocational skills training in the local area with non-state financial funds.

(1) qualification of promoters

1. If a private vocational training school is established in the name of a social organization, the social organization must have an independent legal personality and legal property suitable for its training program, and the share of non-state-owned assets in its legal property shall not be less than two thirds of the total assets.

2. If a private vocational training school is held in the name of an individual, the sponsor and the legal representative to be appointed shall have political rights and full capacity for civil conduct.

(B) School staffing conditions

1. School Board of Directors: The school shall set up a board of directors according to law, which shall be composed of the sponsor or his representative, the principal, representatives of faculty and staff, etc. The school board of directors shall be no less than 5 people, of whom more than one third must have more than 5 years' education and teaching experience.

2. Legal representative: The legal representative of a private school is the chairman or principal.

3. School administrators:

(1) Principal: Schools should be equipped with full-time principals. The principal shall have a junior college degree or above, an intermediate title or a national vocational qualification above the third level, and have more than 2 years of vocational education and training experience.

(2) Teaching management personnel: Schools with less than 500 students should be equipped with 2-5 teaching management personnel, and schools with more than 500 students should match the school size. Teaching management personnel should have college degree or above, intermediate title or national vocational qualification above level 3, more than 2 years of vocational education and training experience, and have rich teaching management experience.

(3) Vocational guidance personnel: relevant personnel with vocational guidance and employment service qualifications shall be provided.

(4) financial management personnel: should have the qualification certificate of accounting personnel.

(6) Extended reading of the organization chart of the training department: Vocational training institutions mainly undertake and complete the task of cultivating technical and skilled personnel and deliver high-quality workers to the society. China's vocational training institutions mainly include technical schools, employment training centers, comprehensive training bases and training groups, social forces running schools, and enterprise staff training centers.

According to the provisions of China's vocational education law, the establishment of vocational training institutions must meet the following basic conditions: an organized organization and management system; Having teachers and managers suitable for the training tasks; Having places, facilities and equipment suitable for training; There are corresponding funds. The establishment, alteration and termination of vocational training institutions shall be implemented in accordance with relevant state regulations. To jointly organize a vocational training institution, the sponsor shall sign a joint school-running contract.

Vocational training institutions should undertake all kinds of vocational training tasks according to the needs of the labor market, and train workers with vocational skills for the society. Its training targets mainly include: first-time job seekers, laid-off workers, on-the-job workers, job-transfer workers, overseas laborers and self-employed; Rural areas transfer migrant workers and agricultural labor to non-agricultural industries; Women, disabled people, ethnic minorities, active servicemen and demobilized servicemen who need to provide special vocational training; Other workers who need to learn, master and improve their vocational skills.

G. how to understand the training department organized by the school library self-management Committee?

The library is the document information center of the college, an academic institution serving teaching and scientific research, and fulfilling the functions of education, information and service. The job content of different positions is slightly different, and the job requirements are also different.

1, according to the needs of the college's professional development, responsible for the collection, processing, management and scientific disclosure of literature, and providing literature information guarantee for the school's teaching and scientific research work.

2. Carry out circulation reading and reader consultation, strengthen reader service and improve the reader service system.

3. Carry out user education to cultivate readers' information awareness and skills in using literature information.

4, carry out reference and information services, optimize the allocation of resources, and create conditions to provide multi-level services for the society.

5. Devote to the application of modern technical means and equipment in the library, promote the modernization and integration of library information service, and enhance the function of the library in the era of knowledge economy.

6. Carry out academic research activities, organize and participate in academic exchanges of books and materials, carry out various cooperation, and implement * * * sharing of literature resources.

H. What is the general organizational structure of education and training institutions?

Details are as follows:

The principal consists of: Academic Affairs Department, Academic Affairs Department, Consulting Department and Marketing Department.

Academic Affairs Department: responsible for arranging classes for students and teachers to ensure the smooth progress of teaching.

Teaching department: responsible for the recruitment, training and management of teachers to ensure the quality of education.

Consultation department: responsible for the reception, consultation and promotion of the transaction, and there will also be active telemarketing to visit the students.

Marketing department: marketing, improving the visibility of training institutions and ensuring the number of students visiting.

This is a linear organizational structure. Its characteristic is that the administrative units at all levels of the enterprise implement vertical leadership from top to bottom, and the subordinate departments only accept instructions from a superior, and the responsible persons at all levels are responsible for all problems of the subordinate units. The factory department does not set up another functional organization (functional personnel can be set up to assist the supervisor), and all management functions are basically performed by the administrative supervisor himself.

(8) Extended reading of the organization chart of the training department:

Principles for setting up organizational structure

First, the organizational structure undertakes the enterprise strategy.

Different enterprise strategies have different organizational structure models and functions, which reflect the organizational structure of management by objectives to some extent;

The second is to streamline the principle of high efficiency.

Do not set up many departments. With more departments, there will naturally be more managers. The more managers there are, the less things there are. Of course, we should also consider the reality and special circumstances of the enterprise.

Third, the organizational structure responds well to market and customer needs.

When designing the organizational structure, we must consider how to respond to the needs of the market and customers more quickly, clarify the division of labor within the organization, communicate and coordinate information transmission smoothly and timely, and try to avoid multiple departments contacting the same customer at the same time;

Fourth, the organizational structure considers the requirements of management unit and internal control.

For example, listed companies should have a sound corporate governance structure, central enterprises should consider the requirements of the Guidelines for Comprehensive Risk Management of Central Enterprises, and banks should consider the Guidelines for Internal Control of Commercial Banks.

Formation mode

After the success of entrepreneurs, enterprises need to expand further, so it is necessary to reform the traditional organizational structure and re-establish the organizational structure and management system that adapt to their own business development.

In the design of organizational structure and management system, a clear direction can make the leadership form a strong unified will, coordinate the interests of all parties, effectively integrate the resources of enterprises from the overall management framework, gradually accumulate the core competitive advantages of enterprises, and form a breakthrough in important business directions.

In short, we should strive to build an organizational management platform that plays a strong supporting role and driving force for the development of various businesses of enterprises. For the start-up and operation of new projects, we must establish a set of scientific operation procedures, make scientific predictions and judgments before, during and after the event, and formulate corresponding emergency measures to avoid irreparable losses.

In order to develop better, enterprises must establish a set of perfect organizational structure, so as to effectively implement decisions and accomplish the established goals of enterprises in a planned way. Decision-makers don't need to expect to reach the goal in one step, and don't expect to establish a lasting organizational structure, because the organizational structure of enterprises also needs to be adjusted according to the goals and development stages of enterprises, which can't be done once and for all.

Entrepreneurs should try to organize around the work itself, break the old habit of organizing around people, and realize their management decisions and ideas through enterprise organization.

When designing the organizational structure of an enterprise, entrepreneurs can use some unconventional skills, such as setting more management positions but not arranging personnel, which will attract employees and play a positive role in motivating employees.

If the three-level sales organization structure is adjusted to five levels, the effect will be very obvious. In order to prevent the emergence of bureaucratic management, we should pay attention to simplifying the management of enterprises after the management system is perfected.

1. What is the organization chart and what kind of chart? For example. We are from an education and training institution. Need the organization chart of the company.

There are many examples You can search for "organization chart" with pictures on the Internet.

J. Recently, the training department of the company is being set up. I want to find some large enterprises with relatively complete training system and training organization structure. The more detailed, the better.

Structure and content of training plan

As a training administrator specializing in human resources development in an enterprise, he should be familiar with the formulation of training plans: whether it is an annual training plan or a monthly training plan, or even a special training for a specific training demand, training plans play an important role in the whole training system. However, in enterprises, there are still many training managers who lack a real understanding of how to make training plans scientifically. Therefore, in the implementation of organizational training, well-planned and high-quality training results are often greatly reduced because of the lack of training plans. Then, how do we make the training plan of enterprise training by scientific methods? Next, I will plan the structure and content of the enterprise training plan through the principle of 5W1h.

The so-called 5w 1h is why (why? Who (who? What is the content of the training? When (when, when? ), where (where? ), how (how) and so on. If the connotation it contains corresponds to the formulation of training plan, then we need to be clear: what is the purpose of our training organization? (Why), who is the training target? Who is in charge? Who is the lecturer? (Who), how to determine the training content? (What) How long is the training time and duration? (When), where is the training venue and place? (where) and how to carry out normal teaching (how) constitute the main basis for organizing enterprise training.

1, the purpose of training (why)

Before training, the training manager must make clear the real purpose of training, and closely combine the purpose of training with the development of the company and the career of employees. In this way, the training effect of our training program can be more effective and targeted. Therefore, when we organize a training program, we must clearly know the purpose of this training and describe it in concise and clear language before it can become our training program.

2. Personnel responsible for training (who)

Although the managers responsible for training belong to different departments according to the scale of the enterprise, the industry in which they are located and the business policies and strategies of the operators, generally speaking, large-scale enterprises generally have full-time departments responsible for training, such as training centers, to conduct organized and systematic continuous training for all employees of the company. Therefore, when we make the training plan, we must make clear the specific person in charge of the training, so that we can devote ourselves to the planning and operation of the training and avoid the mistakes in the training organization. In addition, when selecting training lecturers, if the company has suitable candidates, priority should be given to employment; if the company does not have suitable candidates, external lecturers should be considered. The hired lecturer must have extensive knowledge, rich experience and professional skills in order to gain the trust and respect of the students; At the same time, we should have excellent training skills and persistence, patience and enthusiasm for education.

3, the training object (who)

The training objects of human resources development can be distinguished by category (vertical) and function (horizontal). Classes can be roughly divided into general operator level, supervisor level and middle and senior management level; Functional training can be divided into production system, marketing system, quality management system, financial system, administrative personnel system and other projects. When organizing and planning a training project, we must first decide who to train, and then decide the training content, time limit, training place and lecturers. The selection of students can be recommended by various departments, or decided by self-registration and selection procedures.

4, the content of the training (what)

Does the training include developing employees' expertise, skills or knowledge? Or teach the spirit of corporate culture to change work attitude? Or improve the willingness to work. , can be determined according to the different goals of the trainees. Before drafting the training content, we should first analyze and investigate the training needs (refer to my humble book "How to Do a Good Job in Training Needs Analysis"), understand the training needs of enterprises and employees, then study the positions held by employees, make clear the post standards that each position should meet, and then examine the personal performance, ability and attitude of employees and compare them with the post standards. If the employee has not yet reached the post standard, the part with insufficient knowledge,

5. Training time and duration (when)

Generally speaking, the time and duration of training programs can be determined according to the training purpose, training venue, ability of lecturers and trainees, and working hours. Generally, the training of new employees (whether operators or managers) can be implemented before the actual work, and the training time can be one week, ten days or even one month; In the training of on-the-job employees, the length of the training period can be determined by the trainer's working ability and experience. The selection of training time should try not to affect the work.

6. Training place (where)

The choice of training venues can be different due to the different training contents and methods, which can generally be divided into two types: using internal training venues and using external professional training institutions and venues. The training programs in internal training places mainly include on-the-job training and some technical, skill or knowledge and attitude training. , mainly using the company's existing training venues. Its advantages are convenient organization and cost saving, but its disadvantages are that the training form is relatively simple and greatly influenced by the external environment. The training programs of professional training institutions and venues outside are mainly those that need professional training tools and facilities, or some important topics are carried out in their beautiful and quiet environment. Its advantage is that it can use specific facilities, leave work and concentrate on training, and its training skills are more diversified than internal training. Its disadvantage is that the organization is more difficult and the cost is higher.

7, the method of training (how)

Among all kinds of education and training methods, which one to choose to implement education and training is one of the main contents of the training plan and one of the key factors for the success or failure of training. According to the different training items, contents and methods, the training skills adopted are also different. From the types of training skills, it can be divided into lectures, learning, seminars, drills and comprehensive courses, and the contents of each type of training skills are different. For example, lectures can be divided into MgO-self-management framework, supervision ability improvement method, lecture method and so on. Learning skills can be divided into saam method, Expo learning method and reading method. Seminar skills can be divided into pti individual psychotherapy, case analysis, implementation of management principles and so on. The drill skills can be divided into sct field sensitivity training, tca communication ability analysis training and conflict resolution. Comprehensive skills can be divided into correspondence education method, scientific decision-making method, after-service education method, face-to-face communication method, audio-visual education method and so on. Different skills and methods have different training effects, so we need to discuss and determine with the instructor when making the training plan, in order to maximize the training effect.