1. Enterprise training can be divided into four practical modules: enterprise training demand analysis, training plan formulation, training implementation and training effect evaluation. These four modules are circular processes and need to be visited once a year.
2. If these modules want to go on, they must be based on the business plan of the enterprise, the career development plan of employees, the team of lecturers within the company, the perfect student management system, the lecturer incentive system, the company's training hardware facilities (computers, projectors and other equipment), the training course system at all levels and at all times, and so on.
3. Training demand analysis can go in two directions: written investigation and interview investigation.
Written survey: design written survey forms for people of different classes (such as senior supervisors, grass-roots supervisors, general clerks and the whole department), sort out the collected questionnaires and extract compulsory courses;
Interview survey: Intuitively speaking, all departments go to visit and discuss, and the number of people visiting and discussing is controlled at 8 to 12, so there is no need to invite too senior supervisors. You should go to the forum with questions. What did you think of last year's training? How is this department doing this year? Which tasks will be difficult to implement? What ability do you want to improve? Which employee in the department is more efficient (mining future lecturers from it)?
After the written training demand survey and discussion survey are completed, the data will be sorted out.
4. Training plan formulation: The training courses sorted out after the training demand survey are basically the embryonic form of a training plan. The next training plan must be formulated according to the company's business plan, employee career development plan and other considerations. Finally, it is necessary to confirm the specific courses offered, lecturers for course implementation, the actual month of course implementation, the form of course implementation (whether to hire external teachers or internal lecturers in the company), and the hours of course implementation, each item.
5. Training implementation: confirm the courseware, specific class date, course promotion and student registration with the lecturer. The follow-up is the implementation of the class, which should be synchronized with the management methods. For example, if a student is absent from class for no reason, what punishment will he receive; How do lecturers teach, and what kind of punishment will they get if they don't follow the plan?
6. Finally, the effect evaluation: the most troublesome link. Because, even if a thing has been greatly improved after training, it is also a multi-faceted operation, so how to calculate the effect of training is quite great.
At present, the most common assessment of training is Level 4.
First-level evaluation: students' reaction depends on how students feel most intuitively about the lecturer's teaching effect, training time and arrangement.
What?
Secondary evaluation: generally, students' learning situation is tested in the form of examination papers.
Three-level evaluation: students' action change
Four-level evaluation: performance improvement, performance comparison before and after training.