First, organizational analysis.
The organizational analysis of training demand is mainly to find out the existing problems and the root of the problems through the analysis of the organization's objectives, resources, characteristics and environment, so as to determine whether training is the most effective way to solve such problems.
The organizational analysis of training needs involves all the components in the organization that can affect the training plan, including the inspection of organizational objectives, the evaluation of organizational resources, the analysis of organizational characteristics and environmental impact.
The purpose of organizational analysis is to find out performance problems and their causes, find possible solutions and provide reference for training departments on the basis of collecting and analyzing organizational performance and organizational characteristics.
Second, job analysis.
The purpose of job analysis is to understand the detailed contents and standards of work related to performance issues, and the knowledge and skills that should be possessed to complete the work. The result of job analysis is also an important source of information for designing and compiling related training courses in the future. Job analysis requires the active participation of experienced employees to provide complete job information and data.
The main purpose of general job analysis is to enable anyone to quickly understand the nature, scope and content of the job and serve as the basis for further analysis.
Knowledge-based work belongs to the work behavior of internal thinking, which can be said to be the communication and interaction between people or between people and knowledge. It is based on intangible knowledge and carries out rational thinking, communication and coordination to meet the needs of work. Knowledge-based job analysis is a research process, which can help managers identify important knowledge that affects job performance.
Third, employee analysis.
Worker analysis is mainly to determine who needs and should receive training and the content of training by analyzing the gap between the existing situation and the situation of individual workers. The focus of workers' analysis is to evaluate employees' actual work performance and work ability.
Employees' attitude to work not only affects their learning and application of knowledge and skills, but also affects their interpersonal relationship with colleagues and their relationship with customers or clients, and then directly affects their work performance. Therefore, using orientation test or attitude scale is helpful to understand employees' work attitude.