(a) training needs analysis

1, the content of training demand analysis

Before making a training plan, we should first make a comprehensive analysis of the training needs of enterprises, mainly including three aspects.

(1) tissue analysis

Combined with the annual management development plan of enterprises, this paper analyzes what training enterprises and departments need to ensure the implementation of the plan.

(2) Task analysis

According to the work content of the enterprise, analyze what training individuals need to carry out to ensure the completion of the task.

⑶ Personal analysis

According to the present situation of enterprise human resources, analyze who needs training and what the specific content of training is.

2, the method of demand analysis

(1) questionnaire survey method

Send out a training demand questionnaire to the employees of the enterprise, so that the employees can make suggestions on what kind of training the enterprise should organize in combination with the development strategy of the enterprise. Let employees put forward training needs according to their own work tasks; Let employees put forward training needs according to their personal development. Questionnaire survey is a very common and effective method. This method can cultivate the enthusiasm of employees who care about learning, love learning and participate in learning. It is not only a training demand analysis method, but also an important content of corporate culture construction, which is more effective.

(2) Appointment interview method

Managers are selected from different management levels, different departments and different types of operators for interviews, and the overall training needs of the company are determined according to the information obtained from the interviews.

(3) Meeting survey method

Hold a training demand analysis meeting, so that participants can put forward training needs.

(4) Performance evaluation method

According to the daily work performance of employees, we can determine which aspects of employees have defects, so as to carry out targeted training and improve employees' working ability in these aspects.

5] Report review method

Conduct a comprehensive review according to the training demand reports provided by various departments to determine the required training content.

(2) Make a training plan. The purpose of the training plan is to define the objectives of the training work and make an overall plan for achieving these objectives; The training plan will be formulated layer by layer to coordinate and integrate various activities.

1, development program

According to the content of training demand analysis, combined with departmental training objectives and annual development plans, all departments of the enterprise make their own annual training plans, which are reported to the human resources management department of the enterprise, and then the human resources management department of the enterprise makes the training plan of the whole enterprise in combination with the annual development plan and the overall training objectives of the enterprise.

2, the plan content

In order to ensure the quality of training on time, the training plan should include five aspects: training objectives, curriculum, training methods, training control and training evaluation.

(1) culture target

Training objectives refer to the expected results achieved through training, including the training results required by individuals, departments and the whole enterprise. Training goal is the basis of making training plan, which determines a series of contents such as training courses and training methods. At the same time, training objectives are the basis of training evaluation and training evaluation. Therefore, the formulation of training objectives should be accurate, detailed and

This is measurable.

⑵ Curriculum setting

Training courses include training course name, training time, training place, introduction of trainers, training requirements of training courses and so on. Clear training requirements help employees to prepare and pay attention to the training content in advance, which is conducive to improving the training effect.

(3) Training methods

According to different training contents and training objects, different training methods can be adopted. Commonly used training methods include lectures, apprenticeships, island discussions, role-playing, management games, observation examples and so on.

① Teaching methods

Teaching method is one of the most commonly used teaching methods, and teachers usually impart some knowledge directly to students. The advantages of this method are saving money, teaching many subjects, facing many students at the same time and benefiting many students at the same time.

② Apprenticeship

Apprenticeship is the oldest teaching method, but it is still the most commonly used method for enterprises to train new people. It is characterized by an experienced master who is responsible for helping one or several new employees to improve their work skills through a series of processes such as teaching, demonstration, practice, inspection and feedback. Apprenticeship system is more suitable for technical work such as security, greening, cleaning and maintenance in property management practice.

③ Island discussion method

In groups of 5-7 people, employees discuss specific topics or themes around a round table (also known as an "island"). Instruct teachers to control the time and progress of training. Every employee is free to express his opinions, but he is not allowed to refute others' opinions. The tutor writes everyone's opinions on the blackboard and encourages employees to say newer or weirder ideas. When everyone has finished all their ideas, under the guidance of the instructor, the employees evaluate each opinion and finally choose the answer that everyone is satisfied with. This small island discussion is an effective way to guide employees to solve management problems themselves.

④ Role-playing method

Role-playing method is to let trainees imagine that they are a role of the company and solve problems accordingly. This method can make trainees analyze and solve problems in an immersive way, which is very helpful for employees to improve their work skills and change their work habits. For example, let employees play the role of owners to provide corresponding services and improve their service awareness; Only when employees with bad work habits change roles with their superiors can they change their work habits.

⑤ management games method.

This method integrates education into the game, and lets students understand the management ideas by completing the exquisite game designed in advance. For example, organize employees to debate controversial property management events and raise awareness in the debate.

⑥ observation and example method

By organizing on-the-spot investigation, the relevant materials and information are displayed to students by using TV sets, video recorders, slide projectors, tape recorders, projectors and other equipment, so that employees can learn experience, find problems and improve their work.

3. Training control

The purpose of training control is to monitor the training activities to ensure that the training activities are carried out as planned and correct the deviation in the training process. Training attendance system and teacher evaluation system can be adopted. Employees can also be assessed at the end of each training, and the assessment results can be included in the performance appraisal and linked to the treatment of employees.

4. Training evaluation

After each training, we can evaluate the training effect through the employee's training report and employee's performance, so as to take better training measures in future training.

Organization and implementation of intransitive verb training

Training organization and implementation is the core of property management training, including what to do, how to do it and who will do it.

Hope to adopt. Thank you.