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Analyze how to organize, implement and manage training programs.
Analyze how to organize, implement and manage training programs.

The final conclusion of training is very important, which should be reviewed, explained and echoed; The students responded well and everyone was very happy; Otherwise, no matter how much effort has been made, all previous efforts may be wasted. The following is a model essay that I, J.L., shared for you on how to organize, implement and manage training programs.

Enterprise training is an important way to develop enterprise human resources and the source of enterprise sustainable competitiveness. Some enterprises set up independent training management departments, while others set up training specialists in the human resources department to be responsible for enterprise training management; As a person who specializes in training management, he not only needs to learn the theoretical knowledge of training management, but also needs to master the skills of training organization and implementation management in order to play an effective role in enterprise training management.

Now I will talk about how to organize, implement and management training program according to my years of work practice.

First, make clear the specific training needs.

Defining the training needs is to solve why we need to train, who to train, what to train and what the teaching requirements are. Only by clarifying the above aspects can we know what to do next.

Whether it is a training project included in the annual training plan or a temporary training project, training needs should be analyzed before the specific implementation of training; First of all, it is necessary to find out the source of training demand, understand the background of training demand, the reasons that the demander wants to solve, the goals he hopes to achieve, the scope of training objects, the training content and the specific requirements of training hours. Only by fully understanding the training needs can we lay a good foundation for the planning of training projects and the design of training courses.

To analyze the training needs of training programs, interview or questionnaire survey can be used.

The interview method is convenient for both parties to reach an agreement on the training needs in the interaction, and it is also beneficial to tap the potential training needs. When adopting this strategy, we should pay attention to the choice of the interviewee (such as choosing the unit leader or senior professional who puts forward the demand, it will get twice the result with half the effort), make a good communication outline before the interview, establish a harmonious communication atmosphere during the interview, and try to put forward enlightening reasons. The communication skills of the investigators determine the quality of the interview.

After communication and interviews with relevant personnel, if necessary, we can continue to investigate the training needs of students by means of questionnaire survey, so as to make the training needs more comprehensive and specific; When using the questionnaire survey method, we should pay attention to the comprehensive application of open reasons and closed reasons, guide the respondents to play freely and fully expound their views and opinions; The length of the questionnaire should be appropriate to ensure that it can be completed within a suitable time (15 ~ 30 minutes); In order to avoid ambiguity in understanding, the specific nouns and terms in the questionnaire are explained. Ensure a certain number of distribution, in order to get enough feedback information.

After defining the training requirements, it is necessary to describe the requirements in simple language, which will be used as reference materials for planning training programs and necessary materials for communicating with training instructors. Generally speaking, training instructors want to get clear and specific demand information.

Second, plan training programs.

After defining the training needs, the next thing to do is to plan the training plan and solve the reasons for how to do it, such as what kind of training lecturer to hire, what kind of training method to adopt, how much training cost is needed, and the expected training effect. The planned training plan should be presented in words.

1. Selection of training instructors

In a training activity, the role of trainers cannot be overemphasized. From the moment the lecturer walks onto the podium, the success of the training depends on the performance of the lecturer, so the choice of the lecturer is very important. Generally speaking, there are two sources of lecturers, one is to hire from outside the enterprise, and the other is to develop within the enterprise.

External lecturers have many advantages, such as: a wide range of choices and access to high-quality teacher training resources; Can bring a lot of new ideas; Attractive to students; It can improve the training level and attract the attention of all aspects of enterprises; It is easy to create an atmosphere and get good training results. But at the same time, there are also congenital deficiencies, such as: lack of understanding of enterprises and students, which may reduce the applicability of training; Due to the lack of practical work experience, training is just? Theoretically? ; Training costs are high.

Lecturers in enterprises also have their advantages and disadvantages, such as: knowing more about all aspects of enterprises, making training more targeted and helping to improve the training effect; Be familiar with the trainees during the training process and communicate smoothly; The cost of trainers is very low. Disadvantages are: the selection range is small, and it is not easy to find high-quality lecturer resources; The reason for seeing is determined by the environment and highly limited; It is difficult to establish prestige among students, which may affect students' participation.

Specific to the selection of teachers for a training project, it is necessary to combine the above factors, the requirements of training content, budget and the expectations of enterprises for training to determine whether it is an external lecturer or an internal development. Here are some tips for internal and external instructors to choose from:

Select an external lecturer for 1. 1

When selecting external trainers, please pay attention to the following points:

1. 1. 1 Try before you buy.

Through the audit strategy, fully understand the knowledge, experience, training skills and personal charm of the lecturer before deciding whether to hire;

1. 1.2 needs training resume.

Through his resume, you can know what education, experience, work and training he has presided over;

1. 1.3 gives some reasons.

By giving some reasons related to the training program, we can know their familiarity with the content to be trained, their understanding of related industries, and the strategies to achieve the training objectives.

1. 1.4 needs a training plan.

The training program should be at least level 3. From the outline, we can know whether the main contents of the lecturer are suitable for the previous training needs and whether the training objectives of this project can be achieved through training.

1.2 internal lecturer development

When developing internal lecturers, technical backbones, supervisors, experts and leaders of enterprise-related majors are the best lecturers, but it is very important to communicate in advance how to make these senior people work for you. The following points can be used for reference:

1.2. 1. If you are an old employee of this company and are familiar with the company's business and personnel situation, you might as well communicate directly with the target lecturer, put forward your needs, listen to his opinions and initiatives, let him feel your respect and sincerity, and be psychologically willing to help you complete the training. Even if he can't be a lecturer for various reasons, he will recommend you a more suitable candidate. After he agrees to be a lecturer, he will communicate with his direct leader and win his support. It is best not to find a leader first, and assign him to do the work by the strength of the leader to avoid resistance; You can't find the lecturer directly without communicating with the leader. Without the support of the leader, he can't prepare teaching plans during working hours and leave his post to give lessons to students.

1.2.2. If you are unfamiliar with the business and personnel of the enterprise, you can consult the human resources department and ask them to recommend candidates in related professional fields, and then communicate with them. Or consult with the old employees around you to understand the situation of qualified lecturers in the enterprise and prepare to communicate with alternative lecturers.

Step 2 Choose a training method

The training methods mentioned here refer to the teaching methods used in the internal organization training of enterprises, such as classroom teaching, group discussion, observation and simulation, etc. The selection principle is to comprehensively consider the training content, training objects, training resources and other factors to determine the relatively effective training methods. For example, organizing pre-test training for evidence collection, classroom teaching is appropriate; If management training is organized, group discussion is suitable; If skills training is organized and observation and simulation are adopted, appropriate training methods will help to improve the training effect.

Third, the preparation work before training

For managers who organize training, the preparation before training is very important and complicated. Careful preparation is one of the key factors for the success of the training, such as whether the trainees can attend the training on time. Are the training materials ready? Any mistakes in transportation and accommodation will affect the smooth implementation of the training.

1, implement the trainees.

For the internal training of enterprises, it is sometimes easy to implement it to the trainees. For example, when organizing training for a department, it is easy as long as the department leader agrees; Sometimes it is very troublesome, such as organizing the training of cross-departmental personnel. There are many things that need communication and coordination, and it often takes a lot of time and energy.

Because? The contradiction between work and study? The existence of students, in the process of implementing students, we often encounter several phenomena:

1) Students directly refused to participate in the training on the grounds of busy work;

2) Students are willing to participate in the training, but the leaders do not support it;

3) Both employees and leaders agreed to attend the training, but temporary emergencies prevented students from attending the training on time.

Then as a training manager, we need to focus on the communication and coordination of this link, and the following operational skills can be used as a reference:

1) Understand the scope of training objects and preliminarily select training objects;

2) Communicate with the leaders of the unit where the trainees work, and obtain the leaders' support for the trainees to participate in the training;

3) After the notice is issued, it will be sent to the trainees themselves and their direct leaders at the same time, so as to urge the trainees to attend the training on time;

4) Before the training, reconfirm whether the trainees can attend the training on time. If there are any changes, urge the trainees to go through the formalities of asking for leave or invite other relevant personnel to attend the training.

2, determine the service support

Whether the training service is done well or not directly affects the mood of the trainees, thus affecting the training effect. Training services include but are not limited to the following aspects:

2. 1 Determine the transportation mode of the lecturer.

If it is internal training, it will be easy. Just quote the corresponding fare. If you are an external trainer, you need to confirm the other party's mode of transportation, whether you need to book tickets (air tickets), whether you need to arrange transportation by car, etc.

2.2 Arrange accommodation for lecturers

Book an accommodation room in advance to understand the trainer's eating habits, such as food taboos, preferences, etc. According to the professional and background of the trainer, determine the arrangement and dining standards of catering personnel.

2.3 Arrange transportation for students

According to the distance of the training place, determine whether it is necessary to arrange vehicles to pick up and drop off students. If necessary, make an appointment with the car rental company in advance to negotiate the fees.

2.4 Arrange accommodation for students

Understand whether there are ethnic minorities among the trainees, and make an appointment with the training base for meals, meal standards, meal time, etc. If you need accommodation, make an appointment in advance for the number of people, accommodation standards, accommodation time, etc.

Step 3 Prepare training materials

In order to ensure the smooth development of the training, the training administrator must communicate with the lecturer in advance and ask the lecturer to prepare relevant training materials. Generally speaking, training materials include, but are not limited to, student manuals, case materials, classroom practice materials, examination papers, etc. It is very important to train managers to communicate actively. The better the communication, the clearer the requirements, and the more fully prepared the lecturer. If you don't communicate in advance, the lecturer will probably prepare lessons according to his own habits, which does not meet the training management requirements of your enterprise.

4, decorate the training classroom

According to the training methods determined in the training plan, the training venue is arranged to create a suitable training atmosphere. The layout principle of the training venue is maximum comfort and participation, and the students' seats are suitable to ensure natural eye contact. Don't be too crowded and don't let them sit too far; Even though students may not be able to write a lot of words, there should be enough space on the desk for students' manuals, recording papers or other things; Put away the equipment, materials and auxiliary tools needed for teaching so as to get them quickly.

The following are several common classroom layout methods:

The row-by-row seating arrangement of students' desks and chairs is suitable for courses focusing on classroom teaching or special lectures. It is best to hang the training theme label directly above the podium or fix it on the side wall; Publicity boards can be placed on both sides of the podium or directly behind the classroom, as shown in the following schematic diagram:

Students' grouping tables and chairs is suitable for courses focusing on case analysis, sand table simulation and group discussion. The training theme cloth can be hung directly above the podium or fixed on the side wall; Group desk cards, student desk cards and study materials should be placed on students' desks. The schematic diagram is as follows:

The course venue, which mainly focuses on demonstration and simulation operation, is arranged as operation console or training open space, which is convenient for students to demonstrate and observe the model. The schematic diagram is as follows:

No matter how tables and chairs are placed, connect cables of computers, projectors, etc. Should be fixed along the wall, or tied along the tables and chairs, or directly fixed to the ground with tape to prevent pedestrians from being knocked down when walking.

Fourth, organize and implement training.

On the day of organizing the training, the training administrator should arrive at the training site at least half an hour in advance to organize the class opening activities, such as starting the facilities and equipment in standby state, organizing the students to sign in, guiding the students to sit down, etc. For the training scheme of group learning, it is necessary to set up study groups and give each group responsibilities, which can realize students' independent management, and also carry out learning competitions among groups to activate the learning atmosphere.

Before the lecturer teaches, the training administrator should briefly introduce the training purpose, announce the training discipline and related requirements, and introduce the course and lecturer; During the lecturer's teaching, the training administrator should cooperate with the lecturer's teaching at the training site and deal with all kinds of emergencies in time; Understand the lecturer's teaching situation and students' learning status, and feed back the information beneficial to teaching to both parties in time to help improve the teaching effect.

At the end of each day's study, students are required to review what they learned that day, record what they thought and gained, and consolidate the learning effect. The common strategy of our enterprise is to require students? Fill in the daily? Write it down and post it in the study park.

Example: Daily sample

Before the end of the training, we should make a simple summary of the training implementation, explain the requirements for the implementation and transformation of the learned content, and thank all teaching parties for their support for the training work. My experience is: the final conclusion of training is very important, and it should be reviewed, explained and echoed at the end; The students responded well and everyone was very happy; Otherwise, no matter how much effort has been made, all previous efforts may be wasted. Our usual practice is to make the photos of the training into PPT, with appropriate background music, and play them at the end of the training, review the training process with the trainees, share their wonderful performances, and deepen their impression and understanding of the training.

Verb (abbreviation of verb) training evaluation

As training managers, we all know the offset evaluation theory, that is, the four levels of training evaluation proposed by Kirk Parik (reaction level, learning level, behavior level and result level). The response level mainly evaluates students' basic responses to training programs and lecturers, indicating their acceptance of training progress and training content; The learning layer mainly focuses on the overall situation of training content and training projects and the students' mastery of training content; The behavior layer mainly evaluates the trainees' work performance before and after training to determine whether the training really promotes the trainees' work; The result layer mainly measures the contribution of evaluation training to output.

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