The design of on-the-job training courses should also consider the management system or specific customer requirements. According to the training needs, the education and training functional committees of vocational schools design and develop training courses, determine the content of training courses and train internal lecturers.
2. Based on the functional training needs of employees, the supervisor of the employer sets a personal training development plan for employees according to their personal ability characteristics and performance, and generates a personal training schedule for employees, including courses that individuals should attend, training methods (compulsory/compulsory/elective/exemption) and course expiration time (new employment, 3 months, 12 months, 24 months, etc.). ).
With the beginning of the new year, the preparation and planning of human resources work in each unit will be carried out one after another, one of which is the annual training plan. Generally speaking, the annual training plan should be comprehensively considered from four main aspects, namely, the definition and confirmation of training needs, the design of annual training plan, the procurement plan of auxiliary materials and budget control. After the training plan for the whole year is fully planned, the training work can be implemented.
The most basic content of the training plan is: Why do you want to train? Who has been trained? Training what? Who conducts the training? How to train? How many resources are used? The success of the training will be guaranteed if these problems are clarified.
The first is "why do you want to train", that is, to determine the training objectives. Training objectives have the following functions:
(1), can combine the needs of trainees, managers and other aspects: the needs of the above two aspects are always different, but the training objectives must be properly integrated to achieve overall satisfactory results;
(2) Management demand: improve management by training, and increase sales and profits;
(3) The needs of trainees: The following benefits can be obtained by training, such as superior feeling, more salary, higher work skills, greater job satisfaction, stronger self-confidence, promotion opportunities and so on. With regard to goal setting, we should pay special attention to the fact that in order to coordinate the consistency between training goals and enterprise goals, training goals must be subordinate to enterprise goals, which is beyond doubt in theory, but it is often forgotten in practice.
In addition, training objectives should be used to guide the formulation of training policies and procedures. There are often many options for implementing training activities. The correct way is to make a decision according to the contribution of the activity to the training goal.