I. Purpose of training

Every training plan must have a clear purpose (goal). Why do you need training? What kind of training effect should be achieved? How can training be targeted? The purpose of training should be concise, operable and measurable, so as to effectively check the effect of personnel training and facilitate future training evaluation.

Second, the training object

Who are the main training targets? According to the 28 th rule, 20% of the people are the key training targets of the company. These people usually include middle and senior managers, key technicians, marketers and business backbones. The training objectives are also determined because the training contents need to be grouped or classified according to personnel, and people with the same level should be trained in one group to avoid training waste.

Three. training course

Annual training courses must follow the principle of priority and be divided into three categories: key training courses, regular training courses and temporary training courses. Among them, the key training courses are mainly aimed at the company's problems and future development plans, or at key targets. Doing this kind of training well can greatly improve the competitiveness of the company and effectively make up for the shortcomings of the company. Therefore, this kind of training needs to concentrate the company's manpower and material resources to ensure.

Fourth, the training form

Training forms can be roughly divided into two categories: internal training and external training, in which internal training includes centralized training, on-the-job counseling, exchange and discussion, personal learning and so on. Foreign training includes external short-term training, MBA study, professional conference exchange, etc.

Verb (abbreviation of verb) training content

The training content involves management practice, industry development, enterprise rules and regulations, workflow, special business, corporate culture and other courses. In terms of personnel, the training of middle and senior managers and technicians should focus on foreign training, further study and exchange visits; Ordinary employees use on-site training, on-the-job counseling and practical operation to achieve better results.

Instructor of intransitive verb training

Lecturers play an important role in training. Instructors are divided into external lecturers and internal lecturers. If it involves the key courses of foreign training or internal training, and the internal staff can't speak, they need to hire external lecturers. When designing the annual training plan, you can determine the general selection direction and scope of lecturers, and then finalize the specific training after completion.

Seven. Training time

The time schedule of the annual training plan should be forward-looking and arranged according to the priority of training. The time arrangement should be appropriate, with the principle of not conflicting with daily work as much as possible, and taking into account the students' time. Generally speaking, it can be arranged in the off-season, weekends or holidays. And stipulate a certain number of training hours to ensure the completion of training tasks and the real improvement of personnel level.

Eight. training cost

There are many budget methods, such as determining the budget according to the percentage of sales revenue or profit, or calculating it according to the company's per capita budget. When you allocate a budget, you cannot allocate it evenly. Training costs should be tilted to senior leaders, middle managers and technical backbone personnel.

Every training plan must have a clear purpose (goal). Why do you need training? What kind of training effect should be achieved? How can training be targeted? The purpose of training should be concise, operable and measurable, so as to effectively check the effect of personnel training and facilitate future training evaluation.