First, training needs analysis

An important prerequisite for making a training plan is to do a good job in demand analysis, that is, to clarify the training purpose. Generally speaking, training should meet the needs of both enterprises and individuals. Therefore, the analysis of training needs can start from two aspects: enterprises and individuals:

1, through the analysis of enterprises, determine the significance, purpose, content, direction, steps and cost of training.

2. Through personal analysis, fully combining the needs of employees and enterprises, determine the training time, place, method and other details.

Second, determine the training objectives

The goal provides a direction for the design of the training scheme, and it is also the basis for measuring the final training effect. After an accurate analysis of training needs, enterprises can further determine the training purpose, that is, to determine what kind of effect they hope to achieve through training.

For example, the purpose of training new employees is to enhance the understanding of the enterprise, be familiar with the enterprise concept and culture, and understand the basic situation of the work; The purpose of training front-line employees is to improve their work skills and enhance their work ability; The purpose of training management is to strengthen their leadership ability and improve their sense of responsibility and honor to the enterprise.

Third, develop training courses.

According to the training needs, list all kinds of training courses to match the training needs. This list also includes the personalized training needs of a few employees (even a single individual), and of course, it also includes the personalized training needs that many people want to participate in.

Fourth, formulate an implementation plan.

The training plan is the core of the training plan, which aims to tell the executors how to carry out the plan. For example, how to choose the training object, what kind of trainer to choose, how to determine the training time and place, and what is the training budget. These specific needs must be put forward in detail in the plan.

Verb (abbreviation for verb) confirms the training budget.

The last factor that affects whether the training plan can be implemented is the training budget. It is meaningless to make any comprehensive training plan without determining whether there is enough financial support.

When making a plan, we need to consider the training budget of the enterprise. Although the training budget is determined by the decision-making level of the enterprise, the human resource manager should explain why he spends money on training and what benefits it will bring to the enterprise by showing the "proposal" of training investment to the decision-making level. ?

Staff training should be diversified according to the training needs and the actual situation of the enterprise, and it must not be across the board. It should fully meet the needs of employees and improve the effectiveness of employee training.

Importance of making training plan

First, improve employee performance.

Training is an effective means to improve employee performance. Through training, employees' professional skills, management ability and teamwork spirit can be improved. Making a training plan can provide targeted training for employees of different positions and levels, and improve the performance level of employees.

Second, improve employee satisfaction.

Employee's satisfaction with the enterprise is one of the key factors of enterprise development, and training is one of the important ways to improve employee's satisfaction. By making a training plan, we can fully meet the training needs of employees and improve their sense of identity and belonging to the enterprise.

Third, improve the competitiveness of enterprises.

The competitiveness of enterprises comes from the comprehensive quality and ability of employees, and training is the key way to improve employees' ability. Making a training plan can provide systematic and professional training according to the development needs and strategic objectives of enterprises, and improve the comprehensive quality of employees and the core competitiveness of enterprises.

Fourth, reduce labor costs.

Labor cost is one of the important costs of enterprises. Training can improve the performance and ability of employees and reduce the turnover rate and recruitment cost of employees. Making a training plan can provide an economical and practical training plan according to the actual situation and budget of the enterprise, and reduce the labor cost of the enterprise.