Clarify performance standards: first, clarify the performance standards of organizations, departments and positions, including workflow, work requirements and work objectives. These performance standards can be obtained through job responsibilities, job descriptions and performance appraisal indicators.

Collecting performance data: By collecting employees' performance data, we can understand their work performance and performance. Performance data can be collected in the following ways:

Employee self-evaluation: employees can self-evaluate their work performance according to performance standards.

Supervisor evaluation: the supervisor can evaluate the employee's work performance according to the employee's performance standards.

Customer feedback: Understand the service quality and customer satisfaction of employees through customer feedback.

Project results: Understand the contribution and performance of employees in the project through the results and quality of the project.

Performance gap analysis: according to the collected performance data, compare the actual performance of employees with performance standards, and find out the performance gap of employees and the places that need improvement. By analyzing the performance gap, we can determine the training needs and training objectives.

Making a training plan: According to the analyzed performance gap and training needs, make a specific training plan, including training courses, training time and training methods. According to different training objects, different training plans and training contents can be made.

Implement training plan: implement specific training activities according to the formulated training plan. In the process of training, we should pay close attention to the training effect and adjust and optimize the training plan according to the feedback and actual situation.