It can be classified according to the content of training, such as finance, human resource management, marketing, execution, management and strategy. It can also be divided according to the training objects, such as pre-job training for new employees, training for ordinary employees, training for middle managers, training for senior managers and so on.
Step 2: According to the determined training needs, select the appropriate courses, and list the training objectives, curriculum outline, training hours and implementation time. When designing training courses, we should pay attention to the logical relationship between courses and achieve gradual progress. In the choice of training methods, we should also choose the most suitable method according to different participants.
For example, the training of middle managers focuses on the cultivation of managers' ability. Through training, the individual potential of managers and employees can be stimulated, team vitality, cohesion and creativity can be enhanced, so that middle managers can deepen their understanding of modern enterprise management, understand the internal and external situation of enterprises, establish a long-term development vision, and improve their planning and execution capabilities.
There are several ways of training: choosing internal training or going out to attend an open class, combining centralized discussion with self-study, and the department manager is responsible for providing learning and management opportunities for subordinates.
Step 3: Make the training budget according to the determined training courses and market conditions. The training budget should be approved by the corresponding leaders. When making the training budget, many factors should be considered, such as the company's performance development, the total training cost of the previous year, the per capita training cost and so on. On the basis of last year, according to the progress of training work, the training budget will be increased or decreased in proportion.
When making the training budget, we should communicate with the financial department on this topic. Training fees generally include lecturer fees, teaching materials fees, travel expenses, venue fees, equipment fees, tea and catering fees, etc. A training course should fully consider these expenses and make a rough budget. After the budget is obtained, 10-20% can be increased on the basis of the total amount, leaving some flexibility.
Step 4: First, the initial training plan will be audited internally. The person in charge and supervisor of the human resources department will analyze and discuss the enforceability of the annual training plan, find out the existing problems, make improvements, determine the final version, and submit it to the general manager's office meeting (or board of directors) of the highest decision-making body for training for approval. The top management of the company should make a long-term plan for employee training from the perspective of the company's long-term development and write it into the company's annual plan.