Step 1: Determine the requirements

The formulation of training plan begins with demand, which includes two levels:

1, the requirements of the annual work plan for employees;

2. Employees need to be promoted in order to achieve their work goals.

The human resources department needs to analyze these two levels in order to get a more complete training demand of the company. In fact, the training demand is closely related to the performance of employees, so when designing the structured table of employee training, it should be combined with the performance of employees.

Specifically, we can design these dimensions: knowledge, skills and attitude. In the past performance cycle, what are the gaps between the knowledge, skills and attitudes of employees and the requirements of the company? Identify these differences as employee improvement plans and include them in the training demand plan.

Step 2: Implement the course.

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, we can stimulate the personal potential of managers and employees, enhance team vitality, cohesion and creativity, and enable middle managers to deepen their understanding of modern enterprise management, understand the internal and external situation of enterprises, establish a long-term development vision and improve planning.

Step 3: Make a budget.

According to the determined training courses, combined with the market situation, formulate the training budget. 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.

Step 4: Prepare the training plan and submit it for approval.

On the basis of the above work, prepare the training plan and then submit it to the general manager's office meeting (or board of directors) for approval. As part of the annual plan, the approved annual training plan can be incorporated into the work plan for the next year and implemented.

Step 5: Training Plan Management

There are also many risks in training, such as the risk of losing overseas students, the risk of increasing the difficulty of keeping professional and technical secrets, and the risk of cultivating competitors.