Grass-roots positioning
Training demand is a necessary link in the training plan, which answers the question of finding a training activity goal. This training activity is not only training and teaching, but also includes the planning of training projects, the formulation of annual training plans, the formulation of training plans and training strategies, and the selection of training development models. Even the reform of training organization as a project can be regarded as one of the training management activities.
Any training activity must be planned first, and demand analysis is the first step in the planning process. Generally speaking, training management activities can be divided into four levels, namely, strategic level, operational level, project level and teaching level. Among them, plan management can also be divided into four categories: training plan, annual plan, project plan and teaching plan.
Accordingly, training needs can be divided into four levels: training strategy level demand, annual training demand, training project demand and curriculum demand. These four levels of demand analysis are different in investigation purpose, investigation object, investigation strategy, investigation means and analysis result processing.
Demand analysis of training strategy layer
Before making the training plan, we must fully analyze the needs of the training strategy layer. Training planning must be closely combined with enterprise strategy, and the training development of enterprises in a certain period should be planned from the perspective of human resources planning and development strategy of enterprises. Its essence is also planning, such as two-year planning and annual planning of training development. Training planning can often be considered once every two years, but it needs to be revised and adjusted every year. After adjustment, it will naturally be used as the annual training plan.
The basic task of training planning is to transform the first-level strategy (from human resources strategy), set annual training objectives, and set the second-level strategy (operation strategy, performance management strategy, etc.). ). Among them, the training objectives are achieved through annual demand survey, quality evaluation of human resources department and human resources development strategy, including content objectives (expressed by curriculum system), performance objectives (such as coverage), organizational objectives (such as team building) and cost objectives (per capita expenses). Here, the questions answered in the training plan are often related to the development of enterprises, such as the establishment of training centers, training colleges or training universities. Whether to introduce foreign vocational education resources? Do you want to expand the function of the training center horizontally? How to plan the curriculum system? What courses are required for each job category? What should be the overall task of the company's annual curriculum development (the training plan should put forward requirements or directional guidance for the annual plan)? To answer these questions, we must make full investigation and study. The topics of demand research include: enterprise training organization reform, enterprise training model evolution, system planning blueprint, training coverage and so on. This level of analysis mainly reflects organizational analysis, which is closely related to the strategic development goals of the organization, and the information source mainly comes from top managers.
There are several kinds of research methods of demand survey: one is data research, last year's training strategy review and work summary, this year's new demand survey of human strategy, training organization effectiveness evaluation, etc. The second category is subjective evaluation, interviewing executives and collecting employees' subjective opinions. The third category is comparative method, and horizontal comparison is like the training experience or strategic reference of industry and internationally renowned companies; The fourth category is tracking method, which closely tracks the latest development trend of training, such as technology introduction demonstration of network training mode.
Demand research based on training planning is generally undertaken by the company's training committee, with the training department taking the lead and all other departments participating. We must pay full attention to the experience and technology of high-level, well-known companies in the same industry.