Staff training refers to the planned implementation of activities that contribute to employees' learning and work-related abilities. These competencies include knowledge, skills and behaviors that play a key role in job performance. Employee development refers to formal education, on-the-job practice, interpersonal communication and evaluation of personality and ability for employees' future development.
Scholars at home and abroad believe that training can be divided into four steps. These four steps are: training needs assessment, training planning, training implementation and training effect assessment.
Training demand analysis refers to an activity or process in which training departments, supervisors and staff use various methods and technologies to systematically identify and analyze the objectives, knowledge and skills of various organizations and their members before planning and designing each training activity, so as to determine whether training and training content are needed.
Training demand information is collected by questionnaire, personal interview, group interview, key team analysis, observation and task investigation. Training planning refers to the strategic planning of training within the enterprise organization. Enterprise training planning must be closely combined with the enterprise's production and operation strategy, proceed from the enterprise's human resource planning and development strategy, meet the enterprise's resource conditions and the quality foundation of employees, consider the advance of talent training and the uncertainty of training effect, determine the training objectives of employees, and select training contents and training methods.
After making the training plan, the next work is the implementation of the plan. To do this work well, we need to pay attention to the following points: 1, attention of leaders. 2. Let employees agree with the training. 3. Organize delivery training. 4. Strong support of training funds. 5. Formulate reward and punishment measures.
In this regard, researchers at home and abroad pay more attention to what kind of training methods are adopted, and think that diversified training methods will achieve better results than traditional lecture training. The last link is the training effect evaluation, which studies whether the training program achieves the training goal, evaluates whether the training program is valuable, and judges whether the training work brings all benefits (economic benefits and social benefits) to the enterprise, and whether the training focus is consistent with the training needs. Scientific training evaluation is very important for analyzing the training needs of enterprises, understanding the effect of training investment and clarifying the contribution of training to enterprises. At present, the most widely used training effect evaluation method is kirkpatrick's training effect evaluation system. Cost-benefit analysis is also one of the most respected methods, which can quantify the effect of training and let enterprises intuitively feel the role of training.