(1) To formulate a detailed training plan, we must proceed from the enterprise strategy, meet the requirements of both organizations and employees, consider the resource conditions of the enterprise and the quality foundation of employees, consider the advancement of personnel training and the uncertainty of training effect, determine the training objectives of employees, and select training contents and training methods. 1, confirm the responsible person or responsible unit. The key to the formulation and implementation of training plan is to implement the person in charge or the responsible unit. It is necessary to establish a responsibility system and clarify the division of labor. The person in charge of training should have certain work experience and enthusiasm, be able to get the chairman to approve the training plan and budget, and be good at coordinating the relationship with the production department and other functional departments to ensure the implementation of the training plan. 2. Determine the training objectives and contents. It can be done through organizational analysis, job analysis and personal analysis. Organizational analysis is to analyze the objectives, plans and conditions of the whole organization to determine the focus of training. Job analysis mainly analyzes how employees can be competent for the job and what necessary knowledge and skills they should have to decide the training objectives. Individual analysis is to analyze everyone's specific situation, find out the gap with job requirements and decide the training content. In short, the training objectives must be accurate and the training content must meet the actual needs. 3. Choose an appropriate training method. The training method has been introduced before. Each method has different emphasis, so it is necessary to choose the appropriate training method according to different training objects. The choice of methods should consider not only the characteristics of personnel, but also the possibility of objective conditions of enterprises. 4. Choose students and teachers. In addition to the general rotation training, it is also necessary to correctly select the personnel who participate in the training. Because training costs money, money should be spent on people with certain potential. In other words, the plasticity of students. This saves investment and gets quick results. If the student's plasticity is poor and he can't keep up with the teaching progress, not only can he fail to achieve the purpose of training, but the investment in him will also greatly increase the economic burden of the enterprise. With the current economic strength of China enterprises, it is impossible to invest more training expenses on these people. Choosing teachers is also very important for the smooth progress of training. The experience of some foreign enterprises shows that it is an effective way to hire managers at all levels as training teachers. Because managers who master the training methods will care more about employees, work with them and help them make progress, thus gaining their trust and support. Of course, you can also hire a full-time teacher. 5. Make a training plan. The purpose of tabulation is to make clear the content, time, place, methods and requirements of training, so that people can see at a glance. At the same time, it is convenient to arrange other work of the enterprise. Steps to make an effective training plan with a model approach The personnel manager conducts a questionnaire survey every year, mainly to understand the following issues: According to the training objectives of the department, the results of the employee questionnaire survey and the annual development plan of the department, the personnel manager can basically make the annual training plan of the department and report it to the company's senior management meeting, and it can be implemented after approval. Experts believe that the training plan only defines a content framework, and the training specialist should know the specific needs of the trainees before training. Training specialists can take the "brainstorming method" to solicit opinions from everyone. Let each student write down what he wants to learn first. This key point is the key content of training. After the key content is determined, the work is divided into several modules, and the desired level is determined after training. The goal of training is to eliminate the gap between them. After the training, the personnel department should pay attention to the tracking, guidance and evaluation of the training effect. (2) Budget the training expenses of enterprises in advance. The first level is the lowest training budget, that is, the boss arranges himself to participate in the training. With the development of the enterprise to a certain extent, the boss feels that his knowledge and ability are not enough, and his desire for self-improvement begins to sprout, so he arranges himself to study, participate in some forums or training courses, or arrange himself to attend MBA courses, short training courses and so on. This kind of budget is made by the boss himself and approved by himself. Strictly speaking, it is not called training budget, because it is actually studied by the boss himself and does not involve the employees of the enterprise. The third level has entered the training budget stage. At the beginning of the year, these companies will arrange a training budget according to the sales and profits of the year. However, because the company does not have a complete training structure and a full-time training manager, the training budget has not been refined. This training budget is a soft constraint.