In fact, the role of training is effective and supports the company's business development goals. Therefore, it is very important to investigate the training needs. I suggest you don't skimp on this time. There is also the need to analyze the collected information after the demand survey to find out which are real needs, which are false needs and which are universal needs.
Generally, there are the following ways to conduct training demand survey, not limited to questionnaire survey and manager survey;
1, observation method: refers to that the trainer personally goes to the employee's post to learn about the employee's specific situation, observe the employee's work skills and attitude, and understand the problems they encounter in their work and the problems that can be solved by training.
2. Questionnaire method: a method of compiling a questionnaire through a series of questions, giving it to the trainees to fill in, and then collecting relevant information for analysis.
3. Interview: a form of understanding the specific problems, causes and solutions of the training needs of employees or managers.
4. Self-analysis method: refers to the individual's analysis and judgment of his training needs according to the relevant information of the company and the knowledge, skills and mastery required by the post. Self-analysis is similar to simple interview. According to the characteristics of the object (employees with certain personality are not suitable for interview) and the direction of training demand information collection, self-analysis method can be chosen.
5. Special event method: refers to a method of collecting training information when an event that has a significant impact on employees, customers or company operations occurs inside or outside the company.
6. Archives method: refers to the comprehensive collection of training information by using existing information, departmental work records, meeting records, guest complaint records, personnel file records, etc.