1. Performance analysis: analyze the training needs from the staged performance analysis and performance gap to make up for the shortcomings.

2. Post competency evaluation: From the perspective of post competency, find out the deficiency of competency and conduct targeted training and promotion.

3, enterprises or departments need:

A, from the perspective of the needs of enterprises or departments to promote culture or ideas, or some problems that should be paid attention to as a whole.

New employee training.

C, job skills training.

D. training of reserve talents.

4, new business, new changes, etc. , such as new equipment, need equipment operation training; The newly opened European and American markets need training in English or other foreign business applications.

Second, the ways that can be taken:

1. Make a training demand questionnaire, and conduct a questionnaire survey on middle and grass-roots employees.

2. According to the training demand summary table summarized by each department, communicate face to face with the person in charge of each department; Understand the business changes of each department, the requirements for employees and the performance gap; Urgent problems, training suggestions, etc.

3. Ask for instructions and communicate with middle and senior management to understand the performance gap in the previous year, the work focus in the new year, future planning, expectations for department heads and employees, and overall suggestions.

4. If necessary, you can observe the status of production personnel and sales personnel on the spot and communicate the main work difficulties they face.

Third, the choice of training methods, forms and time

1. Summarize and analyze the above information, sum up what kind of training is effective, and improve the training method.

2. According to the feedback information, select training items and carefully arrange training time.

3. Focus the training on the important issues that enterprises, departments and employees care about and can be solved through training.

The role of training needs analysis can be expressed as follows:

1, for information about existing employees.

The more you know and master the current situation of employees, the better it will be for training activities. Training demand analysis can achieve this goal. Through the analysis of training needs, we can know the number of people who may participate in the training, age range, working and living place, occupation, interest and other information.

2. Understand the training attitude of employees.

The training attitude of employees plays a vital role in the success or failure of training. If they don't accumulate and cooperate, the training effect can only be poor. Through the analysis of training needs, we can know what attitude employees have towards training, and at the same time, we can take the opportunity to emphasize the importance of training and instill some concepts in relevant personnel, which will help improve the training effect.

3, determine the training content

Training needs analysis can determine the training needs of employees, such as knowledge training or skills training. For example, the demand analysis of pre-job training needs to determine what the organization needs new employees to know, what adjustments they need to make, and what difficulties they face.

Only by understanding the training needs can we determine the corresponding training content. For example, on-the-job training for new employees should include training on the history, purpose and mission of the enterprise; Corporate culture training; Training on organizational structure, functions and responsibilities of various departments; Enterprise personnel and welfare policy training; Training of enterprise reward and punishment measures, etc.

Baidu Encyclopedia-Training Demand Analysis