1. Set training objectives: set training objectives according to stages, steps, objectives, standards, responsible persons, time, etc. Based on enterprise strategy, consider the current situation.
2. Preparation of training plan: Defining the division of labor and responsibilities is an important tool for tracking and monitoring the implementation of training, and it is also a measure of training effect. Steps to formulate phased tasks and plans.
3. Configure training courses: The basis of configuration is mandatory VS competency assessment. Configuration considerations are internal% versus external%; The allocated resources include manpower, financial resources and material resources.
4. Allocation of training resources: How to effectively allocate resources to maximize manpower, financial resources and material resources. Man: Who will train who? How many staff should there be? Internal and external lecturer distribution? Open class form? Finance: capital budget first-equipment, teaching materials, development; Focus on funds-essential skills, promotion category.
5. Determine the training budget: How much should the enterprise invest? In proportion? Set a budget? The budget must be adjusted. Return on training investment: evaluation of performance indicators, improvement of employees' knowledge and skills, and improvement of employees' work attitude or satisfaction.
6. Set training evaluation requirements: preset the evaluation basis of training results in advance to facilitate evaluation.
The importance of training system design;
1. Enhance employees' ability: Through targeted training, employees can acquire the required skills and knowledge, improve work efficiency and quality, and at the same time enhance their self-confidence and sense of belonging. This will help to improve the working ability and quality of employees and enhance the overall strength of the organization.
2. Achieving enterprise goals: By defining the responsibilities and tasks of each employee in achieving enterprise goals, and then conducting targeted training for employees, enterprise goals can be better achieved.
3. Promote knowledge sharing and teamwork: The training system encourages knowledge sharing and cooperation among employees. By providing internal training courses, lectures or seminars, employees can learn from each other, share experiences and solve problems, and promote teamwork and innovation.