The skills and quality of employees are the main force of enterprise development, and accordingly, enterprise training is becoming more and more popular. However, we see that many enterprises seem ungrateful and full of complaints after training. The crux of the problem lies in the fact that enterprises can't "prescribe the right medicine" if they don't do a good job in investigating the training needs and master the real training needs, which will eventually make the training become a mere formality, and make the training that originally provided power for the development of enterprises have an adverse impact on the development of enterprises.

This is the course "Investigation of Enterprise Training Needs" which we are studying on the online learning platform of enterprise universities. We require grass-roots managers, engineers and ordinary employees to use the platform to complete their learning tasks every week. Training has been strengthened, but the workload of training management has been reduced a lot, and everyone is happy to use this method. I will take some time to share the general content of the course with you, which is to learn from each other.

Effective training demand survey is the beginning of training work, which can be started from the following aspects:

First, the training needs survey preparation:

1. Reasonable arrangement of personnel: if you know the real training needs and do not conflict with the training, try to choose internal personnel of human resources;

2. Seek the understanding and support of all departments;

3. Clever arrangement of training demand survey time: organize a questionnaire survey after work or during training, which takes 5~7 working days, 2~3 working days for information collection and analysis, and 1 ~ 2 working days for obtaining results;

Second, the channel division of training demand research: the internal training target of the enterprise is the main channel, and the external training is the auxiliary channel;

1. Investigate the superior authorities: understand the training needs in combination with the company's planning, and the senior management should support the training work;

2. Investigate relevant departments: the personnel who carry out training and the departments where employees receive training, and each department is responsible for the daily management and time arrangement of employees;

3. Investigate the relevant personnel of training (trainees and their subordinates and colleagues) to understand the dissatisfaction and other feedback of subordinates, so as to grasp the shortcomings and training needs of trainees in their work;

4. Investigation trainers: professional training consultants from external training institutions, etc. With the results of internal investigation, consult which courses should be designed and how to design training courses;

5. It is relatively objective to investigate external related personnel of the enterprise, such as customers (such as customer satisfaction), suppliers, company brothers and other external personnel.

Third, the effective acquisition of training demand information:

1. Effective acquisition method: get the support of management to carry out the investigation, communicate and preach in advance, clarify the investigation time and responsible person, and follow up the investigation progress in time. To avoid the loss of questionnaires and perfunctory formalism;

2. Principles of investigation: fairness, impartiality, objectivity and voluntariness, avoiding the singleness of investigation and reducing the control over the investigated objects; Clarify the company's development requirements-development strategy, etc. , clear job requirements-job description, work quality standards, etc. , and clarify the needs of the training target-skills growth, mentality growth, career development requirements, etc. ;

Doing the above points, I believe it can effectively help the training demand survey!