In short, the organizational level is from the company's point of view, so the analysis of training needs should be mainly considered from the following aspects:
1, the strategic development of the company. For example, the company will open 500 stores in the future, so do we need to train a group of store managers? This is demand; If you want to improve the sales performance to 200% or higher, then you need to strengthen the training in investment promotion and sales.
2. The positioning or culture of the company. For example, the company creates a cultural atmosphere with the theme of sharing and giving, so it needs to be carried out around this in design training.
In short, the organizational level is carried out from the aspects of organizational objectives, existing problems, organizational culture, organizational structure and functions.
Second, the task level.
The task level is simply the work level, so it should be considered in combination with specific work:
1, post competence. For example, this sales needs to have three abilities, and there are generally only two employees, so the other is the key training place.
2. Job requirements. For example, if you are required to make a debriefing report or submit a summary of all work plans and use PPT, then we need to arrange PPT training. Or the company carries out division reform, and now each department conducts independent accounting, which requires financial training for non-financial personnel.
Third, the personnel level
1, knowledge level of employees. Such as product knowledge, professional knowledge.
2. Employee mentality. For example, whether the working condition is good, whether the team atmosphere is harmonious and so on.
3. Comprehensive literacy. For example, whether academic qualifications need to be improved as a whole; Whether dressing needs overall improvement and so on.
Remarks: This may be different from what other teachers say or what is written in books, but it is really used in our actual work and is relatively easy to understand.