The most basic content of the training plan is: Why do you want to train? Who has been trained? Training what? Who conducts the training? How to train? How many resources are used? The success of the training will be guaranteed if these problems are clarified.
The first is "why do you want to train", that is, to determine the training objectives. Training objectives have the following functions:
(1), can combine the needs of trainees, managers and other aspects: the needs of the above two aspects are always different, but the training objectives must be properly integrated to achieve overall satisfactory results;
(2) Management demand: improve management by training, and increase sales and profits;
(3) The needs of trainees: The following benefits can be obtained by training, such as superior feeling, more salary, higher work skills, greater job satisfaction, stronger self-confidence, promotion opportunities and so on. With regard to goal setting, we should pay special attention to the fact that in order to coordinate the consistency between training goals and enterprise goals, training goals must be subordinate to enterprise goals, which is beyond doubt in theory, but it is often forgotten in practice. Editor: If so, the more successful the training, the more destructive it will be to the overall management of the enterprise. )
In addition, training objectives should be used to guide the formulation of training policies and procedures. There are often many options for implementing training activities. The correct way is to make a decision according to the contribution of the activity to the training goal.
Generally speaking, in the current internal training of enterprises, it is often relatively easy and clear to determine the training target, but it is more difficult to determine the training content, which we will discuss in next week's special topic.
The annual training plan should also specify the tasks that the person in charge of training must complete, and the training goal is to specify the tasks that the person in charge of training must complete as a guide for him to perform his duties. Insufficient grasp of the training process often leads to deviation from the original intention.
The last link is the determination of training budget. Domestic enterprises have many wrong practices, and we will also discuss them specifically. Once the annual training plan is fully completed, the next step is to report it to the leaders for approval, and then implement it.
Generally speaking, it is not difficult to make an annual training plan. As long as scientific methods and processes are followed, an effective and satisfactory plan can be successfully completed and a solid foundation can be provided for the successful implementation in the future.
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