First, the training demand forecast
To make a training plan, we must first determine the training needs. The training demand is predicted from the aspects of natural attrition, existing post demand, insurance enterprise scale expansion demand and technology development demand. For general training activities, the requirements can be determined by the following methods:
(1) business analysis. By discussing the company's business development direction and change plan in the next few years, we will determine the business focus, and cooperate with the company's overall development strategy to bring the newly developed business into the training category in advance from a forward-looking perspective.
(2) Organizational analysis. The necessity and appropriateness of training, as well as the cooperation of organizational culture, are extremely important prerequisites, otherwise, if training causes greater cognitive differences within the company, it will not be worth the candle. Secondly, we should also analyze the organizational structure, objectives, advantages and disadvantages to determine the scope and focus of training.
(3) Job analysis. One of the purposes of training is to improve the quality of work, determine the working conditions, responsibilities and quality of the person in charge of the post according to the job description and work specification table, and clarify the connotation of training.
(4) Investigation and analysis. Interview supervisors and contractors at all levels or conduct a questionnaire survey to ask about their job needs, and truthfully explain the training theme or what capabilities should be strengthened.
(5) Performance appraisal. Reasonable and fair performance appraisal can show employees' ability defects. After the final performance appraisal is completed, it can reflect the improvement plan of employees and stimulate their potential. Therefore, performance evaluation has become an important source to determine training needs.
(6) evaluation center. In the process of employee promotion, in order to ensure the appropriateness of selecting candidates, it is an effective method to measure the ability of candidates by using evaluation centers, and it can also measure the key points of employee training needs. For special training, self-application can be adopted to meet the needs and timeliness of the work profession.
Training needs reflect the expectations of employees and insurance companies for training, but to turn these needs into plans, it is necessary to evaluate them.
Second, assess the training needs:
(1) Whether the training needs are consistent with the strategic objectives of the insurance company. Only the training needs that meet the development strategic objectives of insurance enterprises can be met. Training needs should at least meet any of the three objectives of imparting knowledge, developing skills and changing attitudes.
(2) Whether the training needs are consistent with the insurance corporate culture. If a certain training demand conflicts with the insurance enterprise culture, it will lead to the confusion of the insurance enterprise culture, and the result will not be worth the candle.
(3) The number of employees participating in the training needs. Different employees have different training needs, and the training needs of most employees in insurance companies should be given priority.
(4) The importance of training needs to organizational goals. If training can bring great benefits to the organization, it should be given priority.
(5) Professional level can be improved through training. Priority should be given to the demand that the professional level can be greatly improved through training. Training needs assessment can determine whether training needs should be met, and it needs to form a sequence according to the priority order, which creates conditions for designing training systems.
Third, establish an effective training system.
Staff training system includes training institutions, training contents, training methods, training objectives and training management methods, and training management includes training plan, training implementation and training evaluation. The establishment of an effective training system needs to optimize the design of the above aspects.
(1) Training institutions: There are two types of training institutions for insurance companies: external training and internal training. External institutions include professional training companies, universities and inter-company cooperation (that is, sending company employees to other insurance companies for on-the-job training, etc.) ). Internal training institutions include the company's specialized training department or the human resources department to perform their duties.
Insurance companies comprehensively consider factors such as funds, personnel and training content, and decide whether to choose external training institutions or internal training institutions. Generally speaking, large insurance companies can set up their own training institutions.
(2) Training target: According to the different participants, it can be divided into: senior management training, middle management training, general staff training and workers training. According to different training objects, design corresponding training methods and contents. Generally speaking, for top managers, it is mainly to instill ideas and abilities, and the number of participants should not be too large. Short-term reinforcement and discussion and learning are adopted; For middle-level personnel, pay attention to the cultivation and guidance of interpersonal skills, the training scale can be appropriately expanded, the training time can be appropriately extended, speeches, discussions and reports can be staggered, and interactive opportunities can be used to increase the learning effect; For the training of ordinary employees, it is necessary to strengthen the cultivation of their professional skills through large class system, long-term extended education, enriching employees' basic concepts and strengthening business operations.
(3) Training methods: In terms of training methods, there are on-the-job training and off-job training. On-the-job education refers to job teaching, job rotation, job practice and job assignment. On-the-job education plays a very good role in improving employees' concept, interpersonal communication and professional and technical ability. Full-time education refers to the training of knowledge, skills and attitudes necessary for performing duties in special training places. There are many methods of off-the-job training, such as imparting knowledge, developing skills training, and changing work attitude training. On-the-job education and off-the-job education are combined, and different training contents and methods are adopted to train employees flexibly.
(4) Training plan: The management of employee training is very important, and an effective training system needs good management as a guarantee. The training plan covers training basis, training purpose, training target, training time, course content, source of teachers, implementation progress, training funds and so on. An effective training system requires that the training plan should be made according to the proposed management procedures. First of all, the human resources management department (or the training competent unit) issues the training demand questionnaire, which is discussed and filled in by personnel at all levels and approved by the direct supervisor. After that, the human resources management department will summarize and draw up the training draft, submit it to the superior supervisor for approval, and discuss and pass it at the annual planning meeting. In terms of training methods, we should consider adopting various ways, and make good use of speech, discussion, discussion and simulation to enhance the training effect. At the same time, in terms of training content, it is best to adopt a self-management method, and employees and supervisors or lecturers jointly formulate training objectives and themes. Open and liberalized venues can increase employees' willingness to learn and improve learning effects.
Further reading: How to buy insurance, which is good, and teach you how to avoid these "pits" of insurance.