As training managers, we often need to cooperate with business departments to analyze training needs. Sometimes, we have to guide the business department to analyze the ability requirements of its key positions. This puts forward requirements for training managers' professional ability of job analysis. Generally speaking, managers need to be trained to decompose the responsibilities, tasks and operations of each post according to the information and materials of organizations, departments and posts, and to analyze and refine the qualities, knowledge and abilities required by each post. Specifically, it is divided into blocks, from ability items to behavior points, and then from behavior points to ability levels. Of course, for the division of "ability level", if this sector is not mature enough and there are not enough post personnel, it can also be temporarily not divided. Let's describe it separately below. 1. Identification ability project According to the development strategy of the enterprise, combined with the requirements of career development planning, based on the post demand or competency model, the post information is collected and sorted out, and the post information is transformed into the competency elements that the post should have from the aspects of knowledge, skills and attitude. When identifying the ability elements, we should not miss items, but also summarize them highly to meet the post ability requirements as a whole. Taking enterprise managers as an example, according to the strategic requirements of the company and the competency model of enterprise managers, enterprise managers should have three types of competency projects: general professional competency and professional competency. Among them, professional quality can be divided into 10 elements, such as loyalty to the enterprise, responsibility, honesty and self-discipline, strategic thinking, learning ability, innovation ability, communication ability, execution ability, cooperation and coordination, external communication and so on. General ability refers to the basic knowledge and skills that managers need to master, such as knowledge related to policies and regulations and basic management ability. Professional ability refers to the professional ability that should be mastered according to the post. 2. Behavior point analysis Behavior point analysis refers to the decomposition of various ability elements required for this position into several behaviors one by one from the aspects of work steps, necessary knowledge, required tools and equipment, special skills, work attitude, safety matters and protective measures. When analyzing the behavior points, we should not only meet the connotation requirements of the ability items, but also accurately express the typical behavior of each ability item, and arrange it according to the working procedures and the order from easy to difficult. 3. Dividing the ability levels and analyzing the ability well can not only help us better find the "standard" of the ability, so as to determine the gap problems that need to be solved in the training, but also be a "necessary decomposition action" in the construction of our curriculum system. The construction of enterprise training system and curriculum system can be described as "a journey of a thousand miles begins with a single step", which is a position we should focus on at present. Therefore, it is conceivable how important it is to train managers to do a good job in ability analysis.