After completing the training demand survey, it is necessary to make monthly, quarterly and annual training plans. When making a training plan, we should not only refer to the demand survey report, but also refer to other training-related systems and regulations of the enterprise. For example, some enterprises have training systems, and some enterprises have formulated standard training procedures according to the requirements of ISO9000. These are the basis for making a training plan.
Next:
1. Determination and allocation of training budget.
When making a training plan, the first thing to consider is the budget. If the training budget of an enterprise cannot support the training plan, no matter how beautiful the training plan is, it is meaningless.
2. Training types, methods and levels
According to different training contents, we can divide different training programs into different training types, and we can adopt different training methods for different training programs. In addition, according to the different training scope, we can divide training into company-level training and department-level training.
3. Formulation of training plan
3. 1, company first, department later
When making a training plan, you can first make a company-level training plan and then make a department-level training plan. Company-level training plans mainly include pre-job management training, pre-job technical training, quality management training, enterprise management training and other training plans.
3.2, clear training information.
Training project information includes training month, training type, training name, training method, range of trainees, main trainees, expense budget, etc. For key participants, they should be evaluated after training.
3.3, discuss with the department
The department-level training plan should be discussed with the department manager. During the discussion, the department manager may propose to increase the training content and training budget.
3.4, tell the parties
In the training demand survey, some employees whose work ability does not meet the post requirements (mainly employees in the third district who have good work attitude and work skills do not meet the requirements) will be found. In addition to treating them as "key training objects" in the training plan, the company had better tell the parties the information of "unqualified work skills" and give them a training pressure. This will enable them to participate in the training more actively.
In short, different training methods (communication, internal, external, delegation and certification) are arranged according to different training needs (demand survey) and training objects (company as a whole, departments, managers and ordinary employees).