(A) the hierarchical analysis of training needs.

Prospective analytic hierarchy process. In order to analyze the future, the human resources department began to consider the factors that changed the organizational priorities. )

Organizational hierarchy analysis. (find out the problems existing in the enterprise and determine whether to train, and investigate the enterprise goals and factors affecting the goals. )

An analysis of employees' personal hierarchy. (Analysis of the gap between personal actual performance and performance standards on employee skill requirements. Based on employee performance, skills test and personal needs questionnaire. )

(B) Analysis of the needs of the trainees

Analysis of training needs of new employees: The training of corporate culture, system and post usually adopts task analysis method.

Analysis of on-the-job employees' training needs: Performance analysis method is usually used for training new technologies and skills.

(C) Stage analysis of training needs

Analysis of current training needs. (Existing problems and deficiencies. )

Analysis of future training needs. (The need of future development. )

In content analysis, it is necessary to determine the effectiveness of training requirements, including:

Organizational analysis:

The organizational analysis of training demand is mainly to find out the existing problems and the root of the problems through the analysis of the organization's objectives, resources, characteristics and environment, so as to determine whether training is the most effective way to solve such problems.

The organizational analysis of training needs involves all the components in the organization that can affect the training plan, including the inspection of organizational objectives, the evaluation of organizational resources, the analysis of organizational characteristics and environmental impact.

The purpose of organizational analysis is to find out the performance problems and their causes on the basis of collecting and analyzing organizational performance and organizational characteristics, and find possible solutions to provide reference for training departments. Generally speaking, organizational analysis mainly includes the following important steps:

Organizational goal analysis:

Clear and definite organizational goals not only play a decisive role in the development of the organization, but also in the design and implementation of the training plan. Organizational goals determine the training objectives. For example, if an organization's goal is to improve product quality, then training activities must be consistent with this goal. If the organizational objectives are vague, it is very difficult to design and implement the training plan.

Organizational resource analysis:

If the available human, material and financial resources are uncertain, it is difficult to establish training objectives. The analysis of organizational resources includes the description of the organization's resources such as funds, time and manpower. Generally speaking, through the analysis of the following questions, we can understand the resource profile of an organization.

Organizational characteristics and environmental analysis;

Organizational characteristics and environment also play an important role in the success of training. Because, when the training plan is inconsistent with the values of the organization, the effect of training is difficult to guarantee. The analysis of organizational characteristics and environment is mainly the understanding of organizational system structure, culture and information dissemination. Mainly includes the following contents:

System characteristics refer to the characteristics of input, operation, output, subsystem interaction and communication with the external environment of the organization, so that managers can systematically face the organization and avoid the lack of generalization in organizational analysis.

Cultural characteristics. It refers to the organization's soft and hard facilities, rules, systems, the way of organization operation, and the special style of organization members, so that managers can understand the organization in depth, rather than just staying on the surface.

Characteristics of information dissemination. Refers to the division of labor and operation of information collection, analysis and transmission between organizational departments and members, so that managers can understand the characteristics of organizational information transmission and communication.