I think so, too. How to carry out training with limited funds? First of all, from the percentage of training operating system, the proportion of training demand and training assessment in training is 40% respectively, while the proportion of training implementation is only 20%, that is, training demand and training assessment account for a high proportion in training operation. At present, many trainings only focus on the implementation of the training itself and the field effect. So how to determine the training needs?
The author believes that the training needs come from three levels: one is the organizational (strategic) level, that is, according to the company's vision planning, strategic focus and competitors' situation, analyze the new training needs; The second is the post level (competency), that is, what is the gap between the current qualifications and posts of employees, that is, the so-called competency matrix and competency evaluation; Third, the personal (promotion) level, that is, employees' ability improvement, career planning, mentality and other needs.
Analysis of training demand from the demand source model of sales company
The analysis steps of sales staff demand are as follows:
Organizational level: according to the company's current organizational environment and corporate vision, determine the annual strategic focus, and determine the training needs according to this focus. For example, this year is positioned as the year of "sales expansion", and the demand for training design should generally tend to increase the demand for sales; If this year is "Brand Year", the training demand can be designed in the direction of enhancing brand competitiveness. In addition, at the organizational level, we also need to collect competitors' data, find out their gaps and deficiencies, and establish relevant training needs. At present, the company's current research on customers and channels will also be an important part of the source of organizational needs.
Post competency: The most important thing in post competency analysis is to establish a competency model and evaluate the competency matrix of the post holder through the competency model. As a marketer, you must master relevant product knowledge and relevant sales skills, because product knowledge and sales skills are put forward separately as an important analysis level.
Personal ability: provide promotion training for employees according to their ability composition, mentality and career development path to meet the requirements of employees in development.
Of course, training needs may overlap in many aspects, such as the coincidence of personal career planning and post competence, and the organic combination of quality model and personal ability. Of course, when we analyze the demand, we must look at it from a system, not from a glimpse. For example, under the requirements of organizational strategy, our employees' core competence has been fully possessed. We should evaluate and train their core competence, key competence and general competence around the strategy to ensure the effective implementation of training.
Many people may think that if this analysis is made every year, there will be no courses for 2-3 years of training. In fact, this is not the case: from the organizational level, the strategy will change every year, so the training needs should be designed based on the strategy; Every year, employees are lost, so those who come in should receive new training; In addition, if you really finish the basic training, you can consider setting training expansion requirements, which is why so many companies are called training expansion managers instead of training managers.
Training demand is a systematic project, the result of which directly leads to the development of training, so scientific analysis tools and methods must be adopted.