Training demand analysis refers to an activity or process in which human resources departments, supervisors and staff use various methods and technologies to systematically identify and analyze the objectives, knowledge and skills of various organizations and their members before planning and designing each training activity, so as to determine whether training and training content are needed. I. Motivation of training needs 1. Scientific and technological progress. Scientific and technological progress is the driving force and source of enterprise development. Scientific and technological innovation plays an increasingly important role in supporting the petrochemical industry. Whether it is the improvement of production technology and the development of new products, or the popularization of energy-saving technology and the application of advanced equipment, it is closely related to scientific and technological progress. At present, the competition between enterprises and large foreign companies is no longer limited to the product level, but has risen to the technical level. Scientific and technological innovation not only serves the production and operation, but also becomes an important part of the company's development strategy. For example, in 20 10, the company applied for 4 national invention patents, 4 international patents and 4 authorized patents. By the end of the 11th Five-Year Plan, the company had applied for 257 patents and granted 159 patents. Scientific and technological progress has made enterprises get out of the strange circle of technological development of "introduction-backwardness, re-introduction-backwardness" and become a booster for safe production and development of enterprises. Therefore, it is necessary to train employees in new technologies, new methods and new equipment. 2. Management innovation. Modern super-large petrochemical joint ventures will inevitably emerge new management concepts and methods and form the company's innovative culture if they want to have a lasting foundation. For example, after 20 years of development, the company has formed its own vision, mission, core values, management principles, business philosophy, code of conduct, company spirit, company slogan and so on. These innovative cultures need to be spread among enterprises and employees through training and other ways, and become actions that enterprises and employees consciously abide by. 3. Changes in the organization itself and laws and regulations. A modern enterprise, its system and mechanism will change with the change of external environment, and its organization will be adjusted and optimized accordingly. For example, the company experienced the establishment of the company, the shareholding system reform and the tender offer of Sinopec, and the secondary units within the company carried out asset reorganization and flat reform. These must be known and implemented by the broad masses of employees through training, in order to achieve the best allocation of resources and the best organizational efficiency, economic benefits and social benefits. With the strengthening of China's legal system construction, new laws and regulations are constantly emerging, such as the promulgation and implementation of the Labor Contract Law, which both employers and employees must understand and master. As a responsible enterprise, it must operate and manage according to law, so it is necessary to carry out training on relevant laws and regulations. 4. personnel changes. The training of young employees and new employees, in addition to their employment and post-holding ability, must also make them familiar with everything in the enterprise, including the mission, objectives, specific culture and employees' expectations. For the growing employees, it is necessary to train new knowledge and skills; In order to meet the requirements of superior work, promotion and promotion training are needed; For the development and perfection of work, or for personal development and perfection, compound training is needed. 5. Performance changes. It is very important to achieve the normal and established performance of enterprises, but the results are often regrettable, resulting in related training needs. These regrets and related training needs are mainly due to the need for training to improve proficiency and preparation; Training is needed to eliminate unreasonable suspension of production procedures; Safety production needs training; Strengthening the sense of responsibility and improving professional quality requires training; Training is needed to maintain the consistency between individuals and the overall goal of enterprise reform and development. Second, the training demand mining direction 1. It is necessary to grasp the whole and analyze the development strategy of the enterprise and the domestic and international environment. For example, in the Twelfth Five-Year Development Plan, the company put forward the grand goal of "Strive to build' Great Yangtze River' into an excellent petrochemical product supplier with obvious scale advantages, distinctive product features and outstanding competitive strength by 20 15, and realize that the refining and chemical business will all enter the top three in China Petrochemical Company, reaching the world advanced level and leading level in an all-round way". Therefore, the core work and task of enterprise training should revolve around this goal. 2. Dig from multiple levels within the enterprise. Enterprise management can be viewed from the strategic height and overall height of enterprise development, rather than being limited to a specific work. For the competent training department, it should give full play to its leading and advising role because it has mastered a lot of first-hand information about the skill level and quality of employees; For employees themselves, it is necessary to understand their true thoughts, what they want to learn most and what they need to improve, so that the training can be supported and welcomed by employees; For employees' superiors, because they get along with each other day and night, they are more aware of their own advantages and disadvantages, so they can put forward the training plan that employees need most urgently; Listening to the opinions and suggestions of employees' subordinates or colleagues (peers) will also bring unexpected gains. 3. Get external information. The information obtained from outside the enterprise is sometimes more objective and more conducive to clarifying the training needs of the enterprise. Because management experts and consultants are experienced and knowledgeable, they often have original opinions on problems. Therefore, consulting experts will undoubtedly get some enlightenment. People outside the enterprise, such as customers and suppliers, have an objective view of the problem because they are in contact with the enterprise and are not interfered by human factors inside the enterprise, so the information is more accurate, which is very helpful for the enterprise demand survey. Third, realize step 1. Make a detailed training demand survey plan. Generally including but not limited to the following contents: (1) Purpose of investigation. Explain why this survey is conducted and what you want to know. Such as training object, training content, training time, training place, training form, abnormal control and planning of training process, training assessment method, who will lead the training and so on. (2) Investigation items. According to the purpose of the investigation, decide the type of information obtained and the investigation method. (3) survey methods. Determine the investigation location, objects, samples and methods. (4) Budget. It mainly includes the cost of printing materials, the transportation expenses and subsidies of investigators, and the expenses needed in the investigation process. (5) schedule. According to the work and relationship to be done in the investigation process, the investigation schedule is listed and the network diagram of the investigation progress is drawn to control the progress of the training demand investigation. 2. Make training demand survey samples. According to the purpose, object and method of the survey, make different training survey sample tables. 3. Organize and implement training surveys. Arrange special personnel to conduct training and research, and the heads of various departments will give some support. Commonly used training survey methods: observation, questionnaire, interview, archives, collective (group) discussion, testing, key events, self-analysis, etc. The key point is to find out what kind of or related training such people have received (where, when, how to get it and how to evaluate it); Understand the ability level (knowledge, skills and experience), work attitude and performance related to this training; Find out the knowledge structure, what you are good at, what your weaknesses are, and to what extent; Find out the learning motivation, style and environmental characteristics of the training ability. 4. Analysis and arrangement of training needs. Classify, analyze and sort out the data obtained from the investigation, write a training investigation report, and report it to the competent leader as an attachment of the training plan. Four. Note 1. The motivation of training needs comes from all aspects. Only timely insight and comprehensive grasp of all aspects of training needs, the analysis of training needs will become timely and appropriate, otherwise it will only be superficial, not in-depth and not thorough. Only in this way can we ensure that the whole training activities become more targeted and effective, and at the same time pay attention to economy and standardization. Second, when analyzing the training needs, investigators should be familiar with the culture and business scope of the enterprise; Have rich knowledge of human resource management, good communication, coordination, management and control skills; Strong language skills, writing skills, etc. If we don't pay attention to the selection of personnel, the quality of training survey will be greatly reduced. Third, we should pay attention to the application of analytical methods when training investigation. Different survey methods should be designed for different survey objects. If all the top managers and the most ordinary employees use the same questionnaire, or do not make relevant preparations in advance, the training needs analysis can only go through the motions, and the real training needs cannot be excavated. Fourth, after the on-site investigation of training needs, the staff should sort out the collected first-hand information, carefully analyze, summarize and refine it, and at the same time compare and analyze the previous training courses and training needs analysis materials, carefully summarize and review them to find out their own problems and avoid making the same mistakes again. Fifth, the dynamic management of training demand analysis. General enterprises often do a large-scale training demand analysis once a year, which is actually far from enough. In the daily training management, due to the development and change of production and operation management, the analysis of training needs should be regular and continuous, and only in this way can the latest training needs be excavated. Sixth, training needs analysis and evaluation. Whether it is the annual large-scale systematic training demand analysis activity or the daily training demand analysis management, it is necessary to evaluate the whole process of demand analysis, analyze the existing problems, put forward suggestions and suggestions for improvement, make the demand analysis more targeted and effective, and finally form a training plan and organize its implementation.