1. interview method: this is a well-known method, that is, to obtain training demand information through face-to-face conversation with the interviewee. In the application process, you can interview the management of the enterprise to understand the organization's expectations of personnel; You can also interview the heads of relevant departments to analyze the training needs from a professional and work perspective.
Generally speaking, it is required to determine what kind of information is needed before an interview, and then prepare an interview outline. The questions asked in the interview can be closed or open. The results of closed interviews are easier to analyze, but open interviews can often find unexpected and more telling facts.
Interviews can be structured, that is, all interviewees are asked the same question in a standard mode; It can also be unstructured, that is, asking different open-ended questions for different objects. Generally speaking, it is a combination of two ways, with structured interviews as the main and unstructured interviews as the supplement.
2. Questionnaire survey: This is also a well-known method. It lists a set of questions in the form of standardized questionnaires, asking respondents to score or make correct or wrong choices.
There are many people who need to analyze the training needs. When time is tight, you can carefully prepare a questionnaire and let the other party fill it out by email, fax or direct distribution, or you can fill it out by the investigator himself during the interview and telephone interview. When conducting a questionnaire survey, the compilation of the questionnaire is particularly important.
3. Observation method: observation method is to observe the performance of employees, find problems and obtain information and data by going to the work site. The first step in using observation method is to make clear the information needed, and then determine the object of observation.
One of the biggest defects of observation method is that when the observed people realize that they are being observed, their every move may be different from usual, which will make the observation results biased. Therefore, the observation should be hidden as much as possible, and it is helpful to improve the accuracy of the observation results. Of course, this needs to consider whether time and space conditions allow it.
4. Critical incident method: The critical incident method is similar to what we usually call the sorting and recording method, which can be used to check the work process and activities to find potential training needs. The observed objects are usually those events that play a key positive or negative role in organizational goals.
The principle of determining key events is: specific events that have a significant impact on enterprise performance at work, such as system failure, key customer acquisition, key customer loss, product delivery delay or high accident rate. The record of key events provides a convenient and meaningful source of information for training demand analysis.
The critical incident method requires managers to record key events in employees' work, including the causes and background of the events, employees' particularly effective or failed behaviors, the consequences of key behaviors, and whether employees can control or control the consequences of behaviors themselves.