(1) interview method; This is a very effective information collection method. Trainers and trainees have face-to-face communication to fully understand relevant information.

(2) Key team analysis method; It refers to selecting a group of employees who are familiar with the problem as representatives to participate in the discussion in order to investigate the training demand information.

(3) Task analysis method; Based on the job description, job description and job task analysis record, determine the knowledge, skills and attitudes that employees must master in order to meet the requirements, and compare them with the performance of employees in their usual work, so as to determine the gap between employees in completing their tasks.

(4) observation method; It refers to the method that trainers go to employees personally to understand their specific situation, observe their work skills and attitudes, understand the difficulties they encounter in their work, and collect training demand information by working with employees.

(5) Questionnaire survey.

Secondly, the basic working procedure of demand analysis is briefly described.

(1) Make preparations for training; 1. Create employee background files; 2. Keep close contact with personnel of various departments; 3. Report to the competent leader; 4. Prepare the training demand survey.

(two) to develop a training demand survey plan; 1. Action plan for training demand survey; 2. Determine the objectives of the training demand survey; 3. Choose an appropriate training demand survey method; 4. Determine the content of the training demand survey.

(three) the implementation of training needs survey; 1, and put forward proposals and wishes for training needs; 2. Motion to investigate, declare and summarize needs; 3. Analyze the training needs; 4. Summarize the training demand opinions and determine the training demand.

(4) Analyze and output the training demand results; 1. Sort out the training demand survey information; 2. Analyze and summarize the training needs; 3. Write training demand analysis report.

Third, how to use the performance gap model to analyze the training needs?

1, problem discovery stage; An indicator of the gap between ideal performance and actual performance is where training is needed to improve.

2. Pre-analysis stage; Pre-analysis and intuitive judgment of problems, and what tools are used to collect data.

3. Demand analysis stage. The task is to find performance gaps, including current performance and future performance.

Four, briefly describe the main contents of the training plan.

(1) Determination of training programs; According to the priority of training, the target group and its scale and its role in the organization, consider designing objectives and courses.

(2) Developing training content; Adhere to the basic principles of "meeting needs, highlighting key points, basing on the present, paying attention to practicality, focusing on the long-term and improving quality"

(3) Design of implementation process; Reasonably arrange the relationship between the training schedule and each learning unit, the order and time of difficulty, and form the training schedule; The training environment is as consistent as possible with the working environment.

(4) Selection of evaluation methods; Evaluate the success or failure of training and evaluate the effect.

(5) Preparation of training resources; Including the preparation and use of people, money, things, time, space and information.

(6) Training expense budget.

Five, briefly describe the steps and methods of making employee training plan.

(a) training needs analysis;

Methods: Demand analysis can use various methods from pure subjective judgment to objective quantitative analysis.

(2) job description;

Methods: The methods of job description include directly observing the actual work of skilled workers and collecting indirect information such as the introduction of skilled workers themselves.

(3) Task analysis;

Methods: One method is to list the actual performance of the staff at work, and then classify them and analyze their technical composition. Another method is to list the psychological activities of staff at work, and then classify and analyze their technical composition.

(4) sorting;

Methods: Sorting depends on the results of checking and analyzing task descriptions. The results of task description can show the relationship between tasks in hierarchy and process, which is the basic basis of sorting. Based on these relationships, and considering other factors (such as cost, logistics, etc. ), the ranking can be completed.

(5) explain the objectives;

Methods: Designers rely on the results of job descriptions to transform and become targets.

(6) Design and test;

Methods: Test.

(7) Formulate training strategies;

Methods: The designer reviewed the results of the previous steps and analyzed the problem environment that must be adapted to. Training strategies should adapt to these conditions, and the best strategy can make the most appropriate collocation between these conditions and corresponding measures.

(eight) design training content;

Methods: The usual method is to determine the nature and type of training content according to the job requirements, then analyze and decompose these contents into details, determine the order of each detail according to the psychological development law of trainees and the relationship between the contents, and then choose appropriate tools and methods to express these details.

(9) experiment.

Methods: The subjects should be selected from the students who participated in the training. The environmental conditions, methods, steps, content forms, equipment and tools of the experiment should be as similar as possible to the real training.

Six, briefly describe the three stages of training course implementation and management.

(1) Preparatory work

1. Confirm and inform the trainees. 2, training logistics preparation. 3. Confirm the training time. 4. Preparation of relevant materials. 5. Identify the ideal trainer.

(2) Training implementation stage

1, work before class. 2. Work at the beginning of training. 3. Maintenance and storage of training equipment. 4. impart knowledge or skills. 5. Review and evaluate what you have learned.

(3) Work after training

1, thanks to the trainer; 2. Make a questionnaire survey; 3. issue a certificate of completion; 4. Clean and inspect the equipment; 5. Training effect evaluation.

Seven, briefly describe the information type and evaluation index of training effect.

Type:

(a) Training timeliness information; (2) Information on whether the training purpose is reasonable; (3) The setting of training content; (four) information on the selection of teaching materials; (5) Teacher selection information; (six) training time selection information; (seven) training site selection information; (eight) information on the selection of training groups; (nine) training form selection information; (ten) training organization and management information.

Evaluation index:

1, cognitive performance; 2. Skill achievement; 3. Emotional achievement; 4. Performance results; 5. Return on investment.

Eight, briefly describe the training effect tracking and monitoring procedures and methods.

(a) tracking and feedback on the training effect before training; (2) Tracking and feedback of training effect during training; 1, the relevance between trainees and training content; 2. The trainees' understanding of the training plan; 3. Training content; 4. Progress and mid-term effect of training; 5. Training environment; 6. Training institutions and trainers. (3) Training effect evaluation; (4) Training efficiency evaluation.

Nine, how to choose training methods according to the purpose of training and the implementation and management of training courses.

(a) Identify areas for training activities;

The fields of enterprise training are sorted and classified, compared with training courses, and appropriate training methods and skills are studied and selected to adapt to the fields set by training objectives.

(2) Applicability analysis of training methods;

Training methods are the means and methods chosen to effectively achieve the training objectives. It must meet the needs of education and training, training courses and training objectives, and its material selection must meet the requirements of training objects.

(3) Optimize the training method according to the training requirements.

Appropriate training methods should be selected according to the company's training purpose, training content and training objectives.

1. Ensure that the selection of training methods should be targeted, that is, specific tasks.

2, to ensure that the training mode and training objectives, curriculum objectives to adapt.

3. Ensure that the selected training method is suitable for the characteristics of the trainees. To share the characteristics of students, we can use three parameters: (1) student composition, (2) job separability and (3) work pressure.

4. Training methods should be adapted to the training culture of the enterprise.

5. The choice of training mode also depends on the resources and reliability of training (equipment, cost, venue, time, etc. ).

First, direct teaching and training method

(1) teaching methods; (2) Special lecture method; (3) Discussion method.

Second, the practical training method

(1) work instruction method; (2) job rotation method; (3) Special task method; (4) Individual guidance method.

Third, participatory training methods.

(1) self-study; (2) Case study method; 1, case study; 2. Event handling methods. (3) brainstorming; (4) Simulation training method; (5) Sensitivity training method; (6) Management training.

Fourthly, attitude-based training methods.

(1) role-playing method; (2) Outward bound training method; 1, field outward bound training; 2. Expand training.

Verb (abbreviation of verb) Training method in the age of science and technology.

(1) online training; (2) Virtual training.

Sixth, other methods. For example, correspondence, spare-time study, reading activities and visits.

X. Briefly describe the contents of training system and the requirements for drafting various training management systems.

Content:

1, the basis for formulating the employee training system in enterprises; 2, the implementation of enterprise staff training purpose or purpose; 3, enterprise staff training system implementation measures; 4. Approve and implement the enterprise training system; 5, enterprise training system provisions of the interpretation and revision authority.

Requirements:

Strategic training system; Training itself should be organized from a strategic perspective, not limited to a certain training project.

(2) The long-term nature of the training system; Training is a kind of human capital investment activity, which is long-term and persistent.

(3) Applicability of the training system. In view of the problems in the training process, ensure that we can act according to the rules in the specific implementation process.

Various systems:

(1) training service system;

Including training service terms and agreement terms.

Training service terms

1 Employees shall apply to the training management department or department manager according to their personal and organizational needs before formal training.

2. Procedures for signing a training service agreement after the training application is passed.

3. You can only participate in the training after signing the training service agreement.

articles of agreement

1. Applicants participating in the training

2, to participate in the training project and purpose

3. Time, place, cost and form of training.

4, after attending the training to achieve the level of technology or ability

5, after attending the training in the enterprise service time and position.

6. Compensation for breach of contract after training.

7. Department manager's opinion

8. Effective legal signature between participants and training approvers.

(2) induction training system;

1, the significance and purpose of training; 2. Definition of participants; 3, special circumstances can not participate in the training to solve.

4. Main responsibilities of induction training (department manager or training organizer) 5. Basic requirements and standards of induction training (content, time and assessment)

6, the method of induction training

(3) Training incentive system;

1, improve the post qualification requirements

2, fair and objective performance appraisal standards

3. Fair Promotion Ordinance

4. Distribution principle of ability and performance orientation.

(4) Training and assessment system;

1, the appraised object hits the nail on the head; 2. Implementation organization of evaluation; 3. Distinguish evaluation criteria; 4. Main evaluation methods

5. Evaluation criteria; 6. Confirmation of evaluation results. Filing of evaluation results. Use of evaluation results

(5) Training reward and punishment system;

1, the purpose of system formulation; 2. Organization and procedures of system implementation; 3. Description of reward and punishment objects; 4, reward and punishment standards; 5. The implementation method of rewards and punishments

(6) Training risk management system.

1. Enterprises establish relatively stable labor relations with employees according to the labor law.

2. According to the specific training activities, consider signing a training contract with the trainees to clarify the rights and obligations of both parties and the liability for breach of contract.

3. Before the training, the enterprise shall sign a training contract with the trainees, specifying the expenses borne by the enterprise and the trainees respectively and the service period of the trainees. Confidentiality agreement and compensation for breach of contract and other related matters.

According to the principle of "benefit acquisition", who will benefit from the investment? The input is directly proportional to the benefit, and the allocation and compensation of training costs are considered.