Enterprise training is generally divided into "level training", "professional training" and "special training".

"Grade training" is mainly divided from the post series of employees, generally including "managers" (divided into high-level, middle-level and grassroots), ordinary employees and new employees;

"Professional training" is mainly divided according to the functions or functional characteristics of enterprises, such as production, technology, quality, sales, market, finance and personnel.

"Special training" is mainly set according to the specific tasks to be completed by the enterprise, such as the training of reserve cadres considering the successor plan, the training of trainers to tap internal training resources and so on. Specific training should be carried out according to the specific situation of the enterprise.

Enterprises should combine the strategic planning of enterprises and some major problems to be solved, and conduct demand surveys according to each of the above categories or objects to determine the training content, courses, number of people and training time. Under normal circumstances, enterprises will formulate annual training plans and conduct targeted training.

So, how to make an annual training plan?

First, we need to budget the expenses. The main consideration indicators of training cost budget are: lecture fee, classroom fee, teaching material fee, curriculum design fee, etc. Of course, the training budget should be determined according to the different sources of trainers. If the trainer is an internal employee, there is no need to consider the cost; If training courses (such as management courses, professional courses, etc. Whether it is overseas training or in-house training of professional companies, the budget should be based on the local market price.

Secondly, the annual expenses are shared in proportion. Every enterprise generally has a certain amount of training expenses (according to the relevant national regulations, the education expenses account for 1% of the total wages), and the training planner should allocate the annual expenses according to the enterprise planning, various training needs and the importance of the problems. This not only meets the training necessary for the long-term development strategic planning of enterprises, but also highlights the current training focus. For example, what was mainly solved in that year was the training of middle managers in grade training and the improvement of the ability of marketers in professional training, so the corresponding expenses will be tilted, and the key points will be highlighted in the annual expense rate.

Therefore, according to the training focus, training objectives, annual training focus, number of trainees, per capita training time (can be divided into management training time, general staff training time, professional training time, etc. ), total training time (per capita training time × number of trainees), per capita training fee (number of trainees/total training fee), cost budget, etc. Enterprises can make training plans at all levels.