Before making the training plan, we must fully analyze the needs of the training strategy layer. Training planning must be closely combined with enterprise strategy, and the training development of enterprises in a certain period should be planned from the perspective of human resources planning and development strategy of enterprises. Its essence is also planning, such as two-year planning and annual planning of training development. Training planning can often be considered once every two years, but it needs to be revised and adjusted every year. After adjustment, it will naturally be used as the annual training plan.

The basic task of training planning is to transform the first-level strategy (from human resources strategy), set annual training objectives, and set the second-level strategy (operation strategy, performance management strategy, etc.). ). Among them, the training objectives are achieved through annual demand survey, quality evaluation of human resources department and human resources development strategy, including content objectives (expressed by curriculum system), performance objectives (such as coverage), organizational objectives (such as team building) and cost objectives (per capita expenses). Here, the questions answered in the training plan are often related to the development of enterprises, such as the establishment of training centers, training colleges or training universities. Whether to introduce experienced and practical foreign training enterprises? Do you want to expand the function of the training center horizontally? How to plan the curriculum system? What courses are required for each job category? What should be the overall task of the company's annual curriculum development (the training plan should put forward requirements or directional guidance for the annual plan)? To answer these questions, we must make full investigation and study. The topics of demand research include: enterprise training organization reform, enterprise training model evolution, system planning blueprint, training coverage and so on. This level of analysis mainly reflects organizational analysis, which is closely related to the strategic development goals of the organization, and the information source mainly comes from top managers.

There are several kinds of research methods of demand survey: one is data research, last year's training strategy review and work summary, this year's new demand survey of human strategy, and the effectiveness evaluation of training organization. The second category is subjective evaluation, interviewing executives and collecting employees' subjective opinions. The third category is comparative method, and horizontal comparison is like the training experience or strategic reference of industry and internationally renowned companies; The fourth category is tracking method, which closely tracks the latest development trend of training (for example, for the chain industry, 20 15 internal training of an enterprise is the training of a store profit system). Demand research based on training planning is generally undertaken by the company's training committee, with the training department taking the lead and all other departments participating. Among them, we must pay full attention to the qualification experience and technology of lecturers from high level, the same industry and training institutions.

Then: annual training demand analysis.

The annual training plan is to formulate the operation plan combination according to the strategy in the annual training plan. This operation plan combination includes training institution construction, project operation plan, resource management plan, annual budget, mechanism construction, etc. It answers basic questions such as what to do, how to do it, how much resources are needed, and what benefits will be obtained. To answer these questions, it is necessary to conduct scientific demand investigation and analysis on the following topics: the organizational construction plan includes departmental structure adjustment, staffing, assessment management system and so on. The resource management scheme includes lecturer management, course resource management and expense management. Of course, the project operation plan includes the combination of various training projects and the decomposition or refinement of the course sub-direction; The annual budget should be subdivided and presented; Mechanism construction actually belongs to the policy rules in the operation plan to ensure the implementation quality of the annual plan.

In addition, how to organize the curriculum resources after the curriculum system is planned? Who will develop it? What is the process? What mechanism is needed to ensure it? What are the relevant systems or regulations? Similar problems in resource management must also be interviewed, summarized and analyzed, and improvement plans should be put forward.

The research and analysis methods of annual training demand mainly include: first, analysis method, problem analysis (finally solved to employees) and performance analysis; The second category is empirical method, which is the project demand over the years; Three kinds of supervisor's opinion induction, employee interview, intention survey, etc. The problem analysis here should be based on the analysis of relative problems under the requirements of development goals and absolute problems under the existing requirements, including organizational problems and employee problems. We hope to analyze employees' own problems through analysis, and only in this way can we solve them through training. We can't solve similar problems through training.

This level of demand analysis is related to the annual work plan of the company and various functional departments, and the information source is mainly middle and senior managers, mainly middle managers.

Secondly, the demand survey of training projects.

The purpose of training project demand survey is to successfully complete the training project planning task. On the basis of comprehensive and objective analysis of training needs, the latter systematically sets training time, training place, trainers, training objects, training methods and training contents. At the same time, it also answered the basic questions such as how much money is needed, the specific operation process, and matters needing attention. Here is the research of training content first.

Projects are generally set according to the annual project plan, and the project objectives and corresponding curriculum combinations can be clearly put forward for students. This kind of curriculum combination often needs detailed research before the project is determined, and the training objectives are generally quantitative and clear, and each course will also have a preliminary positioning. For any project, the needs of its curriculum combination must be investigated and studied in a targeted manner, which cannot be completed in advance or expected in the annual plan. There are three kinds of training projects: one is task-based, such as mobilization training for the construction of management standardization system; The second category is object-oriented, such as product manager training; The third category focuses on content, such as business etiquette training.

There are generally the following methods to analyze the needs of training projects: one is task analysis, which analyzes the enterprise activities served by training to see which links and types of employees need training and what to train; The second method is employee post evaluation, which is determined by combining job description, personal performance, personal career planning, personal quality evaluation and personal supervisor's wishes. The third category is induction, which summarizes the problems of the whole company and then sets up special courses or training programs.