1, training demand analysis

(1) Aim at the gap between the existing skill level and the ideal state of employees.

⑵ Methods Evaluate the existing achievements and estimate the gap with the ideal level.

2. Statement of work

(1) Objective To collect data about new jobs and current job requirements.

⑵ Methods Observe and consult relevant reports and documents.

3. Task analysis

(1) Define the training requirements of the post and predict the potential difficulties of training.

⑵ Methods The training involved was classified and analyzed.

4, training content sorting

(1) The goal is to arrange the learning contents or topics in order.

⑵ The method defines the state of each learning content or topic, and sorts it accordingly.

5. Describe the training objectives

(1) Target Preparation Target Manual

(2) Methods, task descriptions and related abstracts, and the description text has been scrutinized, polished and processed.

6. Design training content

(1) Objective To establish specific training items and contents according to the training objectives.

⑵ Methods Hire experts or choose training courses with the help of intermediaries.

7. Design training methods

(1) Objective Select the training method according to the content of the training program.

⑵ Methods Specific countermeasures were put forward by summing up experience, group discussion and expert consultation.

8. Design evaluation criteria

(1) Target selection evaluation tools, and clear evaluation indicators and standards.

⑵ Methods The evaluation tools, indicators and standards were preliminarily evaluated through simulation experiments or by hiring experts.

9. Experimental verification

(1) Evaluate the training plan, find its advantages and disadvantages, and make improvements.

⑵ Methods Solicit opinions from all sides or make experimental diagnosis, find out the problems and modify them.