(A) grasp the real demand and can describe the source of demand
Grasping the real demand is to know the most needed training demand for each department's current work, not the most popular courses and what the most famous lecturers are. Many enterprises are prone to make a mistake, that is, when conducting a training demand survey, starting from the training provider, not from the company's business, rather than considering what training employees need in their jobs, but starting from the courses listed in the letters and letter introductions of some training institutions, and rearranging these courses into the content of the demand survey.
It is easy to mislead unfamiliar department leaders who are good at training, thinking that training is to listen to teachers with good reputation. No matter what teachers say, as long as they are famous teachers and well-known training institutions, they are the best choice. Therefore, they regard well-known teachers and well-known institutions as the sources of training needs and make training plans for their departments.
In fact, the demand for training comes from performance. This is the only source of training. All training activities are to help employees improve their performance, and to help employees keep pace with the enterprise and unify their goals.
Therefore, only the training demand based on employee performance is the most real demand, and it is also the most needed by enterprises. From this point of view, when designing the training demand questionnaire, the human resources department should design a structured training demand questionnaire according to the performance of employees. We will elaborate on this problem later.
(b) The annual training objectives should be clear.
The so-called training goal is actually very simple and clear, which is to help employees improve their performance. On the basis of this big goal, we can determine the targeted training objectives according to the job responsibilities of employees and the performance appraisal of the last performance cycle. For example, in the last performance cycle, there were weak links in the employee's work plan, the work lacked planning, or the plan was unreasonable. We can design a course on how to do a good job in planning management. The training objectives are: master the theory of plan management, learn to make plans, and learn to check plans.
(c) Prepare high-quality annual training plans.
In order to make the annual training plan more effective, the human resources department should prepare a high-quality annual training plan, mainly considering the following aspects:
1. Training demand survey
2. Formulation of annual training plan
3. Organize the annual training plan
4. Training summary
5. Training effect evaluation
Two, the five steps of making the annual training plan
(a) Identify needs
1. The training plan is made according to the demand. Training needs include two levels:
(1) Requirements for employees in the annual work plan;
(2) the promotion that employees need to make to achieve their work goals.
Through the analysis of the above two levels, the company's annual training needs are obtained.
In fact, the training demand is closely related to the performance of employees, so when designing the structured table of employee training, it should be combined with the performance of employees.
2. You can design the following dimensions:
① knowledge
② skills
③ Attitude
In the past performance cycle, what are the gaps between the knowledge, skills and attitudes of employees and the requirements of the company? Identify these differences as employee improvement plans and include them in the training demand plan.
(b) Selecting requirements
After each department submits the training requirements, the Human Resources Department shall organize to summarize the training requirements, and then compare them with the company's annual objectives and tasks, find out the matching parts, summarize and sort them out, and form a training requirements summary table. The person in charge of training should choose the classification standard, classify the training needs and determine the training theme on the basis of classification. It can be classified according to the content of training, such as finance, human resource management, marketing, execution, management and strategy. It can also be divided according to the training objects, such as pre-job training for new employees, training for ordinary employees, training for middle managers, training for senior managers and so on.
(3) Implementing the curriculum
According to the determined training needs, select the appropriate courses, and list the training objectives, curriculum outline, training hours and implementation time. When designing training courses, we should pay attention to the logical relationship between courses and achieve gradual progress. In the choice of training methods, we should also choose the most suitable method according to different participants.
1. The training method is as follows:
(1) Choose internal training or going out to attend an open class;
(2) through the combination of centralized discussion and self-study.
(3) The department manager is responsible for providing learning and management opportunities for subordinates.
2. Training personnel level
(1) training for middle managers
The training of middle managers focuses on the cultivation of managers' ability. Through training, the individual potential of managers and employees can be stimulated, team vitality, cohesion and creativity can be enhanced, so that middle managers can deepen their understanding of modern enterprise management, understand the internal and external situation of enterprises, establish a long-term development vision and improve their planning and execution capabilities.
(2) Pre-job training for new employees
① First-level training
Pre-job training for new employees is mainly aimed at college graduates and social recruiters newly accepted by the company, and the content is company-level training;
② Secondary training
New employees are assigned to their respective units for secondary training.
③ Three-level training
New employees are assigned to their departments or production workshops for three-level training.
For the training of new employees, the combination of classroom learning and outdoor experiential training is adopted, so that new employees can gradually understand the company, deepen their understanding of the company's corporate culture and gain new feelings and motivation.
In addition, it is necessary to implement lecturer resources, whether to invite professional lecturers from outside or trainers from inside the enterprise? Or do you want to save money by buying a lecturer's CD to play in the enterprise? These are all things that the training supervisor should consider.
(4) Formulating the budget
According to the determined training courses, combined with the market situation, formulate the training budget. The training budget should be approved by the corresponding leaders. When making the training budget, many factors should be considered, such as the company's performance development, the total training cost of the previous year, the per capita training cost and so on. On the basis of last year, according to the progress of training work, the training budget will be increased or decreased in proportion.
When preparing the training budget, we should communicate with the financial department on the subject. General training expenses include:
1. Instructor fees
2. Teaching material fee
3. Travel expenses
4. Site fee
5. Equipment cost
6. Tea and food expenses, etc.
A training course should fully consider these costs and make a rough budget. After the budget is obtained, 10-20% can be increased on the basis of the total amount, leaving some flexibility.
(five) the preparation of training plans
Prepare the annual training plan on the basis of the above work, and do a good job in the examination and approval and management of the annual training plan.
1. Approval of annual training plan
The annual training plan shall be examined and approved by the general manager's office meeting (or board of directors). As part of the annual plan, the approved annual training plan can be incorporated into the work plan of the next year and implemented.
First, the preliminary training plan will be reviewed internally. The person in charge and supervisor of the human resources department will analyze and discuss the enforceability of the annual training plan, find out the existing problems, make improvements, determine the final version, and submit it to the general manager's office meeting (or board of directors) of the highest decision-making body for training for approval. The top management of the company should make a long-term plan for employee training from the perspective of the company's long-term development and write it into the company's annual plan.
2. Management of annual training plan
There are also many risks in training, such as the risk of losing employees who are studying abroad, the risk of increasing the difficulty of keeping professional and technical secrets, and the risk of cultivating competitors. Faced with all kinds of risks, enterprises should take effective preventive measures as far as possible to reduce training risks. The preventive measures of enterprises mainly include the following aspects:
(1) Establish the relationship between labor and training according to law;
(2) Establish an effective incentive mechanism;
(3) Encourage self-study and strengthen on-the-job training;
(4) Improve the training system and improve the quality of training;
(5) Use legal means to protect the company's patented technology, etc.
3. Establish a project management team
(1) Determine the members of the project team. After the personnel are determined to be in place, each person shall perform his duties, clarify his work content and responsibilities in the project team, notify the project team members in time, and report to the vice president in charge at the same time.
(2) Make the plan of the project team, and the project team members will participate in the whole process until the plan is completed and approved.
(3) The project team leader should control the actual progress of the training project so that it can complete the task on schedule within the budget target.
Step 4 prepare various forms
Training course consultation questionnaire
In order to make the course meet the needs of the department business and employees, the human resources department should prepare the training course consultation questionnaire in advance and distribute it to the secondary and tertiary institutions to achieve accurate training.
Course sign-in form
Make the first record of course training tracking.
Prepare a specific training plan.
Supporting employees' career development is an important aspect of motivating employees. At the same time of enterprise development, the company should give employees opportunities to improve their personal skills, get training and development, and have room to display their talents and expertise as well as personal promotion and development.
The training plan should be based on the principle of being conducive to the realization of the company's overall goals, competitiveness, profitability and improvement of profitability, and take employees as the center to effectively improve employees' attitudes, knowledge, skills and behavior patterns. A good plan is half the battle. When the training plan provides help for enterprise operation and business development and improves the overall performance of managers, training will play the greatest role.