The analysis of the components mainly includes: training objectives, selection of training contents, who is responsible for training (knowledge training, skills training and quality training), determination of training targets, selection date, training methods, places and equipment;

Staff training plan is an organic combination of training objectives, training contents, training lecturers, training targets, training date and time, training places and equipment, and training methods.

How to design a training plan

Step 1: Training demand analysis

Training demand analysis needs to be carried out from three aspects: enterprise, work and individual. First of all, it is necessary to analyze the enterprise, determine the training needs within the enterprise, and ensure that the training plan meets the overall objectives and strategic requirements of the enterprise. Secondly, it is necessary to carry out job analysis and analyze the knowledge and skills that employees must master in order to achieve ideal job performance. Thirdly, it is necessary to do personal analysis and compare the existing level of employees with the expected future requirements for employees' skills to see if there is a gap between them. When the ability can not meet the needs of the work, it is necessary to carry out training.

Step 2: Analyze the components of the training plan.

The training program is an organic combination of training objectives, training contents, training teachers, training targets, training date and time, training places and equipment and training methods. On the basis of training demand analysis, it is necessary to make a concrete analysis of each component of the training plan.

Step 3: Evaluate and improve the training plan.

From the beginning of training demand analysis to the final formulation of a systematic training plan, it does not mean that the design of the training plan has been completed and needs constant evaluation and revision. Only through continuous evaluation and revision can the training plan be gradually improved.

The evaluation of the training plan should be checked from three angles:

First, from the perspective of the training program itself, see whether each component of the program is reasonable and consistent; See if the trainees are interested in this training and meet the needs of the trainees; See if the information taught can be absorbed by the trainees through the training of this program.

Second, from the perspective of the cultivated object, see whether the behavior changes of the cultivated object before and after training are consistent with expectations, and if not, find out the reasons and prescribe the right medicine.

Third, from the actual effect of training, that is, analyzing the cost-benefit ratio of training. Training cost includes training demand analysis cost, training scheme design cost and training scheme implementation cost. If the cost is higher than the income, it means that this scheme is not feasible. We should find out the reasons and design a better scheme.