1. Conduct training demand analysis.
According to the different training contents, different training items can be divided into different training types, which is more conducive to the unified arrangement and management of training and saves enterprise resources. Internal training for teachers in the company, internal training for teachers outside the company, and participation in public training organized by external enterprises.
The best starting point for making a training plan is to confirm how much budget the company will allocate for training and human development. It is meaningless to make any comprehensive training plan without knowing whether there is enough financial support. Usually, the training budget is decided by the decision-making level of the company, but HR should show the "proposal" of training investment to the decision-making level to explain why the company spends money on training and what the company will get in return.
2. Job description.
According to the responsibilities (key responsibilities), key achievement areas (KRA), required skills (skill requirements) and performance of each position, interview with the training and development committees of various functional departments to confirm the training needs of each position at all stages during its on-the-job period (3 months, 12 months, 24 months), and set the basis for the definition of personal training needs working in the company (responsibilities of each position)
The design of on-the-job training courses should also consider the management system or specific customer requirements. According to the training needs, the education and training functional committees of vocational schools design and develop training courses, determine the content of training courses and train internal lecturers.
3. Task analysis.
Based on the functional training needs of employees, the supervisor of the employer sets a personal training development plan for employees according to their personal ability characteristics and performance, and generates a personal training schedule for employees, including courses that individuals should attend, training methods (compulsory/compulsory/elective/exemption) and course expiration time (novice, 3 months, 12 months, 24 months, etc. ). The training budget of companies may vary greatly in different industries, but usually the training budget of foreign-funded enterprises is 1%~65438+ 0.5% of the turnover.
What HR needs to manage is that the training budget is effectively used and brings benefits to the company. According to the training needs, list all kinds of training courses used to match the training needs. This may be a long list, including the personalized training needs of a few employees (even a single individual), and of course, the personalized training needs that many people want to participate in.