A training needs analysis
Training needs analysis needs to be carried out from the enterprise, work, personal three aspects. First of all, to carry out enterprise analysis, to determine the scope of the training needs of the enterprise to ensure that the training program in line with the overall objectives and strategic requirements of the enterprise. Second, a job analysis should be conducted to analyze the knowledge and skills that employees must master to achieve ideal job performance. Again, a personal analysis is conducted to compare the employee's current level with the expected future requirements for the employee's skills to see if there is a gap between the two. When competencies do not meet the needs of the job, training is required.
Second, the analysis of the components of the training program
The training program is the training objectives, training content, training instructors, training objects, training date and time, training venues and equipment, as well as the organic combination of training methods. On the basis of training needs analysis, the training program components to be specifically analyzed.
(A) the determination of training objectives
The determination of training objectives will provide a clear direction to the training program. With the training objectives, in order to determine the training object, content, time, teachers, methods and other specifics, and after the training to assess the effectiveness of the target against this. Determine the overall training objectives, and then refine the training objectives, it becomes the specific objectives of each level. The more specific the goal the more operable, the more conducive to the realization of the overall goal.
(B) the choice of training content
Generally speaking, the training content includes three levels, namely, knowledge training, skills training and quality training.
Knowledge training is the first level in corporate training. Employees may gain knowledge by listening to a lecture or reading a book. Knowledge training facilitates the understanding of concepts and enhances the ability to adapt to new environments. Skills training is the second level in corporate training. Recruitment of new employees, the use of new equipment, the introduction of new technologies, etc. require skills training, because the abstract knowledge training can not immediately adapt to the specific operation. Quality training is the highest level of enterprise training. High-quality employees even in the short term lack of knowledge and skills, but also for the realization of the goal of effective and active learning.
Exactly which level of training content to choose is determined by the specific circumstances of different trainees. Generally speaking,
Managers favor knowledge training and quality training, and general staff favor knowledge training and skills training.
(C) the determination of training instructors
Training resources can be divided into internal resources and external resources. Internal resources include business leaders, employees with special knowledge and skills, external resources are professional trainers, public seminars or academic lectures. External and internal resources have their own advantages and disadvantages, and should be based on training needs analysis and training content to determine.
(D) Determination of the training object
Based on the training needs, training content, you can determine the training object. Pre-employment training is to introduce new employees to the rules and regulations of the enterprise, corporate culture, job responsibilities and other content, so that they can quickly adapt to the environment. For employees who are about to change jobs or who can't adapt to their current positions, on-the-job training or off-the-job training can be conducted.
(E) the choice of training date
Usually, there is a need for training in one of the following four cases: new employees to join the company, employees are about to be promoted or job rotation, the change in the environment requires continuous training of the old staff to meet the needs of development.
(F) the choice of training methods
Corporate training methods are many kinds of methods, such as lecture, demonstration, case study, discussion, audio-visual method, role-playing method. Various training methods have their own advantages and disadvantages. In order to improve the quality of training, to achieve the purpose of training, often need to cooperate with a variety of methods and flexible use.
(VII) the choice of training venues and equipment
The training venues are classrooms, conference rooms, work sites and so on. If the content of skills training, the most appropriate place for the work site, because the specificity of the training content, many work equipment can not get into the classroom or conference room. Training equipments include teaching materials, models, slide projectors, etc. Different training content and training methods ultimately determine the training site and equipment.
In short, employee training is an organic combination of training objectives, training content, training instructors, training targets, training dates, training methods and training venues and equipment. Enterprises should be combined with the actual development of a systematic training program guided by the training objectives.
Three, the assessment and improvement of training programs
From the beginning of the training needs analysis to the final development of a systematic training program, does not mean that the design of the training program has been completed, but also need to be constantly measured, modified. Only continuous evaluation, modification, in order to make the training program gradually improved.
The evaluation of the training program should be examined from three perspectives: First, from the perspective of the training program itself to examine the various components of the program to see whether the program is reasonable, whether the elements before and after the harmonization; to see whether the training is interested in the training of the training of the target audience to meet the needs of the target audience; to see the training of this program to teach the training, the information can be absorbed by the training of the target audience. Second, from the perspective of the training object to examine, to see the training object before and after the training behavioral changes with the expected consistency, if not, to find out the reasons, the right remedy. Third, from the perspective of the actual effect of training to examine, that is, to analyze the cost-benefit ratio of training. The cost of training includes the cost of training needs analysis, the cost of designing the training program, the cost of implementing the training program, etc. If the cost is higher than the benefit, it means that the training is more costly than the benefit. If the cost is higher than the benefit, it means that this program is not feasible, we should find out why, and design a better program