How to write the training plan?

The formulation of training plan is a systematic project.

First, the training needs 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.

Second, the elements of the training plan analysis

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.

(A) the determination of training objectives

Determining the training objectives will provide a clear direction for the training plan. With the training goal, we can determine the specific content such as training object, content, time, teachers and methods, and evaluate the effect against this goal after training. After the overall training goal is determined, the training goal will be refined and become the specific goal at all levels. The more specific the goal, the stronger the maneuverability, and 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, skill training and quality training.

Knowledge training is the first level of enterprise training. Employees can acquire corresponding knowledge by listening to lectures or reading books. Knowledge training is conducive to understanding concepts and enhancing adaptability to the new environment. Skills training is the second level in enterprise training. Recruiting new employees, adopting new equipment and introducing new technologies all require skills training, because abstract knowledge training cannot adapt to specific operations immediately. Quality training is the highest level of enterprise training. High-quality employees will learn effectively and actively to achieve their goals even if they lack knowledge and skills in a short time.

What level of training content to choose is determined by the specific situation of different students. Generally speaking,

Managers prefer knowledge training and quality training, while general employees prefer knowledge training and skill training.

(3) Determination of training instructors

Training resources can be divided into internal resources and external resources. Internal resources include enterprise leaders and employees with special knowledge and skills, while external resources refer to professional trainers, public seminars or academic lectures. External resources and internal resources have their own advantages and disadvantages, which should be determined according to the training demand analysis and training content.

(4) Determination of training objectives

According to the training needs and training content, determine the training objectives. Pre-job training is to introduce new employees to corporate rules and regulations, corporate culture, job responsibilities and other content, so that they can quickly adapt to the environment. On-the-job training or off-the-job training can be provided for employees who are about to change jobs or can't adapt to their current positions.

(v) Selection of training dates

Usually, there are four situations that require training: new employees join the enterprise, employees are about to be promoted or rotated, and changes in the environment require constant training of old employees to meet the needs of development.

(vi) Selection of training methods

There are many methods of enterprise training, such as lectures, demonstrations, case studies, discussions, audio-visual and role-playing. Various training methods have their own advantages and disadvantages. In order to improve the quality of training and achieve the purpose of training, it is often necessary to combine various methods and use them flexibly.

(seven) the choice of training places and equipment

Training places include classrooms, conference rooms and workplaces. If skills training is the content, the most suitable place is the job site. Due to the particularity of the training content, many work equipment can not be put into the classroom or conference room. Training equipment includes teaching materials, models, slide projectors, etc. Different training contents and methods ultimately determine the training places and equipment.

In a word, employee training is an organic combination of training objectives, training contents, trainers, trainees, training dates, training methods, training places and equipment. Enterprises should make a systematic training plan based on the actual situation and training objectives.

Third, the evaluation and improvement of training programs.

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 examined from three angles: first, from the perspective of the training plan itself, whether the various components of the plan are 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, this scheme is not feasible. We should find out the reasons and design a better scheme.