Training program

Development of training plans

Development of training plans: long-term plans

Establish training objectives--through the investigation and analysis of training needs, the general needs of training will be transformed into the overall objectives of corporate training , such as the various production and management objectives achieved through training and improve the management level of enterprises. By summarizing the training plan of the previous year and analyzing the special needs of the training , it is possible to establish a special goal that needs to be improved through training and become a key project of this year's training .

Studying the development of the company--The Corporate Training Department will work with relevant key management personnel to study the production marketing plan of the enterprise to determine how to complete the annual production and operation indicators of the enterprise through training . The achievement of a production and operation goal often depends on whether one or several employees complete the task correctly; and the correct completion of the task depends on whether the employee has the knowledge, skills and attitudes required to complete the task. Determine which areas to train by examining each business goal. The Enterprise Training Department will also work with relevant personnel to study the production and operation status of the enterprise, find the deficiencies that need to be improved, and seek out what kind of training can improve the status quo and achieve the special goal of training .

Classification according to the objectives of the training --The training around the production and operation objectives of the enterprise should be included in the business training program; the training activities around improving the management level of the enterprise should be included in the management training program. Therefore, the training program is developed to target the training objectives and specifically design the process of the various training activities. Business training activities of enterprises can be divided into quality training, language training and specialized business training. The management training activities of enterprises are mainly the training of managers above the team leader, including systematic supervision and management training and training of trainers.

Deciding the training course--The course is the theme of the training . The staff who are required to participate in the training will be mastered and applied to the content of the training project after research and discussion on certain topics. In the annual training program, the courses of various training activities should be arranged, mainly to list the details of the training activities, usually including: training subjects, training time, training locations, training methods, etc. Note that the scope of the training course should not be too large, so as to avoid excessive overlap between the training courses of each project; but the scope should not be too narrow, so as not to be able to truly understand the academic skills of the project, it should be mainly necessary to be familiar with the training program. Courses are limited. After the training course is decided, each course material should be selected. The textbook should include the following parts: a brief description of the purpose of the training materials; a chart showing the textbooks; a description of the method of expressing the content of the textbooks; and the preparation of textbooks in the following order: textbook title, textbook outline and Time plan, main content and implementation methods and methods, discussion questions and review methods and materials used.

Training budget planning - The training budget is an estimate of the total cost of each training program and management training program when the Enterprise Training Department develops an annual training plan. The budget is estimated based on the cost of the funds, equipment and equipment required for the various training activities in the programme, as well as the cost of teaching materials, teaching aids, outings and professional activities.

Development of training plans: short-term plans

The short-term plan is a specific plan for each different subject, content training activity or course. The steps to develop a detailed plan for the training activities are as follows:

1. Establish training objectives - clarify the effectiveness of the trainees after the completion of the training program.

2. Designing the outline and duration of the training program - providing basic structure and time-scheduled arrangements for the training program.

3. Drafting the training curriculum--providing the trainee with a specific schedule and implementing the detailed schedule, that is, the number of training weeks and the number of days in time.

4. Design learning format--providing an effective way for trainees to complete the entire study plan, using different forms of study such as observation, internship, meeting, report, homework, and test at different stages of learning.

5. Formulate control measures--Use the control methods such as registration, regular report, and mobile inspection to supervise the progress of the training program.

6. Decide on the evaluation method--based on the evaluation of the performance of the trainees and the propositional assignments, written tests, training reports of trainees and other aspects to comprehensively evaluate the training effect of the trainees.

With the beginning of the new year, the preparation and planning of each unit's work on human resources will be launched one after another. One of the most important ones is the annual training program. Annual training programs should generally be considered in four main areas: the definition and validation of training needs, the design of annual training programs, aided data procurement plans, and budget control. After the year-round training project is fully planned, the training can be implemented.

The most basic content of the training program is: Why do you want to train ? Who receives training ? What to train ? Who implements training ? How to train ? How much resources? These problems have been clarified, and the success of the training has been tangible.

The first is “why to train ”, which is to determine the goals to be achieved in the training . The role of the training objectives is as follows:

1. It can be combined with the needs of trainees, managers, etc.: The needs of the above two aspects are always different, but the training objectives must be properly matched to achieve the overall satisfactory results;

2. Management needs: use training to improve management, increase sales and profits;

3, the needs of trainees: the use of training to obtain the following benefits, such as superior feeling, more wage income, higher job skills, greater job satisfaction, strong confidence, promotion opportunities and so on. Regarding the goal setting, one thing to pay special attention to is to coordinate the goals that the training needs to achieve with the corporate goals. The training objectives must be subject to the corporate goals. This is theoretically unquestionable, but in practice it is often Forgotten.

In addition, training objectives are used to guide the development of training policies and their programs. There are often many options for implementing training activities. The choice is based on the size of the activity's contribution to the training objectives and then making decisions that are the right approach.

Generally speaking, in the current internal training of enterprises, the determination of training objects is often easier and clear. It is more difficult to determine the content of training . We will discuss the topic next week.

The annual training plan also stipulates the tasks that must be completed by the person conducting the training . The training objective is to stipulate the tasks that the moderator must complete in order to serve as his guide. Just grasping the training process is not enough, and often leads to deviations from the original intention.

The last part is the determination of the training budget. Domestic companies have many wrong practices, and we will also make a special discussion.

Once the annual training program is fully completed, the next step is to report to the leader for approval and then begin implementation.

In general, the annual training program is not very difficult to create. As long as the scientific methods and processes are followed, an effective and satisfactory plan can be successfully completed and will provide a solid foundation for the successful implementation in the future. .