For enterprises, training is essentially a systematic intellectual investment, and its functions are mainly reflected in: training is conducive to improving the overall quality of employees and promoting the long-term development of enterprises; Training helps enterprises to enhance their adaptability to the external environment; Training can improve the ability of enterprise's own reform and innovation; Training is an important means for enterprises to attract, train and retain talents. So how to write the employee training plan? Let's study together!

First, the misunderstanding of enterprise training

The lack of scientific and detailed analysis of the training needs of enterprise employees makes the training work of enterprises very blind and arbitrary. For the formulation of training needs, some companies put forward training needs entirely by employees themselves, and the company's personnel department simply responded; Some companies only make their own training plans by experience or imitating competitors in the same industry, or according to the plan of the previous year, instead of making training plans according to the actual situation; In some companies, training is entirely decided by the company leaders. In short, the company has not carefully designed the employee training system in combination with the company's strategic development goals, market development needs and employee career design. There is no detailed and in-depth demand analysis before training, so that the training of some enterprises has become a fire-fighting, emergency, irregular and accidental work, and the training objectives are not clear enough. Many enterprises only arrange training temporarily when there are big problems in company management and poor business performance, which only meets short-term needs and immediate interests and lacks foresight.

Second, how to design employee training programs?

(a) training needs analysis

As the main body of market competition, enterprises must be rational and look at everything from the perspective of economic man. The cost of training activities is not low in terms of cost, time and energy, and training is risky. Therefore, before training, we should analyze the needs, make a training plan according to the needs, be targeted, and not just train for training.

Training demand analysis should be carried out from the perspectives of organization, work and individual.

First, carry out organizational analysis. Organizational analysis refers to determining the training needs within the organization to ensure that the training plan meets the overall objectives and strategic requirements of the organization. According to the operation plan and long-term plan of the organization, we can predict the possible changes in the technology and organizational structure of the organization in the future, understand the capabilities of existing employees and infer what knowledge and skills are needed in the future, so as to estimate which employees need training in which fields and the time required for such training to be truly effective, and thus infer the length of training lead time.

Secondly, carry out job analysis. The purpose of job analysis is to understand the detailed contents and standards of work related to performance issues, and the knowledge and skills that should be possessed to complete the work. The result of job analysis is also an important source of information for designing and compiling related training courses in the future. Job analysis requires the active participation of experienced employees to provide complete job information and data. Specifically, it refers to the skills and abilities that employees must master in order to achieve ideal job performance.

Finally, do a personal analysis. Personal analysis is to compare the current level of employees with the expected future requirements for employees' skills and find out whether there is a gap between them. From the perspective of personnel, it is to examine whether employees meet these requirements and what level their ability, quality and skills have reached, so as to determine the training needs. In addition, the analysis of personnel's ability, quality and skills is not only to meet the needs of current work, but also to meet the needs of the organization's future development. One of the purposes of training is to bring human potential into play. Through training, the organization's human resources system can be reasonably utilized and brought into play.

(B) the formulation of training plans

Training plan is an organic combination of training objectives, training contents, training teachers and training methods.

1, culture target

Setting training objectives will provide a clear direction and framework for the training plan. With the goal, we can determine the training object, content, time, teachers, methods and other specific content, and after the training, we can evaluate the effect against this goal. The overall goal of training is macroscopic and abstract, which needs to be refined at different levels to make it concrete and operable. To achieve the training goal, employees are required to master some knowledge and skills through training, that is, what do you want employees to know after training? What do you want employees to do after training? What changes do you want employees to make after passing the training? Determine the training objectives, refine and clarify the training objectives, and then turn them into specific objectives at all levels. The more specific the goal, the more operable it is, and the more conducive it is to the realization of the overall goal.

2. Training content

After defining the purpose of training and the expected learning effect, it is necessary to determine the teaching information that the training should contain. Although the specific training content varies widely, in general, the training content includes three levels, namely knowledge training, skill training and quality training. According to the characteristics of each training content level and the analysis of training needs, which level of training content is selected.

Generally speaking, managers are more inclined to knowledge training and quality training, while employees are more inclined to knowledge training and skills training, which is ultimately determined by the difference between trainees' "functions" and expected "positions".

3. Training instructors

Training resources can be divided into internal resources and external resources. Internal resources include leaders of organizations and employees with special knowledge and skills. External resources refer to professional trainers, schools, public seminars or academic lectures. Among the numerous training resources, which one to choose is ultimately determined by the training content and available resources.

4. Training methods

There are many ways to organize training, such as lectures, demonstrations, training systems and on-site training. Each training method has its own advantages and disadvantages. In order to improve the training quality and achieve the training purpose, it is often necessary to cooperate with each other and use them flexibly.

(1) teaching methods

Teaching method means that the lecturer systematically imparts knowledge to the trainees through language expression, hoping that these trainees can remember important concepts and specific knowledge. When teaching methods are used in teaching, it requires:

① The teaching content should be scientific, which is the first condition to ensure the teaching quality;

2 lectures should be systematic, clear and focused;

③ The language should be clear, vivid and accurate in teaching;

④ Use blackboard writing when necessary.

Although teaching method is the most widely used method in training, it has obvious advantages and many disadvantages. Advantages of teaching methods:

(1) is beneficial for trainees to systematically accept new knowledge;

② Easy to master and control the learning progress;

(3) It helps to deepen the understanding of difficult contents;

④ Many people can be educated and trained at the same time. Its disadvantages are:

Teaching content is mandatory, and students have no right to choose their own learning content;

② The learning effect is easily influenced by teachers' teaching level;

(3) Only teachers give lectures without feedback;

(4) Students can't discuss with each other, which is not conducive to enhancing understanding;

The knowledge learned is not easy to consolidate.

(2) Demonstration method

Demonstration method is to use certain objects and teaching AIDS to make trainees understand how something is done through on-site demonstration. Requirements for demonstration method:

(1) Prepare all appliances and put them in order before the demonstration;

(2) Let every trainee see the demonstration;

(3) After the demonstration, let each subject have a try;

④ Give immediate feedback to each student's trial.

Advantages and disadvantages of demonstration method coexist in teaching. Its advantages are:

(1) is helpful to stimulate the trainees' interest in learning;

② You can use a variety of senses to combine seeing, listening, thinking and asking;

(3) is conducive to obtain perceptual knowledge, deepen the impression of knowledge. The disadvantages of the model law are:

(1) has a limited scope of application, and not all contents can be demonstrated;

(2) The demonstration device is inconvenient to move, which is not conducive to the handover of the teaching place;

(3) the preparation before the argument needs some expenses and energy.

(3) Training system

In the form of training, compared with language learning or skill learning, entrepreneurship education is more about promoting advanced experience or management methods to students, which is less difficult to learn and requires less interaction. So in all kinds of learning categories, it is the easiest to be moved online.

(4) On-site training methods

On-site training method refers to the actual training on the job site according to the needs of the work. This kind of training is more suitable for skill training and can be applied in multiple training methods at the same time. At present, there is a lack of on-the-spot training in the internal training of enterprises in China, and the effect of this kind of training is the most direct and useful, which can not be achieved just by explanation. Japan, Germany and other developed manufacturing countries attach great importance to the on-site training of enterprises and regard it as a necessary means to improve employees' practical skills. On the other hand, enterprises in China often have many ideas, but they don't know anything about what they say and do, so they can't put them into concrete work.

(5) Guidance training

Counseling is the most important training form among all training forms. No matter how busy the "superior" is, he can't shirk the responsibility of tutoring his subordinates. For new employees, even if it seems simple, you may need to teach them over and over again. When problems are found, they should be corrected immediately on the spot. The longer the time, the worse the correction effect. Sometimes, a heart-to-heart conversation at lunch is better than formal training. Corporate culture, values and employee loyalty are all accomplished in subtle daily counseling. The daily counseling of "superiors" accounts for the vast majority of employees' learning progress. In foreign enterprises, another form is often adopted, that is, the "superior" system besides the direct superior. Because you are not a direct supervisor, you can talk about many sensitive topics. What the "superior" gets is the exercise and improvement of leadership ability, the psychological satisfaction of educating others and the real extra income; "Students" get "one-on-one" and "hands-on" counseling and real ability improvement.

(6) Field training

Field training is a novel training method, mainly to improve the boring atmosphere of indoor training. This training method is more suitable for team training or new concept training. There is a rule or treatment method in psychology, which is called "treatment in different places". It is said that many psychological problems have a very important relationship with the scene, and so does training. Like the popular outdoor team training now, it is to concentrate people in beautiful places and let students experience things that they can't experience in daily work scenes. For example, the training of new concepts, just sitting in the venue, listening well, it is difficult to implement in the depths, and finally become a mere formality. Therefore, it is necessary to combine the scenes and conduct intuitive training, and the effect is completely different.

(7) Role-playing

Role-playing is a simulation training method. The application object is the actual operation or management personnel, and the trainees play the role of a training task, so that they can truly experience the feelings and behaviors of their roles, thus discovering and improving their working attitudes and behaviors in their original posts. Mostly used in training to improve interpersonal relationships. The feeling of interpersonal relationship often varies with the position held. In order to improve the understanding of the other party's situation, in the job-playing training, trainees often play the role of the other party's contact with their own work and enter the simulated working environment to obtain better training results. When the role-playing method is used for training, the number of trainees who play the role is limited, and the rest of the trainees need to observe carefully and evaluate the performance of the role-player in the form of "observation record" in order to achieve the training effect. Observers and actors should take turns to exchange, so that all students have the opportunity to participate in simulation training.

(8) Reading learning method

Although there is no interaction, employees can learn anytime and anywhere at the lowest direct cost. Enterprises can regularly recommend better works to employees, and after reading them, they can focus on discussing the essence of the book. Reading can increase knowledge, broaden thinking, change thinking habits and promote personal progress.

(9) Case study

The difference between group discussion training and discussion training is that discussion is not only to solve problems, but to cultivate students' ability to analyze, judge and solve problems. In the analysis and debate of specific cases, students brainstorm and share collective experiences and opinions, which will help them to think and apply the benefits of training in future practical work and establish a systematic thinking mode. At the same time, students can also learn new knowledge and new principles about management in the workshop. Trainers should make full case preparation in advance, determine training objectives through in-depth understanding of training groups, collect objective and practical materials for selection, and write cases according to predetermined themes or select ready-made cases. In the formal training, first, arrange students to have enough time to study the case, guide them to feel personally and empathetically, and let them think and solve problems like the parties themselves. Case discussion can be carried out according to the following steps: what problems have occurred, why they have occurred, how to solve them, and what countermeasures to take in the future. Suitable for middle-level and above managers, aiming at cultivating their good decision-making ability and helping them learn how to deal with various events in an emergency.

Third, the improvement of training plan.

From the analysis of training needs to the design of training programs, from the formulation of training objectives to the selection of training methods, a systematic training program is finally formulated. This does not mean that the design of the training program has been completed, because any good training program must be a process from formulation to evaluation, modification to re-evaluation, and modification to implementation. Only through continuous evaluation and revision can the training plan be improved.

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