Annual training plan: In order to carry out the training work smoothly in 2005, the company’s human resources department plans to complete the annual training plan before mid-December, which requires the cooperation and support of all departments of the company, as follows:
Plan formulation procedures and responsibilities:
Department training plan:
assisted by the human resources department, directly responsible for the supervisor to analyze the existing employees, clarify the needs, and formulate the departmental training plan.
The Employee Training Needs Questionnaire was implemented by the Human Resources Department.
Middle and senior management training plan:
According to the survey of << middle and senior management training needs>> the middle managers put forward personal training needs based on their own needs, and the human resources department and senior leaders are jointly responsible for formulating manager training plans.
Timeline:
The heads of each department complete the “Departmental Training Needs Analysis Report” and “Departmental Training Needs” and submit them to the superior supervisor.
The superior supervisor confirms the “Department Training Needs Analysis Report” and “Department Training Needs”, forms the “Department Annual Training Plan” and reports to the Human Resources Department.
Third, the department training plan formulation process:
Clarify the training level: According to the company’s situation, the personnel responsible for the training work in the department can classify the training level required by your department from this 1 aspect.
Knowledge training:
The main task is to update the knowledge possessed by the participants. Its main goal is to solve the problem of “knowing”.
Skills training:
The main task is to supplement the ability of the participants, and the main goal is to solve the problem of “will”.
Thinking training:
- The main task is to innovate the inherent thinking pattern of the participants. The main goal is to solve the problem of “creation”.
- Concept training: The main task is to change the concept held by the participants that are incompatible with the external environment, and the goal is to solve the problem of “fitness”
- Psychological training: The main task is to develop the potential of the participants, and its main purpose is to adjust through psychology. Guide them to use their “manifest energy” to develop their “potential”, and mainly solve the problem of “enlightenment”.
Clarify training objectives: Determine the post knowledge and skills.
The direct supervisor of the position lists more than six job knowledge and skills. That he considers most important and directly related to the job. And determines the department’s training objectives.
Clarify the training object: train who classifies the employees according to the following rules for regional division:
Good work attitude Bad work attitude Job knowledge and skills meet the requirements of job knowledge and skills
Non-compliance with the requirements:
1: good work attitude, post knowledge and skills in line with the invitation
2: bad work attitude, post knowledge and skills meet the requirements.
3: Good work attitude, job knowledge and skills do not meet the requirements.
4: Poor work attitude, job knowledge and skills do not meet the requirements.
Clarify the gap:
Identify the key training objects through the above work. And clarify the gap between the actual work situation and the required job knowledge and skills.
The direct supervisor will collect the actual information. Fill in the “Department Training Needs Analysis Report” and “Department Training Needs”. The report to the superior supervisor.
Clear theme:
The superior supervisor confirms the “Department Training Needs Analysis Report”, and “Department Training Needs”. Forms the “Department Annual Training Plan” and reports to the Human Resources Department.
The Human Resources Department and the General Manager analyze and revise the “Departmental Annual Training Plan” and “Employee Training Needs Survey”.