If you can't do these analysis well, your training effect will definitely be false, big and empty.
Whether it is the formulation of training plans or the actual implementation of training, training analysis is the first element of training management. If you can't do this part of the work well, you cannot accurately predict and grasp the real training needs. Therefore, in order to prevent your own training from being false, big and empty in everyone's mind, please do the following analysis.
[1] Analysis of the strategic needs of the enterprise.
When it comes to corporate strategy, many people feel that they cannot grasp it. To put it bluntly, corporate strategy is also the development direction of the company. Once you have mastered this, you will understand that when formulating training plans, or when training is implemented. , your training is targeted. (For the strategy of the enterprise, another day will introduce the three forms of the enterprise strategy for the partners.)
【2】Task analysis of department management.
This is mainly by determining the tasks of the department and the knowledge, skills and methods that the required personnel must have, and through the tasks of the department and the description of the position, a preliminary training list is listed, so that the training can be put into practice. Various indicators are quantified, such as work factor indicators, work quality indicators, work skills indicators, and work operation norms indicators. Through such analysis and summary, it will be more helpful for the presentation and implementation of the training effect.
[3] Analysis of the work level of the trainees.
This point mainly refers to comparing and analyzing the job skills of employees in reality with the job requirements, so as to find out what is the gap between the two, and finally determine the relevant training content, such as product knowledge, equipment operation, business skills, financial knowledge, corporate culture, etc. Through this kind of training, if it is found that there is still a certain gap between individual employees and the requirements, then the relevant gap should be recorded, so that a comprehensive reference can be made when the training plan is formulated next time, or when the training is evaluated. There is only one purpose, and that is to formulate targeted training through this analysis to reduce or zero the relevant gaps.
[4] Career analysis of employees.
In the process of enterprise management, managers of many enterprises often only pay attention to the contribution of employees, but do not pay too much attention to the growth and progress of employees, which will dig a big hole for the enterprise to retain people. The manager of the enterprise or the person in charge of your resource department must make the career analysis of employees a top priority of your work. So as to effectively combine the career development of employees with the development of the enterprise. To put it bluntly, the purpose of the analysis of employees' careers is as follows: First, to understand the motivation of employees to participate in training, including the expectations of employees. Second, through analysis, employees can master their own shortcomings and deficiencies, so as to mobilize the enthusiasm of employees to participate in training. Third, through the analysis, not only can the training of employees be targeted, but also the human resource management of the enterprise can be optimized.