What Is Involved in Designing a Training Program?

The training plan is a record arranged in a certain logical order. It is based on the organization's strategy and is based on a comprehensive and objective training needs analysis. Pre-set system settings such as methods and training costs.

training program

The training plan is a record arranged in a certain logical order. It is based on the organization's strategy and is comprehensive and objective.

1. Budget determination When formulating a training plan, the budget issue must be considered first.

2. Allocation of budget Although the training budget may be determined by the per capita training budget, the budget will not be evenly distributed.

3. Solving conflicts between budgets and plans Training budgets often conflict with training plans. The main conflict is that the training budget cannot complete the training involved in the training plan, and of course there may be cases where the training budget costs are not exhausted.

1. Types of training According to the content of training, we can summarize different training items into different types of training, which is more conducive to the unified arrangement and management of training, saving

1. According to the duties of each position

After the training plan is formulated, how to implement it is undoubtedly the most critical. According to domestic authoritative training institutions

long term plan

(1) Establishing training goals-through the survey and analysis of training needs, the general needs of training are transformed into the overall goals of enterprise training, such as various production and operation goals achieved through training and improving the management level of the enterprise. Pass on

The training plan must meet the needs of both the organization and the staff, taking into account

In developing a training plan, the following factors must be considered:

1. Employee participation Involve employees in designing and deciding training programs. In addition to deepening employees' understanding of training, they can also increase their interest and commitment to training programs. In addition, employee participation can make curriculum design more relevant to employees' real needs.

2. Participation of managers The heads of various departments have a clearer understanding of the competence and training of employees within the department than the training planner or the top management. Therefore, their participation, support and assistance have a great impact on the success of the plan Great help.

3. Time When formulating a training plan, it is necessary to accurately predict the time required for training and whether manpower movement during that period of time may affect the operation of the organization. Courses and training methods must be implemented in strict accordance with a pre-defined schedule.

4. Cost training programs must meet the organization's resource constraints. Some programs may be ideal, but if huge training funding is needed, not every organization can afford it. The ability to ensure the source of funds and the rational allocation and use of funds are not only directly related to the scale, level and degree of training, but also whether the trainers and trainees have a good mentality to treat the training.

1. Company first, department later

When developing a training plan, you can develop a company-level training plan before you develop a department-level training plan. Company-level training programs mainly include pre-post management training, pre-post technical training, quality management training, and enterprise management training.

Department-level training plans are formulated based on departmental training needs.

The development department can include technology management training, applied technology training, technology foresight training, etc .;

Technical support department can include application technology training, company product knowledge training, agency product knowledge training, engineering management training, network certification training, etc .;

Sales department can include company product knowledge training, sales strategy training, business knowledge training, etc .;

Marketing department can include company product knowledge training, marketing knowledge training, marketing strategy training, etc .;

The information management department focuses on network technology training;

Organizing common training together through company-level training programs can effectively reduce training costs. When formulating a department-level training plan, it should be carried out in accordance with the gap between the departmental staff and the knowledge and skills requirements of the post. After the company-level training plan is formulated, the department-level plan based on the company-level plan will become more targeted. Delays in the discussion of department-level plans do not affect the implementation of company-level training plans.

2. Clear information on each training project

The training project information includes training month, training type, training name, training method, scope of participants, key participants, cost budget, etc. For key participants, assessments will be conducted after training.

3. Discuss with the department

Department-level training plans are discussed with department managers. During the discussion, department managers may propose to increase training content and training budget. The training budget must be strictly controlled, but the training content can be increased, of course, mainly through internal training. In addition, the training manager should make it clear to the department manager that department-level training is assisted by the training manager, not the sole responsibility of the training manager. Otherwise, management disputes are prone to occur during the training implementation process.

4. Tell the parties

In the training needs survey, we will find some employees whose working ability does not meet the requirements of the post (mainly employees in the third district who have good working attitude and incompatible working skills). In addition to the company's training plan, they will be used as key training participants It's best to tell the client about unqualified work skills so that they have a training pressure. This will make them more active in training.