How to do a good job in training needs analysis, three aspects of training needs analysis

1. Performance analysis: Analyze the training needs from the performance analysis of the cycle and the performance gap to make up for the shortcomings.

2. Job competency evaluation: from the perspective of post competency, find out the shortcomings of competency, and carry out targeted training to improve.

3. Enterprises or departments need:

a. Promote culture or philosophy from the perspective of the needs of the enterprise or department, or some issues that should be paid attention to as a whole.

b. New employee training.

c. Job skills training.

d. Reserve personnel training.

4. New business, new changes, etc., such as a new equipment, equipment operation training is required; The new European and American markets are opened, and training in English or other external business applications is required.

Second, the way it can be taken:

1. Formulate a questionnaire on training needs and conduct questionnaire research on middle and grassroots employees.

2. According to the summary table of training needs summarized by each department, conduct face-to-face communication with the heads of each department; Understand the changes in the business of each department, the requirements for employees, and performance gaps; Problems that need to be solved urgently, suggestions for training to be carried out, etc.

3. Communicate with middle and senior management to understand the performance gap of the previous year, the focus of the work of the new year, future planning, expectations and overall suggestions for department heads and employees.

4. If necessary, you can observe the status of production personnel, sales personnel and other front-line personnel on site, and communicate the main work difficulties they face.

3. Training method, form and time selection.

1. Summarize and analyze the above information, summarize what type of training, which way is effective, and improve the training method.

2. According to the feedback information, select the training items and carefully arrange the training time.

3. Focus on the important issues that can be solved through training and are of concern to enterprises, departments and employees.

The importance and significance of training needs analysis, that is, the purpose of training needs analysis:

1. Confirm the gap.

The basic objective of the training needs analysis is to identify gaps. It mainly includes two aspects: one is the performance gap, that is, the gap between the actual level of performance of the organization and its members and the level of performance that should be achieved, which is mainly done through performance evaluation.

2. Change the original analysis.

The original analysis was largely based on the pre-existing situation of the organization and its members. When an organization is challenged by continuous and dynamic change, the original needs analysis may be detached from the actual situation of the organization and its members, so changing the original analysis is especially important for training.

3. Promote the conversion of personnel classification system to personnel development system.

Another important role of needs analysis is to facilitate the transition from a personnel classification system to a personnel development system. Personnel classification systems are very important in formulating policies on new employee recruitment, budgets, job promotions, salaries, pensions, etc., but they are of limited use in staff development planning, training, problem solving, etc., and when the training department is closely integrated with the design and data collection of personnel classification systems, such systems become more integrated and human resource development oriented.

The three aspects of the training needs analysis are as follows:

1. Three levels of training needs analysis.

1. The first layer is the demand for strategic development, that is, the demand at the company level, which is the training demand of senior managers who grasp the overall development direction of the company according to the strategic development goals of the company's key departments, key positions and key capabilities.

2. The second level is the demand at the level of job performance, that is, the needs of the department or the needs of middle managers, which refers to the training needs directly related to the improvement of job performance.

3. The third layer is the demand for personal career development, that is, personal demand, which refers to the willingness of individuals to demand for training.

Second, the principle of training needs analysis.

1. Training needs analysis refers to the systematic analysis and identification of the goals, knowledge and skills required by each organization and its members before designing and planning each training activity, and is used to determine whether it needs to be trained or what kind of training content is needed.

2. The training needs are based on the knowledge and skill requirements required by the position, the career planning of employees is the premise, and the purpose of mutual benefit of employees and enterprises can mobilize the enthusiasm and enthusiasm of employees to participate in training, so as to avoid the blindness of training. Only in this way can the training be carried out in a targeted and step-by-step manner, and a perfect system can be formed.

1. Questionnaire research method.

Questionnaires are one of the most common and effective methods of collecting data and data. Generally, the training department designs a series of questions related to training needs, and distributes them to the training objects in the form of written questionnaires, which are collected and analyzed after the training objects fill in to obtain information and data on training needs.

2. Interview method.

Interviews are also an important method of data collection. It refers to the process of face-to-face communication with the interviewee in order to obtain data and information on training needs. This process is not just about collecting hard data, such as facts, data, etc., including impressions, opinions, judgments, and other information.

3. Group discussion method.

The group discussion method refers to the selection of a representative and familiar employee from the training object as a representative, and the training needs information is investigated through discussion. The group discussion method is more flexible, which can be formal or informal, and can be carried out in a variety of ways such as brainstorming and organizing comparisons.

There are three levels of training needs analysis:

1. It must be analyzed at the individual level of the incumbents. At this level, the training department and the supervisor of the training position jointly analyze the needs of the employees of the enterprise and determine the personnel and training content of the training.

2. It is an analysis of training needs at the organizational level, which is an objective analysis of the organization's goals in the near and medium term, as well as the organizational atmosphere of the transformation of training effects and the overall human resources stock of the enterprise, and the design of employee training plans.

3. It is an analysis at the strategic level. Strategic analysis does not focus on the knowledge, skills, and abilities that individuals, organizations, and departments now need to work effectively. For example, how many or what types of workers will be needed in the future, whether the organization is experiencing and will experience significant changes that can affect the way work is done, etc.

Organizational resource analysis.

It is difficult to establish training objectives without identifying the human, material and financial resources that can be used. Organizational resource analysis includes a description of the organization's resources such as money, time, manpower, etc. In general, through the analysis of the following questions, you can get a general picture of an organization's resources.

Organizational Trait and Environmental Analysis.

Organizational characteristics and environment also play an important role in the success of training. Because when the value of training planning and organization is not aligned, it is difficult to ensure the effectiveness of training. Organizational characteristics and environment analysis is mainly to understand the system structure, culture, and information dissemination of the organization.

It mainly includes the following contents:

System traits refer to the inputs, operations, outputs, interactions between secondary systems, and communication with the external environment, which enable managers to systematically face the organization and avoid the lack of generalizations in organizational analysis.

Cultural traits. It refers to the organization's software and hardware facilities, rules, systems, the way the organization operates and operates, and the special style of the organization's members to deal with people, so that managers can have a deep understanding of the organization, rather than just staying on the surface.

Information dissemination characteristics. It refers to the division of labor and operation of organizational departments and members to collect, analyze and transmit information, and promote managers to understand the characteristics of organizational information transmission and communication.

Generally speaking: the training of enterprises either to make up for the gap, or based on the actual or future development needs of the enterprise, to do a good job in training needs analysis can be considered from the following aspects First, the training needs of the **: 1, performance analysis:

Analyze the training needs from the performance analysis of the cycle and the performance gap to make up for the deficiencies 2. Job competency evaluation: from the perspective of job competency, find out the shortcomings of competency, and carry out targeted training to improve 3. Enterprises or departments need: a. Promote culture or concepts from the perspective of enterprise or department needs, or some problems that should be paid attention to as a whole b. New employee training c. Job skills training d. Reserve talent training 4. New business, new changes, etc., such as a new equipment, equipment operation training is required; The new European and American markets have been opened, and training in English or other external business applications is required

1. Formulate a questionnaire on training needs and conduct questionnaire research on middle and grassroots employees 2. Conduct interviews and communication with the heads of various departments according to the summary table of training needs summarized by various departments; Understand the changes in the business of each department, the requirements for employees, and performance gaps; Problems that need to be solved urgently, suggestions for training, etc. 3. Communicate with middle and senior management to understand the performance gap of the previous year, the focus of the work of the new year, future planning, expectations and overall suggestions for department heads and employees, etc. 4. If necessary, you can observe the status of production personnel, sales personnel and other front-line personnel, and communicate the main work difficulties they face. 3. Training method, form and time selection 1. Summarize and analyze the above information, summarize what type of training and which way is effective, Improve training methods 2. According to the feedback information, select training projects and carefully arrange training time 3. Focus on the important issues that can be solved by training enterprises, departments and employees In short, good training is the training that can solve the concerns of all parties, and we should pay more attention to this when doing training needs analysis, and extract the most important problems that need to be solved by enterprises and departments, so that training can play an important role in it, so that all levels of the enterprise can see the changes after training and experience that training really plays a role!

Training needs analysis is a process of using scientific methods to find out who needs training the most, why training, what training, etc., and conducting in-depth exploration and research. It has a strong guidance, is to determine the training objectives, design the training plan, the premise of effective implementation of training, is the primary link of modern training activities, is the basis for training evaluation, is very important to the training work of enterprises, is an important guarantee to make the training work accurate, timely and effective.

First, the idea

1. The training content you want to receive.

2. Specific training methods and methods.

3. Summary. Second, the training content.

As an employee, I want to get basic training, skills training, attitude training, etc.

The main thing is that employees should understand the company's development strategy, corporate vision, rules and regulations, corporate culture, market prospects and competition; Employees' job responsibilities and basic knowledge and skills of their own work; how to save costs, control expenditures, and improve efficiency; How to deal with all problems that occur in the work, especially safety issues and quality accidents.

The skills that senior cadres must possess are the formulation and implementation of strategic goals and leadership training; The management skills of middle-level cadres of enterprises are target management, time management, effective communication, plan implementation, teamwork, quality management, marketing management, etc., that is, the training of execution.

Attitude is everything. Without a good attitude, even good ability is useless. The attitude of employees determines their professionalism, teamwork, interpersonal relationships and personal career development, whether they can establish a correct outlook on life and values, and shape the professional spirit.

If an enterprise wants to develop in the long run, then it must be able to know people well, that is, to put the right people in the right position. To know people and be good at their duties, they usually determine the comprehensive ability of employees through employee training and assessment. After all, there is no evidence in words, and the results of the exam in black and white are the most convincing.

In this way, we can make the best use of our talents, which is very beneficial to the long-term development of the enterprise.

Benefits of Employee Training:

1. Stimulate the potential of human capital of enterprises.

The training implemented by the enterprise for employees can improve the work adaptability of employees, improve their work attitude, strengthen their sense of responsibility to the enterprise and their sense of belonging to the corporate culture, expand their knowledge reserves, expand their work fields, increase their work confidence and enthusiasm, so as to effectively stimulate the work potential of employees.

2. Promote the play and improvement of other human resource management functions.

The training of enterprise employees is the need to supplement and adjust the planning and design of human resources in a timely manner, the practical guarantee for the realization of job analysis post qualifications, and the effective way to improve the ability to recruit and hire employees, which is of great significance to improve the work performance of the enterprise.

3. Improve enterprise performance and competitiveness.

Through employee training, we can improve the working ability of employees and the decision-making ability of leaders, strengthen the coordination of working relationships at all levels, promote the improvement of work quality and work efficiency of the whole enterprise, and realize the scientific management and strategic development of the enterprise.

4. Build an excellent learning organizational culture.

The hallmark of a learning organization is that its members are constantly learning and the organization is constantly improving to maintain the competitiveness of the enterprise. Employee training is also conducive to the establishment of a long-term learning mechanism, the formation of a good learning atmosphere, and the creation of a positive and enterprising corporate culture.