Step 1: Determine the training needs.

Initiation of all training work and training requirements. Training needs come from two aspects, on the one hand, to meet the requirements of enterprises to improve employees' working ability, on the other hand, to improve employees' working ability. As the person in charge of store management, we should have a strategic vision, have a certain foresight in talent reserve and talent training, and find out the training needs in time. According to two different training needs, fill in the Training Needs Questionnaire and the Staff Training Needs Questionnaire-see the attachment.

Every employee wants to be an excellent employee.

Sometimes, employees make mistakes that are not their intention.

It's that employees don't know what is right at all. What is the correct standard?

Step 2: Make a training plan.

According to the training needs, make a training plan. The training plan should be targeted and effective, define the training objectives, training time and training methods, and make maximum use of training resources, including trainers, teaching materials and training expenses. Fill in the training schedule after making the training plan-see the attachment.

Step 3: Prepare for training.

After making a training plan, you should make full preparations before training. As the person in charge of training, apply for training fees, teaching materials, materials, training equipment, training lecturers, etc. For the application of training fees, please fill in the application form for training fees-see annex.

Step 4: Implement training.

To implement the training, the trainees need to be informed in advance of the training content, time, place, classroom discipline, training lecturers, etc. All training attendance and attendance should be regarded as normal work, and students are required to fill in the training sign-in form-see the attachment.

Step 5: Training evaluation

After each training, it should be evaluated in time, and a training evaluation form should be given to each student at the end of the training. The evaluation objects include: the trainer's expression ability, whether the training materials are practical and whether the training time is reasonable. Training evaluation form

Step 6: Follow-up and evaluation after training.

Training is not an end. Never train for the sake of training. The purpose of training is to hope that employees can improve their performance at work after training, so as to enhance the core competitiveness of enterprises. Therefore, tracking and assessment after training is particularly important. Employees' participation in training is only the beginning of the training process, and the key to truly reflect the role of training lies in the assessment after training. Therefore, after each training, students should be tracked and assessed in stages. Fill in the post evaluation form-see attachment.

Step 7: Training Summary Report

Summarize after each training and collect summary reports from different angles. Including the summary results of employees, lecturers, supervisors and store managers. After completing the training, complete training documents shall be submitted to the training department of the company. Fill in the training summary report form-see attachment. Those who apply for training fees before training must report the training fees. The final report includes: instructor training fees, teaching materials used by students, etc. Fill in the training expense report-see attachment.

Step 8: Employee Training Records

Staff training records are very important. As a store manager, you need to know how much employees have changed through training at work, how many trainings employees have received in a year, how many hours in total, what trainings employees have received, how the exam results of each training are, and how the assessment records are. So the manager should establish a training qualification form for each employee and fill in the employee training qualification form.