First, three levels of training demand analysis

1. The first level is the demand at the strategic development level, 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 for key departments, key positions and key capabilities of the company according to the strategic development goals.

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

3. The third level is the demand of personal career development, that is, personal demand, which refers to the individual's willingness to training needs.

Second, the principles of training demand analysis

1. Training demand analysis refers to the systematic analysis and identification of the objectives, knowledge and skills needed by the organization and its members before designing and planning each training activity, so as to determine whether training is needed or what training content is needed.

2. The training needs are based on the knowledge and skills required by the post, on the premise of employee career planning, and for the purpose of benefiting both employees and enterprises, so as to mobilize the enthusiasm and enthusiasm of employees to participate in training, thus avoiding the blindness of training. Only in this way can we carry out targeted and step-by-step training and form a perfect system.