1. Analysis of individuals by the training department When analyzing the training needs, the training department should strengthen contact with organizational leaders, personnel departments and employees, and guide, help and encourage each other. The training department can discuss various training programs with individual employees by distributing advertisements, notices, notices and leaflets. By cooperating with leaders facing various problems, we can decide the problems that need to be solved in training. A well-organized training department has a detailed training catalogue for each staff member, which records the training that each staff member has participated in and points out the possibility of future training and development. This is very important to determine the training needs of employees. ?

2. Analysis of organizational personnel department: The special position of organizational personnel department in the organization and its relationship with employees determine that it is also a key participant in deciding who needs training. The organization and personnel department generally understands the actual performance of employees through performance appraisal. ?

3. Employees' analysis of themselves: employees also analyze their current situation by making personal development plans and summing up their work. Organize the personnel department to mobilize employees to make personal development plans, but the specific contents of the development plan, that is, the development goals and methods to achieve them, are still made by employees themselves. Personal development plan is the best way to ensure that employees don't just stay at one level. At the same time, the staff also conducted self-reflection through work summary, found their own gaps and deficiencies, and decided to solve their own problems through appropriate training types.

The relationship between these three levels: the self-demand analysis of employees may conflict with the training needs of the organization, and the self-demand analysis of employees sometimes has its own limitations. Training demand analysis is a process of using scientific methods to find out who needs training most, why and what to train, and to conduct in-depth exploration and research. It has strong guidance, is the premise of determining training objectives, designing training plans and effectively implementing training, is the primary link of modern training activities, is the basis of training evaluation, is crucial to the training work of enterprises, and is an important guarantee for making training work accurate, timely and effective.

Extended data:

Effective training demand analysis is based on the analysis of the reasons and effectiveness of training demand, and the objective analysis of the reasons for training demand is directly related to the pertinence and effectiveness of training demand analysis. The reasons for training needs can be roughly divided into the following three categories:

1. Training needs due to job changes.

2. Training needs arising from personnel changes.

3. Training needs caused by performance changes.