The purpose of training is mainly to explain why employees should be trained. No matter what kind of training plan you design, you should make it clear at the beginning and briefly explain the purpose of employee training. Only by clarifying the purpose of training can we establish the goal, scope, object and content of employee training, and fundamentally determine the scale and degree of various resources involved in training planning.

Training objectives:

The goal of training is mainly to solve what kind of standards staff training should meet. Based on the purpose of training, combined with the allocation of training resources, it makes the purpose of training concrete, quantitative, indicative and standardized. The determination of goals can also effectively guide trainers and trainees to master the scales and standards for measuring the training effect, find the answers to complex questions in the training process, further understand themselves and their roles in the organization, clarify the future development and efforts, and lay the foundation for the implementation of the training plan.

Training scope:

The scope of enterprise employee training generally includes four levels: individual, grass-roots (team or project team), department (function and business department) and enterprise. Such as apprenticeship training, self-study, job skills training, labor discipline and regulations training, safety production and labor hygiene management, basic cultural knowledge training, computer skills training, public management training, job qualification training and so on.

Training objectives and contents:

What are the main contents of the enterprise employee training plan? According to the training objectives, training objectives and training scope, the training objects and contents can be determined. Usually, there are four situations that require training: new employees join the enterprise, employees are about to be promoted or rotated, and changes in the environment require constant training of old employees to meet the needs of development.

Generally speaking, the training content includes three levels, namely knowledge training, skill training and quality training.

Knowledge training is the first level of enterprise training. Employees can acquire corresponding knowledge by listening to lectures or reading books. Knowledge training is conducive to understanding concepts and enhancing adaptability to the new environment.

Skills training is the second level in enterprise training. Recruiting new employees, adopting new equipment and introducing new technologies all require skills training, because abstract knowledge training cannot adapt to specific operations immediately.

Quality training is the highest level of enterprise training. High-quality employees will learn effectively and actively to achieve their goals even if they lack knowledge and skills in a short time.

Training cost estimation

Training related expenses, such as venue fees, teaching materials fees, personnel fees, courseware, etc. , should be estimated in advance and report to the leadership and communicate with the finance department.

Determination of training resources:

Training resources can be divided into internal resources and external resources. Internal resources include enterprise leaders and employees with special knowledge and skills, while external resources refer to professional trainers, public seminars or academic lectures. External resources and internal resources have their own advantages and disadvantages, which should be determined according to the training demand analysis and training content.

Training mode:

There are many methods of enterprise training, such as lectures, demonstrations, case studies, discussions, audio-visual and role-playing. Various training methods have their own advantages and disadvantages. In order to improve the training quality and achieve the training purpose quickly, online training can be flexibly used to save the time and cost of centralized training for students.