Training research is an essential step in the training plan. Many enterprises will also conduct demand research when making annual training plans. The usual practice is to send some questionnaires to supervisors or employees near the end of the year, let them fill in or choose some training courses they need next year, and then summarize these contents to form the annual training plan of the enterprise. This is feasible and simple, and can also meet the training needs of some personnel.

The content of training demand research needs to be determined from several aspects such as enterprise strategy, job demand and personnel performance gap. Among them, job analysis is the foundation, performance gap is the direction of future improvement, and strategic demand is the focus of future training.

Strategic demand: mainly consider the future training arrangement of the enterprise from the strategic point of view, so as to ensure that the strategy remains unchanged, training comes first, and training can escort the enterprise strategy. If an enterprise intends to enter the international market in the next few years, it is necessary to plan ahead and allocate relevant knowledge such as international business rules, foreign languages and international finance to relevant departments and posts. If enterprises need diversified expansion in the future, then training related diversified knowledge, improving the management skills of existing personnel and training their professional skills will be put on the training agenda.

Job demand: Job demand is the basic source of training research, and job demand research is also the main content of training research. A series of steps need to be determined to conduct job demand research: first, what skills do people need to master in their work? To what extent do you need to master it? In this way, it is necessary to list the contents of the post requirements for personnel. Then, according to the job requirements, compare with the existing personnel to see what the personnel still lack. To what extent is it lacking? Only in this way can we find out the personnel needs and know what the focus of post training is in the future. For example, marketing positions require personnel to be proficient in market planning knowledge, market research knowledge and customer service knowledge. Then these contents need to be focused on personnel training.

Performance gap: performance gap is to analyze the existing performance deficiency of personnel, find out which abilities and qualities affect their performance deficiency, and what is the most appropriate training means to make up the gap. Of course, there are many reasons for the lack of performance, and some gaps can not be solved by training, such as external environmental factors and enterprise organizational processes. , and the attitude of other people may affect performance. At this time, chaotic training may lead to worse results. If people may want to leave because of frustration in promotion, resulting in a decline in performance, then arranging training may lead to people leaving faster. Therefore, in the concrete analysis, it is necessary to eliminate the non-ability factors that affect the performance in order to get the real training needs. Training demand research methods To obtain the above information, it is necessary to pay equal attention to various research methods. Usually, the main methods of training demand research are questionnaire survey, interview, data analysis, external enterprise reference and so on. These methods can be intertwined and used flexibly. If you understand the enterprise strategy, interview senior leaders and analyze the future development plan of the enterprise is the best way; But designing special questionnaires or interviews for different positions will make the job demand information more real.

Training demand research needs to mobilize the enthusiasm and participation of all personnel, rather than training managers behind closed doors. By involving the boss, you can determine the main direction of training, make no key mistakes in training, and let him know the future training direction. You can mobilize all resources to implement training. With the full participation of department managers and post personnel, they will make a positive response and commitment to the training, and at the same time get a lot of pertinent suggestions and opinions, because they know their job responsibilities and specific requirements best. In the training demand survey, the training manager mainly plays the role of organization and support.

Determine the framework of training needs. Through the summary and analysis of three aspects of training research, determine the individual training needs, and then summarize the gaps and shortcomings faced by everyone from point to point to form the future training focus of the department; According to the department's * * * demand and enterprise strategy, find out the enterprise's * * * problems, find out the shortcomings and key links of the whole enterprise, and determine the future training focus of the enterprise. If these key links are solved, training will produce great value for enterprises. Through the training needs, we will find that the training needs of people in different departments will be very different, and the needs of people at different levels in the same department are also different. For example, in the marketing department, business representatives need to explain the basic knowledge of products and basic marketing skills, such as communication skills and promotion skills. For the marketing manager, the focus is on marketing management, dealer negotiation, marketing network management and so on. At the upper level, the personnel of the marketing director may have to learn the content of marketing strategic planning.

According to the training needs, we can design the training course framework of enterprises. Because the requirements and gaps of each department and personnel are different, we can plan different levels, departments and categories of training courses, such as new/old staff training, senior/middle/grass-roots managers/operators training, technology/marketing/production and other special training. When the framework of training courses is determined, a training demand course library is formed. Of course, not all courses need to be trained immediately, but suitable training courses should be put into the annual training plan according to the priorities of enterprises.