Make a training demand survey plan
Training demand investigation plan is the premise to ensure the smooth development of training demand investigation. To make a complete training demand survey plan, there are mainly the following steps:
1. Determine the objectives of the training demand survey.
What kind of goal should the investigation work achieve? In general, it is to completely establish some training needs. However, due to various objective or subjective reasons in the training demand survey, the results of the training demand survey are not completely credible. Therefore, it is necessary to eliminate the influence of other factors as much as possible to improve the credibility of the results of the training demand survey.
2. Select the training demand survey method
Training demand survey methods include interview, key team analysis, task analysis, observation and questionnaire survey.
According to the actual situation of the enterprise and the resources available in training, choose the appropriate training method. Generally speaking, employees in enterprises with very tight work tasks should not adopt the interview method; Employees with strong professional skills generally do not need to observe.
3. Clarify the contents of the training demand survey.
Analysis of the training survey, in addition to the information already mastered, what information should be obtained is the content of the survey. The content of the investigation should not be too extensive, and a content should be investigated from multiple angles. Generally speaking, the content of training demand survey includes the basic situation analysis of all employees in the enterprise, and the analysis of employees' knowledge, skills and attitudes; Analysis of training environment factors and so on.
Making a reasonable training demand investigation plan is beneficial to the development of training demand investigation. To make an investigation plan, we must determine the goal, choose the method and make clear the content.
Conduct a training demand survey.
The effective implementation of training demand survey is the key to obtain training demand information. When conducting a training demand survey, the following questions should be made clear:
1. Understand the current situation of trained employees.
(1) Understand the position of employees in the organization. Employees in different positions have different training needs.
(2) Whether you have received training before, and try to avoid training with the same content.
(3) What kind of training employees have received.
(4) What are the forms of training? The choice of training forms should be as rich as possible, so as to improve the training effect.
2. Analyze the training needs of employees
It is necessary to help trainees to analyze the causes of problems in their work, which will help employees to cooperate with the investigation in a more cooperative manner and obtain relatively real training needs, which is conducive to the arrangement of training work.
3. Explore the expectations of trained employees
(1) Determine the training effect expected by the trainees.
(2) Let employees know the impact of expectations on the training content.
(3) When employees' expectations cannot be met, explain the reasons to avoid employees' resistance to training.
4. Summarize the survey results
(1) Analyze the survey data.
(2) Find out the training needs.
(3) Pay attention to the relationship between personal needs and general needs.
The above are some basic contents of the training demand survey, which human resource managers should master carefully.
Obtain training demand information
In the process of obtaining training demand information, human resource managers should use some specific channels and methods. Generally speaking, training demand information can be obtained through the following channels and ways:
1. Obtain training demand information through observation.
(1) Fully understand the required information, such as employees' expectations and employees' current situation, and obtain information through observation.
(2) Design observation records and check all details.
2. Interview to obtain training demand information.
(1) Determine the interviewees and number of people according to the content and nature of the interview.
(2) Prepare an interview outline or interview questionnaire to avoid too scattered interview contents.
(3) Training interviewers to ensure that they become skilled interview controllers.
(4) Prepare as many questions as possible to ensure that when the interviewee is not talkative, he can continue the conversation and get enough information from it.
(5) Create a good conversation atmosphere.
(6) The usual conversation process is the transition from general questions to specific questions.
(7) Collate and analyze the obtained information to obtain valuable results.
3. Implement questionnaire survey to obtain training demand information.
(1) Eliminate the concern that the subjects will be punished when they accept the investigation, and make the data more realistic.
(2) Ask only one question for each topic.
(3) Try to consider that the respondents can fully understand the questions and make effective answers.
(4) The form of questioning should aim at collecting information extensively.
(5) Don't forget to attach clear and detailed instructions at the beginning or end, so that respondents can know the method of answering questions and prevent invalid answers.
(6) Respondents don't reply on time, so call them.
(7) analysis.
4. Self-analysis to obtain training demand information.
Employee self-analysis can be combined with various self-check lists, such as employee ability analysis table and self-analysis table, which can well reflect the training needs. In self-analysis, we should make full use of all available data and information, and strive to be objective and fair.
The above are some basic methods to obtain training demand information, which human resource managers should master carefully.
Analyze training needs
Analyzing the specific content of training demand is the premise of accurately determining training demand. The content analysis of training needs covers a wide range, but mainly includes the following aspects:
1. Analyze the basic situation of all employees.
(1) How many people do you need to attend the study and training?
(2) What kind of training do you need to attend?
(3) What is the position, post and work experience of the trainees?
(4) What is the background of age, gender and education?
(5) How big is the gap between the actual demand of the job and the ability of the incumbent.
(6) What is the gap between the existing ability and the ability that employees should have?
(7) How big is the gap between the existing ability of employees and the development trend of enterprises?
2. Analyze the training environment
(1) What are the concerns and specific difficulties for employees to participate in training and learning?
(2) Whether the training institutions and courses provided can meet the needs of employees.
(3) Whether the training has positive significance for the development of enterprises and individuals.
(4) What expectations does the employee's unit have for this training? Can it meet this expectation?
3. Analyze employees' knowledge, skills and attitudes.
(1) Knowledge and familiarity with the content to be trained.
(2) How much knowledge and skills can be applied to practice.
(3) Understanding of teachers and training institutions.
(4) What are the expectations and attitudes towards training?
(5) What special needs do I want to meet through training?
The above is the basic content of training demand analysis, and human resource managers should pay attention to it in order to accurately grasp the training demand.