1, preliminary preparation. There are two steps, one is training demand analysis, which mainly refers to analyzing the training needs of enterprises and employees. Understand what skills employees need to participate in training. The second is to determine the training objectives. Training objectives can be established according to demand analysis, and the objectives must be controllable and operable.
2. Training implementation stage. It includes two parts. First, make a training plan. The training plan is the concretization and operability of the goal. Secondly, the implementation stage of the training plan, mainly to determine the trainers, places, teaching materials and other matters.
3. Training evaluation stage. It is mainly to evaluate the training results, sum up experiences and lessons, and prepare for the next training.
Extended data:
Training is a process to teach experienced or inexperienced trainees the thinking cognition, basic knowledge and skills necessary to complete a certain behavior. Based on the theory of cognitive psychology, we can know that the transmission effect of correct cognition (the output of internal psychological process) in the workplace is the fundamental factor to determine the quality of training.
Simply understood, training is about equal to teaching. That is, teaching service for a certain skill. For example, some professional training courses. It can also be understood that training is to provide teaching.
The first step of enterprise employee training process: evaluation
1, tissue diagnosis. The evaluation of enterprise employee training process is to diagnose the current situation and development stage of the company, find out the existing management problems and what kind of competence managers at all levels should have to solve the existing management problems; At the same time, it is clear about the company's development strategy and career planning, and what kind of competence human resources should have to complete the company's development strategy and career planning.
2. Management evaluation. Evaluate the management knowledge, skills and styles of managers at all levels, and form a personal trait report, including their personal strengths, strengths, weaknesses and shortcomings. Through various evaluation methods, managers can fully realize their own shortcomings and deficiencies, generate the internal driving force to actively participate in training to improve their own abilities, and change passive training into active training.
The second step of enterprise employee training process: planning
According to the training needs, design training courses, allocate teachers and make training plans. Establish a training course development system, and establish and integrate internal and external trainers.
The third step of enterprise employee training process: training.
Establishment of effect control system in training process.
The fourth step of enterprise employee training process: coaching/tracking
Form various effective training transformation schemes and establish training counseling/tracking system.
The fifth step of enterprise employee training process: management
Apply what you have learned to management work and establish a management application evaluation system.
The sixth step of enterprise employee training process: re-evaluation.
After half a year or a year, evaluate the management knowledge, skills and styles of managers at all levels, and then form a personal trait report, including personal strengths, strengths, weaknesses and deficiencies. Through various evaluation methods, managers can fully realize their own shortcomings after training, form a stronger internal driving force for training, constantly improve themselves and improve their abilities.
References:
Baidu encyclopedia-training