Analysis of training needs and formulation of annual plans The first lecture on real training needs (1) Why should we change our ideas 1. Conceptual operation is more important than commercial operation. If an enterprise wants to do a good job in training, it must first understand the purpose of training. What problems does training solve for enterprises? Generally speaking, the purpose of an enterprise is to improve the ability of employees through training, so as to promote the production efficiency of the enterprise and better serve customers. 2. Concept (thought) determines attitude, attitude determines behavior, behavior determines habit, and habit determines fate. Only by knowing his value can we find the right method, effectively guide practice and finally do a good job in training. The well-known reason is 1. The well-known reason is that employees are not active and do not work hard; Low working ability of employees; Employees are not efficient; Performance began to decline; There is a shortage of excellent employees. Many companies often ask these questions: Why is the performance slowly declining? Why are employees' abilities not high? Why are employees not active in their work? Why are you lazy and inefficient? Other enterprises do training, so should our enterprises also do training? Wait a minute. In fact, if employees are not active, do not work hard, have low working ability and efficiency, and enterprises start training, then this kind of training is invalid and cannot achieve the expected results. Case A Enterprise is a high-speed development enterprise, and its products sell well in the north and south of the country. The boss attaches great importance to training, and he knows that training is an indispensable magic weapon to enhance the competitive advantage of enterprises in the unpredictable market. The training of this enterprise has also been carried out vigorously. However, good expectations did not bring good results. During the inventory, it was found that although the training cost a lot of money, employees complained that the training was useless and of little value, and they were excited when they listened, but they did not move afterwards; The boss is also furious because the training has not solved the enterprise problems. All this annoyed the manager of the human resources department. The final investigation found that this enterprise has many problems in all aspects of training, especially the lack of pertinence. 2. Well-known reason 2: 1 learning ability and competitiveness training map 1-kloc-0/map1tells us that enterprises can improve their learning ability and build their competitiveness through training. The difference between learning and learning ability: learning ability is a person's ability to effectively learn knowledge, integrate information and creatively use knowledge. Learning is divided into single-cycle learning and double-cycle learning. Single-cycle learning is based on the understanding of the essential laws of things in the past, without in-depth discussion and analysis. Double-cycle learning is to get rid of the deep-rooted ideas and consciousness that have been established in the brain. In the hypothetical situation, ask "why" more, and finally find out the most critical and essential reason of the matter and master the most fundamental law of its development. Emphasize a sentence in philosophy: "The highest state of any discipline is to reach the height of philosophy". Therefore, training will eventually reach the height of philosophy. Philosophy is a subject about values and methodology. Values are a correct understanding of training, and methodology is how to find the right way to improve and do a good job in training. The key to improving the competitiveness of enterprises through training is to improve the learning ability of each employee. There are essential differences between vocational training and school education. The most important thing in practice is to improve the ability of employees to integrate information, resources and self-learning, as well as the motivation and perseverance of learning. The real reason for needing training (1) (1) From the strategic mode of enterprise development (1), enterprises must establish a correct concept of training. 1-2 shows that the organization of enterprises can be divided into two types: the first is performance organization, and the second is learning organization. In case two, there are two farmers, Zhang San and Li Si, who have been farming for generations. One day, Zhang San and Li Si went out to play and found a river in the village next door. The villagers did not make a living by farming farmland, but raised some cormorants and made a living by fishing. The cormorant catches the fish back, the villagers take the fish to the market to sell, and then buy food and come back to live. Zhang San and Li Si thought it was very good, and there happened to be a small river in their village, so after they came back, they each bought 30 cormorants and let them go fishing. Zhang San's cormorant has just started fishing, and its performance is very good, and the price of fish is getting higher and higher. When the villagers saw it, they all said that Zhang San's technique of raising cormorants was really good. But Li Si's cormorant didn't catch any fish a few months ago, and everyone doesn't know why. Later, cormorants sometimes came back from fishing, and Li Si also fed those fish to cormorants instead of selling them in the market. Nobody knows what medicine is sold in Li Si's gourd. After about three to four months, Zhang Sanyang's cormorant fishing performance began to decline slowly, while Li Siyang caught more and more cormorants. Zhang San doesn't know exactly what went wrong. On this day, he killed a chicken and brought a bottle of wine to visit Li Si's house and asked him what the problem was. Li Si said, Brother Zhang San, actually this truth is very simple. The way I manage cormorants is different from yours. You adopt a high-handed policy. In this case, if your cormorants can't catch fish, you won't give them food. In order to survive, they have to fish every day. Their fishing skills have gradually improved and improved, so their performance has also improved. But you forget that nature talks about survival of the fittest. For those fish in the river, it must learn to survive of the fittest. Under the high-pressure policy, your cormorants are unhappy, so the fishing technology has not been continuously improved and improved. In this case, the fish in the river also learned to escape. So your cormorants can't catch fish. But the way I raise cormorants is different from yours. First of all, I let them know the water here, then let them know the living conditions, swimming skills and skills of fish, and then let them improve their fishing skills and skills. So when my cormorant reaches a certain stage and my fishing ability improves, I gradually take fishing as my interest, and then my grades will naturally improve. Case study: The above cases illustrate two different types of enterprises. Just like the performance-oriented organization in Figure 1-2, the performance of Zhang Sanyang Cormorant soared at first, and then slowly began to decline; Li Si's cormorants, on the other hand, are the same as learning organizations. Then there is a small ending behind this story: Li Si finally became a professional cormorant. Two months later, he bought 300 cormorants from the market and expanded the scale of breeding. Then he called the first 30 old cormorants to a meeting. Brothers, you have worked hard. In order to thank you for your contribution to my fishing career in the past, I now make some adjustments and changes to your division of labor. You don't have to fish so hard in the future. Your future task is to be coaches. Each coach will bring ten new cormorants, tell them how to fish, teach them skills and train them. This is your task. You will enjoy better treatment, eat better and sleep better than them. The difference between performance-based organization chart and current learning; Time chart of learning organization 1-2 Many enterprises have succeeded, but they don't know why; Many enterprises have failed, and I don't know why. In fact, the reason for failure is that enterprises operate for business, develop for development and survive for survival. The key to the success of an enterprise is the success of a model, that is, the continuous reproduction of talents and the continuous accumulation and precipitation of successful experiences, such as how to open up markets, how to maintain customer relations, how to control production costs and so on. The first reason for training is to make the enterprise a learning organization and a learning enterprise, and to continue the successful experience. This is the real reason for training. 3 enterprise success: strategy and people (2) enterprise success: strategy and people 1. Classification of enterprise organizations Any enterprise system can be divided into four major systems. Enterprise strategic system. The strategic system explains the reasons for the existence and development of enterprises. Enterprise organization system. Organizational system is the strategy to realize the enterprise, and it must have an organizational framework and process system, including human resources system, financial system, marketing system, research and development system and so on. The organizational system also includes the governance model and authority system of each enterprise, which determines the governance model, business model, management model and profit model of an enterprise. Enterprise talent system. The development of any enterprise is inseparable from the talent system. The development of talent system is an effective strategy to support the development of enterprises. The development of an enterprise depends on two factors, one is strategy and the other is people. Solving the problem of strategy is to solve the problem of why the enterprise exists; To solve the problem of talent development is to train a group of outstanding talents after the strategy is determined. Enterprise value culture system. Before carrying out training, enterprises should first establish the necessary value culture system. 2. The relationship between the talent system and the enterprise requires training in the case of low work efficiency, low work morale, low work ability and declining work performance. In this case, many enterprise managers regard training as a tool, but this concept is wrong. If this concept does not change, the talents eventually cultivated will not stay in the enterprise. If enterprises leave capital, it is impossible to create a platform and space for the growth and development of talents, but if enterprises leave talents, their capital can no longer be replenished. Therefore, while changing the concept, the most important thing for enterprises is to build a platform for cultivating talents. 3. The relationship among individuals, organizations and society represents the enterprise. The mission of the organization is to continuously cultivate talents for the society, so that everyone can survive and develop in the enterprise, make contributions to the society through organizing this platform, and promote the development of human society. 4. Understand the mission of the organization. The mission of the organization is to cultivate talents for the society, create a platform for the growth of talents, make contributions to the society through this platform, and give certain returns to the society. Only by changing the concept of talents and understanding of enterprises can enterprises do a good job in training. Self-check 1- 1 Talk about your understanding of the importance of training. Self-inspection 1-2 Brief introduction of enterprise organization classification? 4 Real Training Needs Part II (Part II) The real reasons for training (Part II) How to make money for enterprises: Value service chain (Part IV) How to make money for enterprises: value service chain, service profit value chain, service profit operation strategy and service delivery system, employee loyalty income growth, income growth and employees. Loyal income Employee income retains internal service quality, employee satisfaction, external service, customer satisfaction, customer loyalty, internal service quality, employee satisfaction value, customer satisfaction, internal employees. Yee Employee Value Customer Customer Customer Service Quality Service Quality Satellite Fact External Service Value Satellite Fact Ion Satellite Loyalty Service Value Employee Productivity Profitability Profitability Employee Profitability Productivity Retention Workplace Workplace Design Service Concept: Repetitive business work design results are recommended for customers, employees are recommended to choose and develop service design, and employees are rewarded and recognized, providing tools to meet goals and serve customers.