The annual work plan of training is a powerful guarantee to cooperate with the annual work objectives of enterprises and complete the annual work tasks. Generally speaking, the design of the annual enterprise training plan has three main purposes:
Controllability: scientifically and reasonably design the annual training plan by means of investigation to determine the demand, comparison to determine the content, reverse the training content through cost, and fitting the training effect during busy and idle hours, so as to realize the controllability of the training work at the enterprise level.
Targeted: By adopting diversified training demand research methods, we can fully understand the demand analysis of employees at different levels, positions and jobs as much as possible.
Testability: When designing specific training contents, training methods, training frequency and training coverage, it is necessary to make a training plan in advance, through the methods of historical data comparison of training effect, hierarchical classification chart analysis and cluster analysis of effective training forms.
Starting from the source of training demand, combined with the overall training funds of enterprises, targeted training implementation methods and training evaluation methods are designed for each type of training content, so as to clarify the training objects and the responsible subjects of training effects and ensure the measurability of training effects.
First of all, the annual training plan of an enterprise must serve the guidance of the superior competent department of the enterprise and the strategic requirements and annual work requirements of the enterprise itself. On this basis, it needs to be carried out in an all-round way in combination with the current situation of enterprise training.
Secondly, fully consider the changes of internal and external environment and maintain the principle of moderate flexibility; Principles to promote the development of enterprises and employees. Training demand analysis involves three levels of analysis, namely, "company decision-making level analysis, executive level analysis, and specific post personnel analysis". This analysis structure is helpful to understand the present and future training needs of enterprises and their employees from different angles, thus improving the rationality, authenticity and effectiveness of training demand analysis.
Thirdly, when analyzing the training demand ratio, we should fully consider the characteristics of training content, class hours, training methods, teachers' equipment, training funds and training targets, and design a scientific and reasonable training demand ratio model to ensure that the training plan is controllable and feasible.
Fourthly, after determining the specific framework of enterprise training work plan, it is necessary to design a layered, classified and graded enterprise training work plan. After the first draft of the training plan is issued, it is suggested that enterprises conduct internal discussion, confirmation and revision to form a draft for comments and a draft for review, which will be examined and approved by company leaders to form a draft for approval and finally form a draft for review to guide the enterprise training work of the enterprise and its subordinate units.