1. Determine employees' needs: by collecting employees' goals, skills and knowledge, understand employees' current skills and abilities, and determine what training they need to receive to meet the development needs of the company.
2. Evaluate the needs of the company: In addition to the needs of employees, we also need to consider the company's expectations of employees. Companies may need employees to have some specific skills or knowledge in order to better implement the company's strategy.
3. Make an effective training plan: By analyzing the needs of employees and the company, make a more effective training plan to ensure that employees acquire the required skills and knowledge.
4. Determine the return on investment in training: By analyzing the performance of employees and the improvement of performance after training, the return on investment in training can be determined, so as to make better decisions on future training investment.
5. Prevent invalid training: If the training demand cannot be correctly analyzed, it may provide unnecessary or invalid training and waste the company's resources.
Principle of training demand analysis
1. Training demand analysis refers to the systematic analysis and identification of the objectives, knowledge and skills needed by the organization and its members before designing and planning each training activity, so as to determine whether training is needed or what training content is needed.
2. The training needs are based on the knowledge and skills required by the post, on the premise of employee career planning, and for the purpose of benefiting both employees and enterprises, so as to mobilize the enthusiasm and enthusiasm of employees to participate in training, thus avoiding the blindness of training. Only in this way can we carry out targeted and step-by-step training and form a perfect system.