Winning the bid (Xiamen) Management Consulting Co., Ltd. combined with many years of training experience, summed up and created the training consulting management experience of "check, research, award and check". After practice, it has achieved great success, which not only meets the requirements of customers, but also makes the training and consulting work more targeted and solves the problems of customers.
What is "checking, calculating, researching, approving and checking"? The following is a detailed explanation:
First, check:
As we all know, the importance of training needs in the training operation system, so as a training manager, how to effectively find training needs? According to the author's study, I will introduce the following training demand analysis methods: enterprise strategy analysis, questionnaire survey, face-to-face communication, behavior observation, testing and evaluation cognition, quality model analysis, group discussion/team input method, dynamic and static demand analysis (this method was initiated by Mr. Xu Shenghua).
1, enterprise strategy analysis method: mainly suitable for participating in the publicity and analysis of enterprise strategy, attending the annual enterprise strategy meeting, and defining the annual development focus, enterprise development goals, enterprise development direction and current hot spots through the strategy meeting. At the same time, in the strategic analysis, we should carry out SWTO analysis, consider the current overall situation of the company, and determine the company's training strategy through SWTO analysis, so that the training strategy closely revolves around the enterprise strategy.
2. Questionnaire survey: According to our understanding and mastery of training needs, further confirm the needs of students. Questionnaire survey is a method used by many enterprises, but it certainly has many disadvantages. For example, in the open questionnaire survey, "What training course are you most interested in?" Maybe 90% people said "English, office" and even filled in "automobile professional driver's license. Therefore, in the design of the questionnaire survey method, we need to make clear a premise: the questionnaire designer must make clear the purpose of the questionnaire survey, that is, the students' learning goals and learning directions, for example, the training of foreign trade personnel, whether the foreign trade personnel are currently a matter of business skills or team fighting capacity. After the direction is clear, the questionnaire is designed according to the needs, and specific courses are designed in the questionnaire survey to ensure the scientificity and effectiveness of the questionnaire survey.
3. Face-to-face communication method: according to the needs of training, we can accurately grasp the current situation and the ability to be improved of the trainees by interviewing and communicating with the key figures of the company or the backbone or supervisor who are most familiar with the trainees before training. In the face-to-face communication method, we must first find the right person; Secondly, we should design an interview outline; Finally, choose the right interview opportunity, not when the interviewee is busy and in a bad mental state. In addition, we must pay attention to avoid the influence of the interviewee's mentality during the interview. The application effect of this method also depends on communication ability, collaboration and the interviewer's ability to interpret communication information.
4. Behavior observation method: This method is suitable for observation and recording at manufacturing site and terminal site. By observing the students' behaviors, attitudes and skills, and analyzing the relevant data, we can find out the problems and carry out relevant training. This method will be influenced by the environment, and it is time-consuming.
5. Testing and assessment certification method: The most direct method of this method is to interpret the results of performance appraisal, or find the training needs through testing methods (on-site operation, written test, experience, etc.). ), determine the training courses and implement the training.
6. Quality model analysis method: At present, many companies are using a quality model to determine the shortcomings of capabilities, and formulate training requirements according to the shortcomings of capabilities. Generally speaking, the main steps of quality model analysis method are: determining the post ability requirements, evaluating the existing personnel ability gap, collecting and analyzing the ability gap, selecting the corresponding courses, and making the training plan. The premise of this method is that the company has established a quality model, and at the same time, the department head is required to be very professional and able to analyze the shortcomings.
7. Group discussion/group input method: In order to obtain the training needs, we can also select the group with the best performance, the worst performance and the average performance from the trainees to form a group for discussion, determine the training needs through discussion, design training courses and implement training.
8. Dynamic and static demand analysis method: Let's take a look at the concept first: static demand refers to the training course corresponding to the competence required to complete the job requirements, which is generated for the job and organizational requirements and exists at the same time as the job. Static demand has nothing to do with the people in the post; Dynamic demand refers to the training courses corresponding to the gap between employees' existing abilities and job requirements and the personal development needs of employees after setting up jobs. Dynamic demand is what we usually call training demand, which is what we actually want to implement. From static demand to dynamic demand, there are three steps: first, post-evaluation; The second is the evaluation of individuals; The third is the gap between the individual and the post, and the gap is the training demand.
II. Plans and appropriations
Good courses are basically designed.
1, transforming the training demand analysis into the knowledge, attitude and skills that the trainees must master, and then transforming the knowledge, attitude and skills into the training content;
2. Make clear the key points, difficulties and emphases of teaching, and explain the general idea, key points, difficulties and emphases of the whole training course and the contents that need to be mastered before training.
3. For example, the training of sales team belongs to performance-based training, and the process of training is to attach importance to experience exchange and sharing, personnel motivation and team building. Therefore, the training of marketing team should not be too dogmatic, and there must be rich games and interactions when designing the training course content. When cultivating corporate culture, let students experience the role of corporate culture through stories and games; When fabe and spin are introduced into product training, it is necessary to guide students to use them in the course, and to activate the training atmosphere by letting students simulate sales and comments on the spot, so that students can understand the content more deeply.
4. Design corresponding cases to ensure that classroom exercises are as close to real work as possible.
Third, knot
Training effect evaluation scheme
1, and determine the training effect evaluation target.
Problems to be solved in 1 and 1
1 and 2 to achieve the level and specific goals.
2. Composition of training and evaluation personnel
3, the implementation effect of training
Training evaluation level
Evaluation level
name
Evaluation content
Evaluation example
four
Student reaction
Mainly to understand the overall feelings of employees after training, and to evaluate the training content, teaching methods, teaching materials and facilities.
questionnaire survey
group discussion
five
Effect of learning
How many courses have the students mastered?
oral examination
classroom performance
six
Changes in students' behavior
After training, evaluate the changes of work behavior and on-the-job performance.
Observation method (students are evaluated by their direct leaders, colleagues and subordinates)
seven
Effect of training
Does training have a direct or indirect impact on the operating results of enterprises?
Measured by enterprise sector indicators, such as productivity, complaint rate decline, etc.
7. 1 data collection
The data collected are mainly training evaluation questionnaires, written test scores, relevant information and data reflecting productivity, and compared with the relevant data before training implementation.
8. Training summary
8. 1 Writing of training evaluation report
Writing of training report: training overview, including project investment, time, participants, main contents, etc.
Training results, qualified persons, unqualified persons, unqualified reasons, etc.
The results of training programs should be handled. For good projects, the implementation methods and materials should be kept, and for secondary projects, the implementation methods and materials should be discarded.
8, 2 information feedback
After the training, feedback the relevant information to the internal personnel of the enterprise in time.
8.2. 1 Feedback of training effect to human resources personnel can modify training programs and improve training level.
8.2. 1 Management's support for training.
8.2.3 It helps trainees to be clear about their training effects, thus helping them to continue their efforts and constantly improve their work performance and their own quality.
Fourth, check
Investigate the trainees again and track the benefits of the training. And summarize to ensure the effect of the next training.