Annual Training Plan Project 1 I. Training Objectives
Through training, employees' service awareness, cultural quality and management service level will be improved, hotel-style service operation skills will be mastered, brands will be built, and "××" professional team will be shaped in an all-round way, so as to realize the leap-forward development of enterprises.
Second, the training principle
Unified planning, unified content, unified assessment and decentralized implementation.
Third, training methods.
Full participation, phased and hierarchical implementation.
1. On-the-job training: Provide targeted training for new employees in 20xx years, including basic property information, service etiquette, etiquette, management and service skills, etc.
2. On-the-job training: training and assessment of responsibilities, work standards and relevant business knowledge of various departments and positions before taking up their posts.
3. On-the-job training: Serialized and standardized training for different objects and locations.
Training methods: centralized teaching, open discussion, case analysis and learning experience summary.
Evaluation method:
1, oral test: the examiner's mastery of the training content through on-site questioning;
2. Written test: After each stage of training, a closed-book test is conducted to check the workers' acceptance of the training content and the training effect.
3. Spot check: At work, employees' acceptance of training content is randomly checked.
Four. Training content and schedule
1, public * * * course training
Understand the development process and present situation of the enterprise, be familiar with the employee code and various management systems of XX enterprise, abide by professional ethics, master service skills, enhance service awareness, carry forward team spirit and realize enterprise philosophy.
2. On-the-job course training
Be familiar with job responsibilities, work flow, operating norms and management system, improve service level and business skills, enhance service awareness, and strive to do their own work.
For more employee training plans, please continue to pay attention to the plan network.
For many large enterprises, or fast-growing enterprises, training is a very important content, and these enterprises also attach great importance to employee training. As the saying goes, "Plan first, then act". As a training, we must plan ahead and make a comprehensive and systematic consideration, so that these problems will not occur. Then as hr, you need to make an annual training plan for the next year at the end of the year.
Conduct a training demand survey
Effective marketing training demand research is the premise of designing training plan. There is no training research, and the training courses are all set by subjective speculation. Such courses are not targeted, and training will be futile. This is also the root of the company's training problems. Training needs are usually determined by three factors: enterprise strategic needs, job responsibilities and personnel performance gap. It is usually implemented by the personnel of human resources department in cooperation with other departments. Through the summary and analysis of three aspects, the training needs of personnel are formed, which is the basis for the formation of departmental training needs and the overall training of the company.
Determine the enterprise training framework
After analyzing and determining the individual training needs, summarize the gaps and shortcomings faced by everyone from point to point, and form the future training focus of the department; According to the * * * demand of the department and the enterprise strategy, find out the * * * problems of the enterprise, find out the shortcomings and key links of the whole enterprise, and thus determine the future training focus of the enterprise. If these key links are solved, training will produce great value for enterprises.
Draw up a training plan
After the training demand is formulated and the training course framework and key points of the enterprise are determined, the personnel of the human resources department need to formulate a preliminary annual training plan (including training theme, holding time, training purpose, training objectives, number of people, class hours, estimated expenses, etc.). ), and then invite business owners and department heads to participate in the deliberation. During the deliberation, the Human Resources Department will briefly explain the draft training plan, and then reach an understanding through collective discussion. The purpose of this is to determine the main direction of training and not to make key mistakes in training.
Make a complete training plan
After determining the draft training plan, it is necessary to continue to complete all the details in the plan before the training plan is completed. The details of the specific training plan are mainly composed of the following parts: training purpose, training courses, training targets, training lecturers, training methods, training time, training budget and so on.
1, training purpose
Each training program should define the purpose/goal, why the training should be carried out, and what kind of training effect should be achieved. So that the training can be targeted. Identifying personnel training needs is usually the main purpose of training. The purpose of training should be concise, operational and measurable, so as to effectively check the training and learning of personnel and facilitate future training evaluation. At the same time, the training goal should not be too high, and we can't expect to solve all problems. Goals that can be promoted in stages can be designed according to the personnel gap. In this way, after continuous training, the purpose of training is finally achieved.
2. Coach goals
Effective marketing determines who the training target is for, who is the main training target and who is the secondary training target. According to the 20/80 rule, 80% of the company's performance is often created by 20% people, so these 20% people are the key training targets of the company. These people usually include middle and senior managers, key technicians, marketers and business backbones. In this way, the training is not to sprinkle pepper noodles all over, but to use good steel on the blade.
3. Training courses
The source of training courses is the framework of training courses formed by training needs, and arrangements are drawn from it according to priorities. At the same time, the training object and the training course are complementary, the training object determines the training content, and the training content must also have a suitable training object. According to their combination, courses can be divided into three categories: key training courses, regular training courses and temporary training courses.
4. Training form
Training forms can be roughly divided into two categories: internal training and external training. From the specific arrangement, we should give priority to internal training, supplemented by external training. Strengthening internal training, on the one hand, can greatly reduce the training cost, and the internal training cost of enterprises is only a fraction of external training; For example, internal training can be arranged in a large number of forms with low cost and wide audience, such as classroom training, on-site training and audio-visual materials training. On the other hand, internal training can improve the effectiveness of training, and trainees can effectively accept and improve the words and deeds of internal lecturers.
5. Training instructors
Lecturers can be divided into external lecturers or internal lecturers. When training abroad, or in-house training for key courses that employees of this enterprise can't talk about, it is necessary to hire external lecturers, which is very important for the selection of lecturers or training institutions and directly determines the success or failure of training. The most important principles of selection are professionalism and skill, and whether the content meets the needs of the company; Whether it can fully arouse students' enthusiasm for learning, rather than make them sleepy.
6. Training time
Training time should be forward-looking, and don't wait until training is needed. According to the priority of training. The time arrangement should be appropriate, with the principle of not conflicting with daily work as much as possible, and taking into account the students' time. Generally speaking, it can be arranged in the off-season of production and operation, at the beginning of weekends or holidays. Which is more abundant.
7. Training costs
To make a training plan, it is necessary to budget the expenses. There are many effective marketing budget methods, such as determining the budget amount according to the percentage of sales revenue or profit. Or according to the company's per capita budget, multiply it by the number of people to get the total budget. When a budget is allocated, it is usually not evenly distributed. The main training expenses should be tilted to senior leaders, middle managers and technical/backbone personnel. Senior managers and key employees have improved their management and technical level, which can effectively drive ordinary employees to improve their working ability. This kind of top-down promotion is much easier than the bottom-up promotion of ordinary employees.
Conclusion: If the above requirements are met, a complete and feasible training plan can be formulated and implemented. By making a scientific training plan, we can effectively avoid all kinds of problems caused by poor planning, greatly improve the training satisfaction of personnel, and training will effectively support the development of enterprises. I hope the above information about how to make a training plan is helpful to everyone. If you want to know more, you can go to think tank network to check other relevant information.
Annual Training Plan Item 3 I. Overview of training background:
Follow the business philosophy of * * Company (hereinafter referred to as * * Company) and the company's development goals in the next five years, improve employees' work skills, knowledge level and comprehensive quality through training and development, optimize the company's talent structure as a whole, cultivate high-quality talents who can meet the needs of the company's development goals, and enhance the cohesion and comprehensive competitiveness of enterprises.
Second, the guiding ideology of training
Through various training methods of "bringing in, going out and digesting internally", middle and senior managers, business backbones and outstanding employees are organized in a planned way to participate in lectures given by famous domestic experts, advanced studies in colleges and universities, qualification and title certification examinations and professional training in formal training institutions. At the same time, arrange middle and senior managers to conduct regular "internal training" for employees of the company or department, establish a team of "internal training" trainers with high professionalism, management ability and business ability, and make full and effective use of internal resources of the enterprise.
Third, the training objectives
(A) to achieve the expected goal of enterprise human resources planning.
(2) Effectively improve the work efficiency of employees and improve the overall quality of employees.
(3) Shaping the training into corporate culture and improving employees' sense of identity with corporate culture.
(4) Promote the standardization, scientification and modernization of company management.
Four. Investigation and Analysis of Training Demand
In order to make the training plan targeted and operable, before determining the training plan, conduct a training demand survey and issue a training demand form. According to the demand table, the company's development plan for next year, the 20xx annual training plan and the specific implementation, the 20xx annual training plan is formulated and submitted to the general manager's office meeting for deliberation.
Verb (abbreviation of verb) specific training content and related arrangements
In terms of training content, on the basis of demand research, a large-scale special training will be held once a month, and the subject content can be negotiated again. The training content can be divided into unified organization of the company and cooperation of the company with various departments to carry out training.
According to the different trainers, our company's personnel training is divided into: management personnel, professional and skilled personnel, ordinary staff training and pre-job training for new employees.
(A) management personnel training
Managers can be divided into high-level, middle-level and grassroots management cadres. Middle and senior management training focuses on cultivating managers' ability. Through training, managers' personal potential is stimulated, team vitality, cohesion and creativity are enhanced, so that managers can deepen their understanding and mastery of modern enterprise management mode, understand the internal and external situation of enterprises, establish a long-term development vision, and improve their leadership, planning, organization, execution and coordination capabilities. Grass-roots management cadres focus on management system, team building and corporate culture awareness training, as well as management skills training such as production practice.
The training method is as follows:
1. Participate in various seminars, lectures, open classes and knowledge lectures. Relevant information shall be provided by the Human Resources Department and organized and implemented, or the management personnel shall put forward the Human Resources Department to organize and implement;
2. Combination of centralized discussion and self-study;
3. Organize regular internal training;
4. Participate in outward bound training.
(2) Professional and technical personnel
Select professionals with high loyalty, strong self-motivation and strong plasticity, and focus on cultivating innovative thinking ability and upgrading professional skills, including the recognition of corporate culture and the cultivation of loyalty.
The training method is as follows:
1. Choose internal training or go out to attend an open class to improve management and job skills;
2. Continuing education and learning;
3. Professional qualification appraisal;
4. Participate in outward bound training.
(3) Training for ordinary employees
Staff training focuses on improving professional skills, understanding the company's management philosophy and related systems, and improving work initiative and enthusiasm. Staff skill training is planned by the department manager, and is responsible for organizing the implementation, and the human resources department puts it on record.
The training method is as follows:
1. All employees participate in the company's corporate culture and management system training;
2. In the form of internal training and CD-ROM learning, some operation skills and safety production are trained, and the human resources department organizes follow-up assessment;
(d) Pre-job training for new employees
The pre-job training for new employees is mainly aimed at college graduates and social recruiters newly accepted by the company. The content is company-level training, mainly focusing on corporate culture, business objectives, corporate systems and so on. Then each unit will conduct secondary training and discuss the related contents of pre-job training.
For the training of new employees, centralized classroom learning and individual training of each department are adopted to make new employees gradually adapt to the company's development environment, deepen their understanding and recognition of the company's corporate culture, and help new employees get familiar with the business as soon as possible.
(V) Training schedule: external lecturers teach in the company and internal lecturers teach. Arrange training in time according to the company's production and marketing progress. Expatriates go out to study and arrange according to business needs and departmental work plans; Organize multimedia teaching or training within the organization at least once every two months.
(6) The hiring of training lecturers and the development of training courses shall be the sole responsibility of the Human Resources Department.
(VII) Regarding the details of the training work, the Human Resources Department can implement it according to the training system of Hongfeng Company.
(8) Training fee: 200,000-300,000 yuan.
Matters needing attention in the implementation of intransitive verbs;
(1) The Human Resources Department usually pays attention to the research and development of training topics, collects information on lecturers and training courses of well-known domestic consulting and training companies in time, and recommends relevant training topics to relevant departments from time to time according to the needs of companies and departments.
(two) training can not be formalized, training, evaluation and improvement should be carried out. After returning to China, overseas trainees must summarize the training and communicate the contents, and submit relevant materials to the Human Resources Department. The human resources department should pay attention to the evaluation organization and work performance observation after training. The results are stored in the employee's personal training file as one of the basis for employee performance appraisal, promotion, salary adjustment and dismissal.
(3) When arranging training, the Human Resources Department should first consider the coordination with work to avoid the conflict between busy work and training time. Secondly, it should consider the relationship between key training and general promotion, to avoid the phenomenon that one department participates in training repeatedly and other departments have no chance to participate in training, and comprehensively consider the interests and needs of the company to improve the quality of employees.
(4) Pay attention to the enjoyment and scientific allocation of resources.
(5) If a single person has a large amount of training and a long time, an employee training agreement shall be signed according to the training system of Hongfeng Company.
Seven. Training effect evaluation
Training itself is a constantly developing practical process, so the embodiment of training effect is a dynamic process, and trainees should be evaluated dynamically.
(1) Training evaluation steps:
1. Trainee's reaction
After the training, distribute the Employee Training Effect Evaluation Form to the trainees to understand their reaction to the training and their gains in the training. It mainly includes: ① the response to the course content design; ② Response to the content and quality of teaching materials; ③ Response to training institutions; (4) Whether the knowledge and skills learned in the training can be applied to future work and what are the benefits.
2. Trainees' mastery of knowledge and skills
Evaluate whether the trainees have mastered the knowledge and skills after training, and evaluate the training effect by comparing the test results or work efficiency before and after training, or asking the trainees to submit training experience within a certain period of time.
3. Trainees' application of knowledge and skills and improvement of behavior and performance.
Because some training effects can't be shown immediately, the evaluation of the application, behavior and performance of knowledge and skills needs to be carried out after working for a period of time. Through follow-up observation and assessment, students can directly lead the observation of daily work, and students can illustrate the application of training results in their work with examples to prove that the training content has been practiced and directly lead the assessment. If there is no practice, students are required to put forward improvement methods, continue to practice, apply them repeatedly, and pass action-summary-action-summary.
4. The impact and return of training on the company.
Comprehensive evaluation of training, including whether the quality of work is improved, whether the cost is saved, whether the profit is increased, etc.
(B) the establishment of self-learning mechanism for employees
Employees establish active learning consciousness, rather than passively obeying the arrangement of enterprises; On the premise of meeting the needs of the work, meet the learning desire of employees to the maximum extent. In addition, the learning results must be shared by all employees. After the employees who have participated in foreign training come back, the training content should be shared with every interested employee.
Eight, the target responsible person:
First responsible person: Minister of Human Resources.
Co-leader: training expert (vacancy)
Nine. Matters and departments that need support and cooperation to achieve the goal:
(1) When implementing the training plan, all departments of the company should actively cooperate and support.
(2) In view of the different professional and technical nature of each department, the Human Resources Department suggests that each department send an internal training lecturer.