Research carried out training needs

No research, no specific training. Training of research by training needs analysis of inventory and demand for the two major components. Inventory of training over the past year training summary, while demand for research is the analysis of the future demand forecast. Taken mainly through staff interviews, questionnaires, data analysis and other means to carry out interludes together.

Inventory Inventory is training over the past year and the years of training, such as training courses, training the number of participants and lecturers, training effect, and so on, listen to the low high school at different levels, different series of staff views and demands. Combing through the investigation, an understanding of the past successful experiences in training, the lack of training, staff expect the type of lecturers, teaching style, training and so on. Through training inventory, carry forward the merits of improving the inadequate training provided for future reference.

Demand for research is the core part of the investigation, mainly to obtain the necessary information in three areas: corporate strategy needs, job responsibilities and requirements of staff performance gap. Demand business strategy is the source of training needs, through research enterprise decision-making, access to the future and the coming year corporate strategy and development priorities, identified corporate strategy to the specific requirements of human resources. Compared with the existing staff requirements of the gap between corporate strategy, which put the future training requirements. Such as: enterprises to enter the international market, foreign languages and knowledge of international rules on a staff must master, this knowledge must be pre-arranged training.

Job responsibilities require staff to work is the fundamental basis for positions require staff what to do, what kind of working conditions, what kind of standards, this is a competent person posts an indispensable condition. By every duties, tasks, processes, the results of the decomposition, analysis, we find that a lot of knowledge and skills training needs.

Finally, in accordance with performance evaluation results, summarized staff performance gap, the gap between categories of performance and genuine reasons, the need to fill the gap between what the most appropriate means of training. Then, according to the company's operations, to analyze what aspects of training the current work is more important, the more urgent. Through the above three aspects of meta-analysis, it will form the training needs of staff, which is a sector training needs and the company's overall training base.