The annual training plan draft

The specific details of the annual training plan by following a few key components:

1. training purposes. Each project must be clear purpose of the training (the target), Why training » To achieve what kind of training effects » This training before they can be targeted. Training purposes to be concise, must have operable, the best to measure, and this can be an effective inspection personnel training and study the situation, facilitate the training after the assessment.
2. training targets. Who are the main targets of training » Under the 20/80 rule, 20 percent of the company is naturally the focus of the training targets. These people usually include: senior management, key technical personnel, marketing and other key personnel and business. Identification of training target on the other hand is based on the content of the training staff of the division or master degree classification, the same level of a group of people on the train, to avoid the depth of different training courses, training a waste.
3. training courses. Annual training courses must follow the principle of priority, focus into training courses, regular training courses and temporary training courses three categories. Which is the main focus of training courses for company-wide common problems, future development plans for the training, or were targeted at key targets of the training, such training can greatly improve the well the company's competitiveness and efficient enterprises make up for shortcomings Therefore such training companies need to focus resources, human and material resources to ensure that.
4. The form of training. The form of training can be divided into roughly In House and the training of two categories, which also includes In House focus on training, in-service counseling, exchange of discussions, personal learning; training, including external short training, MBA education, schools, professional conferences and other exchanges .
5. From the content that involves management practices, development of the industry, such as training, training is more suitable. The rules and regulations related to business, work flow, special operations, business and cultural courses, in-house training on the mainly from the staff perspective, in the senior management staff, the training of technical personnel to the training, education, exchange visits, and so on, while ordinary Site training staff is working counselling, practical exercises more effective.
6. From the annual training plan on the specific arrangements, should be mainly In House, supplemented by outside training. In House to strengthen the one hand, can drastically reduce the cost of training the other hand In House training can improve the precision and effectiveness.
7. Training of lecturers. Lecturer in training has played a pivotal role, is divided into internal or external lecturer lecturers. Involved in training, or In House in critical courses, internal staff can not speak, need to recruit external lecturers. In the design of the annual training plan, the broad selection of lecturers to determine the direction and scope, wait until the specific training, then finalized.
8. The large number of internal training courses, the main lecturers are mainly internal. These usually include a lecturer in the senior management of the business, such as the backbone of their professional training in skills training, can effectively increase their training level. Employing internal staff training, not only greatly save training expenses, can also form a stable internal lecturers team.
9. The training time. The annual training plan the timing should be forward-looking, according to the priorities for training. The opportunity to select appropriate, so as not to conflict with the day-to-day work to the principle of trainees at the same time take into account the time. Generally speaking, can be arranged in production and operation of off-season, weekends or holidays, such as the beginning of a period of time.
10. Should provide a certain number of hours of training, so as to ensure the completion of the training mission and really enhance the level of staff. Motorola annually to all employees with at least 40 hours of training, and this time will be gradually increased by 4 times.
11. The training costs. There are many ways to budget, such as: sales revenue or profit under the percentage of funds budget, according to the company or the per capita budget for calculation of the amount. In budget allocation, they will not flat rates per capita. The main training costs to the senior leadership, middle-level managers and technical / professional staff tilt.