All things are foreseen, and those who are not prepared are wasted. The end of the year is approaching, I believe that many training partners are worried about how to formulate an annual corporate training plan
Don't worry, today we will work together on how to develop an annual training plan that satisfies leaders and is recognized by the business department
1. In-depth understanding of corporate strategic goals and business needs
The strategic objectives of the enterprise determine what kind of talent the company needs and the number of these talents to ensure the proper functioning of the relevant business units. The training strategy of the enterprise needs to meet the needs of the enterprise for talents, as well as the ability needs of talents at all echelons and levels.
Therefore, when formulating the corporate training strategy, the training manager should have a deep understanding of the strategic objectives and business needs of the enterprise, so as to scientifically formulate the annual training plan of the enterprise.
What needs to be made clear here is that when formulating the annual plan, we should follow the principle of result-oriented, find out the key groups that play an important role in the realization of business results and strategic goals of the enterprise 20%, and use 80% of the training resources to accurately cultivate, which can often play a more effective role in promoting the enterprise.
Therefore, training managers need to find the key training service departments in the next year according to the strategic goals of the enterprise, and tilt their training resources heavily.
2. Excavate and analyze the training needs of employees
Aim at the bullseye and shoot again, clarify the direction and work hard.
In order to improve the effectiveness of mining employees' training needs, training managers must grasp the company's future strategic direction and content before understanding employees' training needs, which can be through high-level interviews, annual summaries, etc., to ensure that the direction of training needs research is consistent with the company's strategy.
In addition, in addition to questionnaires, face-to-face communication, employee feedback channels, etc., training managers can also work closely with business departments to understand the problems and challenges encountered by employees in actual work, so as to explore the training needs of employees.
After collecting the training needs of employees, the training manager also analyzes them:
What training needs are real?Combining these issues with an analysis, the framework of the annual training plan becomes clear.What training needs play an important role in the achievement of corporate strategic goals and performance improvement?
How much training resources does training consume in the process of requirements realization?
How should training resources be allocated?
3. Formulate an annual training plan
After the first two steps have been laid out, we have clarified the training objectives, training needs and training objects in the annual training plan, and then we need to determine the training course, training time, training method, training instructor and training budget.
1.Training courses
When formulating the training plan for the next year, the training manager will review the training plan for the current year.
Which training programs have been successfully implemented with good results and can be continued?After combing, it is very clear which training courses will be reused this year, and which training courses will be adjusted or added. Whether the adjusted or newly added courses are developed in-house or directly procured from external sources can be determined by factors such as the company's faculty and training budget.Which training programs should be adjusted or added according to the market environment, the needs of the business department and the business direction of the enterprise?
2.Training time
Training managers need to consider the business characteristics of the enterprise and the work arrangement of employees, and choose the appropriate training time and cycle. For example, intensive training can be conducted during off-season, or phased training can be arranged according to the employee's working hours.
3.Training methods
The form of training includes internal training, external training, online training, offline training, etc., due to the time, cost and different forms of different contents, enterprises can combine a variety of training methods to maximize the training effect.
4.Training instructors
Training instructors are divided into internal and external instructors, and a large part of the deciding factor in the selection comes from the training budget. Enterprises can combine the following models as a selection criterion for instructors**.
This model is divided into four dimensions: authority, new knowledge, selection and cost, corresponding to four types of instructor resources: internal expert certified lecturers, internal executives, external lecturers, and external experts. Training managers can choose according to the training content and training budget.
5.Training budget
According to the determined training courses, training lecturers and other training resources procurement plan, combined with the market, the development of training budget. The training budget should be approved by the corresponding leaders.
In the formulation of the training budget to consider a variety of factors, such as the company's performance development, the total cost of training in the previous year, per capita training costs, etc., on the basis of the previous year according to the progress of the training work to consider a proportion of increase or reduction of the training budget.
Fourth, make the annual training plan fully visualized
In general, the development of the annual training plan ends at the previous step. So what can leaders and business units do to quickly understand and master the core content of next year's training strategy to gain strong support?
Dr. Hu Li, President of Andyman Consulting, offers us a way to do it:
There are only 9 steps to fully visualizing your annual training plan:
1.Select the key items. When selecting key training programs, factors such as strategic matching, urgency of demand, leadership attention, talent training planning, and key businesses should be considered. Such as middle and senior leadership training, reserve talent training, etc.
2.Identify specific objectives for key projects. The objectives of key training programs should be in line with SMART principles, not overly general and vague, appropriately sufficient, challenging, within controllable resources, etc.
3.Select the key tasks. In key projects, key tasks should be selected, and the key tasks should clarify the key content and curriculum.
4.Assign tasks to the owner. Before the implementation of the project, the project team members should be identified and the specific tasks should be implemented to specific people.
5.Determine the work task completion cycle. According to the actual situation, clarify the entire project implementation cycle and the node time that each task needs to be completed.
6.The goal is aligned with the task. Before each specific task is implemented, it is necessary to align with the goal to see if the phased task is related to the overall goal.
7.Identify non-strategic organizational tasks. Identify non-strategic or non-organizational tasks. This will capture the focus of the project.
8.Budgeting & Execution. Determine the budget of the project, and produce the project execution manual and control flow chart.
9.Goal achievement result**. The last step is also very critical, after the first eight steps are done, let's examine whether the target results can achieve expectations, here we need to evaluate and fill in the gaps.
Presenting the entire annual plan on one page can not only predict the development, results and effects of next year's training work, but also help enterprises better manage and implement training plans.