KSA: skills, attitude, knowledge

General training

Professional Training

Short-term training needs: within one year (monthly, quarterly, annual, emergencies, technology introduction, policy learning)

Long-term training needs: more than one year (concept change, strategic transformation, talent training)

regulations, systems

Lack of basic skills

Poor work performance

Application of new technologies

Customer demand

New product

high performance standards

new job

customer dissatisfaction

Reduce scrap rate

improve quality

What do trainees learn?

Who receives training

Training type

Training times

The decision to outsource or develop your own training

Use training or other human resource management methods, such as selection or job redesign

How to evaluate the effectiveness of training

How to promote training conversion

People analysis: Which functional departments and operating units need training?

Task analysis: Does the company have employees with the knowledge, skills, and abilities needed to compete in the market?

Organizational Analysis: Is training important to achieving our business goals? How will training support our business strategy?

People analysis: Who needs training, are they managers, professionals, or key employees?

Task analysis: Are there any work areas where training can significantly improve product quality or customer service levels?

Organizational Analysis: Am I willing to spend money on training? How much does it cost?

People Analysis: How do I identify employees who need training?

Task Analysis: Which tasks require employee training? What knowledge, skills, abilities, and other factors are required to complete the task?

Organizational Analysis: Do I have the funds to purchase services? Will managers support training?

The job of the person being observed should be relatively stable

Representativeness of essential work behavior samples

Observers should try their best not to attract the attention of the person being observed or disturb him

There must be a detailed observation outline and behavioral standards before the observation

Applicable: Observe those positions where the work content, work procedures, and requirements for staff will not change significantly within a period of time, especially when the work content is completed by physical activities.

Not applicable: jobs with a heavy mental workload or intermittent work

Interview preparation: Determine time, location, personnel, purpose of interview, advance notice, interview outline

Interview implementation: use appropriate opening remarks, ask questions and interact, and use appropriate closing remarks

End of interview: organized and supplemented. Write interview reports and summarize, analyze and improve

Determine the goals of the interview and clarify "what information is the most valuable and must be obtained"

Prepare a complete interview outline, which is very critical to inspire and guide the interviewees to discuss key information and prevent the interview center from shifting.

Establish a harmonious and trusting interview atmosphere. During the interview, the interviewer must first gain the trust of the interviewee to avoid hostility or resistance. This is very important to ensure the accuracy of the information obtained by mobile phone.

Design questionnaire: Convert the things you need to know into questions, determine the order of questions, test the questionnaire, and modify the questionnaire

training investigators

Questionnaire survey implementation

Organize the questionnaire

Statistical analysis and results

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