Communication with the group's senior management to understand long-term strategic planning

Determine how training supports the realization of strategic goals

Conduct job analysis and determine key positions

Evaluate the key skills and knowledge required to assess key positions

Based on the results of the requirements analysis, list the training course outline

Select or develop suitable training materials and resources

Choose online or offline training methods

Consider the possibility of blended learning

Determine the length of time based on employee work arrangements and training content

Set training cycles, such as quarterly or annual training programs

Coordinate with various departments to ensure that training time does not conflict

Release training schedules to ensure employees are aware and ready

Calculate direct costs such as training materials, lecturer fees, venue rentals, etc.

Estimate the indirect costs of employees participating in training, such as loss of wages

Allocate funds from the human resources budget (the finance department directly allocates funds)

Explore external funding or cooperation opportunities

Assess the training capabilities and experience of internal employees

Select the right internal instructor for training

Consider industry experts or professional training institutions

Filter and invite the right outside lecturer

Choose the right training location to consider transportation convenience

Prepare necessary training facilities, such as projectors, whiteboards, computers, etc.

Print training manuals and materials

Prepare electronic version of training materials for online learning

Confirm the training schedule and participants

Send training notifications and related information to participants

Teaching and activities according to the training schedule

Monitor the training process to ensure the quality of training

Design test questions related to training content

Prepare a questionnaire and collect training feedback information

Determine how to track changes in employee performance after training

Set performance indicators and evaluation cycles

Distribute questionnaires to collect employee feedback on training content and methods

Analyze the results of the questionnaire and find out the advantages and disadvantages of the training

Communication with the heads of branches and departments to monitor changes in employee performance

Collect performance data and evaluate training effectiveness

Summary of feedback information and identify problems and deficiencies in training

Discuss with training instructors and participants to find improvements

Adjust training content and methods according to evaluation results

Update training materials and lecturer resources

Establish an electronic archive system to store training materials and records

Regularly update training materials to ensure the timeliness of information

Use data analysis tools to explore the potential value of training data

Adjust training strategies based on data analysis results

Assessing employee training potential and interests

Select potential employees for training

Arrange internal trainers to participate in professional trainers courses

Provide practical opportunities to allow internal trainers to grow in practical training

Collect and organize successful experiences and cases in training

Write a case collection for reference by other departments or employees

Organize training experience sharing sessions regularly

Best practices for promoting training with internal communications or conferences