How to write the department training plan?

Question 1: How to write a training plan is what kind of training you want to do and what kind of goals you want to achieve, and then break down the training goals. It is divided into several stages, and what method is used to achieve the training goal each time. In other words, the training plan can be divided into:

1, training content

2. Training purpose

3. Training time

4. Participants

5. Evaluation methods and results

Question 2: How to write a departmental work plan is the work plan of a unit or department in a certain period of time.

Writing a work plan requires conciseness, concreteness and clarity, and words and sentences must be accurate and not vague.

(1) Format of work plan: 1. The name of the plan.

Including the name of the planning unit or group and the planning period.

2. The specific requirements of the plan.

It generally includes the purpose and requirements of the work, the items and indicators of the work, the implementation steps and measures, etc. That is, why do it, how to do it, and to what extent.

3. Finally, write down the date of the plan.

(2) the content of the work plan. Generally speaking, it includes:

1. Situation analysis (basis of planning).

Before making a plan, we should analyze the current situation of research work and fully understand what the next work is based on and what the plan is based on.

2. Work tasks and requirements (what to do).

According to the needs and possibilities, the tasks to be completed and the work targets to be achieved in a certain period of time are stipulated.

3. Working methods, steps and measures (how to do it).

After determining the task, we should determine the methods and steps of the work according to the subjective and objective conditions and take necessary measures to ensure the completion of the task.

(3) Steps to be taken when working out the work plan:

1. Seriously study and study the relevant instructions of the superior, and grasp the spirit.

2. Carefully analyze the specific situation of this unit, which is the basis and basis of planning.

3. According to the instructions of the superior and the actual situation of the unit, determine the working principles, tasks and requirements, and then determine the specific methods and measures of the work, and determine the specific steps of the work. Close contact and put it into practice.

4. According to the possible deviations, shortcomings, obstacles and difficulties in the work, determine the methods and measures to overcome the budget, and avoid being passive when problems arise.

5. According to the needs of work tasks, organize and distribute power, and define the division of labor.

6. After the draft plan is made, it should be submitted to all staff for discussion. The plan depends on the masses, and only by correctly reflecting their demands can it become the goal of everyone's conscious efforts.

7. Further modify, supplement and improve the scheme in practice. Once the plan is formulated and formally adopted or approved, it must be resolutely implemented. In the process of implementation, it is often necessary to continue to supplement and modify it to make it more perfect and practical.

Question 3: How to write a plan for organizing the training department? * * * Training plan

In order to improve the overall quality of the company, find out the staff base and make the training work fruitful, this scheme is specially formulated.

1. Interviewee: All employees of the company.

2. Survey method: questionnaire survey combined with discussion.

3. Schedule: August 28th-3rd1,2065438.

4. Personnel arrangement and requirements:

* * * Responsible for this work, and the specific work is * * * *

* * * * Department

Date, year and month

Attachment:

Training demand questionnaire (grass-roots staff)

Position: Name:

Thank you very much for your concern and support for the training work. In order to support the sustained and rapid development of the company and the long-term development of employees, we are making a 20 10 training plan. Please cooperate with us to complete this questionnaire according to the actual situation, which is very important for us and yourself. Thank you for your cooperation.

Human resources head office training center

Part I: Training needs

1. Please tick "√" in the brackets for the items that are consistent with your opinion.

Very agree, very agree, agree, disagree, very disagree.

1. Training is very important for me to do my job well () () () ()

2. Training is a good way for me to keep up with the development of the times () () ()

Generally speaking, my training is not enough () () ().

4. You should not enjoy different training benefits because of different positions () () () ().

5. Training is very helpful for my development as an employee () () () () ()

2.20 10 how many days of training did you receive?

6. Days of full-time training:

7. On-the-job training days:

3. The reason why you attended the training is that you provided (). The leader offered (). The company provides ().

4. What effect did the training you attended in the past have on your work performance?

5. What are the problems you encounter in your current job?

6. What kind of training are you going to do to help you solve your current difficulties?

7. What training do you want to receive to make up for your shortcomings?

8. Do you have any good suggestions for the company's training?

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Employee training demand questionnaire 1

Hello! Please assist in this survey and fill in every question in the questionnaire carefully. Here, we would like to express our sincere thanks for your support to our work. According to the feedback, we will make corresponding training plans to help you improve your work.

Your name: Your department:

1. What do you think you want to solve most through training at present?

□ Increase professional knowledge □ Improve comprehensive quality □ Improve practical operation ability.

Please list three important job requirements in your job responsibilities. Do you need training and promotion in these areas?

We have listed some training courses. Please select the required training content according to your own situation:

3. General skills:

□ Business Etiquette □ Time Management □ Project Management

□ Stress and emotional management □ Communication skills

□ Other courses, please specify.

4, professional knowledge:

□ Industry standard □ Patent knowledge □ Process knowledge

□ experimental operation

□ For other courses, please explain 4. Human resources:

□ Effective recruitment □ Structured interview skills □ Job analysis

□ Performance management □ Employee relationship management

Other courses, please explain.

5. Financial planning categories:

□ Financial analysis □ Enterprise cash flow management and control

□ Enterprise cost accounting design, control analysis and reduction □ Financial statement analysis and analysis report preparation

□ Analysis of the latest tax laws and regulations □ Reasonable tax avoidance skills

□ Other courses, please specify.

6. Procurement marketing category:

□ Supplier development, management and evaluation □ Logistics and supply chain management

□ Effective material management and inventory control □ Negotiation skills.

□ Effective sales skills

□ Other courses, please specify.

7, production management:

□ lean production management □ visual management □ quality management

□ Delivery date management □5S management

□ Other courses, please specify.

8, management skills:

□ Excellent leadership charm □ Five skills of excellent supervisors □ Corporate culture construction

□ Team building □ Internal trainer of the enterprise

□ its...> & gt

Question 4: How to write the annual training plan? 2008 annual training plan I. 2008 annual training plan According to the company's development goals and operating conditions, our company is in a rapid development stage. At present, the knowledge structure of employees in the company is unreasonable and the overall quality is low; Lack of management talents and professional skills; Employees have a closed mind and a high turnover rate. If these problems are not solved, the company's development goals will not be realized. Therefore, we should strengthen staff training, gradually adjust staff's mentality and knowledge structure, broaden staff's knowledge, improve staff's professional skills and management knowledge, and cultivate a group of new management talents with professionalism, courage to undertake obligations, safety awareness and cost awareness. Second, the procedure for making training plan 1, according to the needs of the company's development goals; 2. Each department of the company formulates its own training needs according to the company's discovery objectives and actual needs; 3, the management department according to the company's development goals and the needs of various departments, staff training plan. Third, the training plan This training plan is formulated according to different levels to ensure that the training content is consistent with the actual needs. ① Training for middle-level and above managers: 1), training target: personnel above the department head level of the company 2), training method: on-the-job training 3), training method: watching the implementation of teaching materials and videos, self-study and internship 4), training content: a, enterprise development strategy (internal training, 1 1 month); B, build enterprises with excellent execution (internal training, 1 1 month); C, production safety management system (internal training, half a year/time); D, fire safety management system (internal training, half a year/time); E, 5S basic knowledge (internal training, half a year/time); F. ISO90065438 Basic knowledge +0 (internal training, half a year/time); ② General worker training: 1), training target: general worker 2), training method: on-the-job training 3), training method: explanation, self-study and internship a, factory rules and regulations (internal training, half a year/time); B, rewards and punishments regulations (internal training, half a year/time); C, production safety management system (internal training, half a year/time); D, fire safety management system (internal training, half a year/time); E, 5S basic knowledge (internal training, half a year/time); F, ISO900 1 Basic knowledge (internal training, half a year/time) IV. The purpose of training is to instill new knowledge and new ideas into employees and broaden their knowledge; (2) make employees adjust their working mentality, so as to better serve the company; ③ Cultivate a group of compound talents with both professional skills and management knowledge; ④ Improve the quality of all staff, starting from the corporate culture, starting from 5S, and forming 8S through safe production and cost saving; (5) Make employees have the skills needed for the post. V. Management measures: ① Title of annual training and employee training plan; ② The management department determines the training target; (3) Foreign training employees need to fill in the training application form, which will take effect after being approved by the general manager; (4) The training time for middle-level and above management cadres shall be no less than 20H, and the number of employees shall be no less than 10H. All employee trainings are recorded in the Employee Training Course Record Form, which will serve as the basis for employee promotion and transfer in the future. ⑥ All employees must pass the exam in training, and those who pass the exam will be issued with a certificate of completion; According to the training system, the company will reward those who have achieved excellent results and punish those who fail to pass the examination. ⑥ Establish employee training files, and all training materials shall be filed by the management department; ⑦ All training shall be conducted in accordance with the training system. For reference only!

Question 5: How to write the employee training plan? Training plans should generally be organized in a planned way according to different time periods. Secondly, it is necessary to plan the training targets, such as new employees, old employees and employees in special positions. In addition, we should also plan the relevant training content, with time, scope and content as the main content, and a good training plan will add preface and suffix accordingly.

Question 6: How to write a 20 15 year employee training plan and make an annual training plan?

1, investigation. Design research forms and conduct research; Interview key personnel for design problems, or telephone interview. The core of the core is to understand the boss's thoughts, and the rest are second.

2. Summarize the survey data, analyze the survey summary data, and make a survey analysis table (as an attachment to the annual plan, let the leaders know that you are not the one who pats your head to do things).

3. Make a training plan. If you can communicate with the superior leaders before making the training plan, you can greatly reduce the situation that the leaders are wrong after you do it and greatly improve the probability of passing the training plan.

The annual plan generally includes: cover, table of contents, text (general idea, course plan, cost budget, safety evaluation mechanism, etc.). ) and accessories (needs analysis, course outline, etc.). ).

Suggestions for making annual plans:

1, every year around a point, don't managers, technicians and other personnel want to improve, energy is limited, around a theme, this is a clue that runs through the training throughout the year, and it is easier to produce results.

2. Training forms should be diversified as much as possible, such as study tours, case discussions, sharing sessions, reading sessions, watching movies, service skill competitions, and selection activities.

Finally, share a word with the questioner: it is better to do more than one thing, and do it and cherish it. Less training is better than more training. Everyone in the circle knows.

Question 7: How to write the training plan? Staff training plan of property management company

I. Introduction

Robert owen once said that spending money on improving the quality of labor force is the best investment for enterprise managers. The property management industry, known as sunrise industry, has shown more and more vitality after more than 20 years of development. In order to meet the needs of market economy development, the staff training of property management enterprises has become very important.

Second, the purpose and significance

(A) Staff training is the need for property management companies to participate in market competition.

In the final analysis, the competition of property management enterprises is the competition of talents. In addition to recruiting suitable talents from the market, a more effective way for property management enterprises is to improve the quality of existing employees through training to meet the needs of enterprises.

(B) Staff training is a way for managers of property management companies to motivate employees.

In today's society, learning and training have become an important means for many people to change their lives and environment. Almost everyone has the need and desire to learn. The rich learning atmosphere and effective learning policies in property management enterprises will be attractive enough for employees and conducive to the stability of the workforce. Far-sighted managers even regard learning and training as employee benefits, giving or rewarding employees.

(C) Staff training is the foundation of the modernization of property management enterprises.

After more than 20 years of development, the property management industry has changed from the traditional cooperative housing management to the market-oriented management based on entrusted management. This socialized and market-oriented management mode puts forward higher requirements for the quality of property management practitioners. Property management is not only a labor-intensive industry, but also needs a large number of excellent talents who are proficient in management to promote its development. Therefore, staff training is the basic link and reliable guarantee to realize the modernization of property management enterprises.

Three, the development of property management enterprise training regulations

Training is a long-term work of property management enterprises, and property management enterprises should formulate training regulations according to their own conditions to make training institutionalized and standardized. Training regulations mainly include the purpose and significance of training, the basic content of training, training methods, training classification, training organization and implementation, training supervision and management, training effect evaluation, etc.

Four, the content of property management enterprise training

Property management involves a lot of content and training is relatively complicated, but generally speaking, training can include three aspects.

(A) enterprise-related knowledge training

This kind of training is to make every employee have a comprehensive understanding of the company's history, present situation, future planning, management service concept, business scope, internal rules and regulations, human resource management, etc.

(B) property management basic knowledge training

This kind of training is mainly to make managers and operators familiar with and master the basic knowledge related to enterprise management and property management.

(3) Special skills training for property management practitioners

This kind of training is to improve the practical work skills of grass-roots managers and operators.

Verb (abbreviation of verb) property management enterprise training plan

(a) training needs analysis

1, the content of training demand analysis

Before making a training plan, we should first make a comprehensive analysis of the training needs of enterprises, mainly including three aspects.

(1) tissue analysis

Combined with the annual management development plan of enterprises, this paper analyzes what training enterprises and departments need to ensure the implementation of the plan.

(2) Task analysis

According to the work content of the enterprise, analyze what training individuals need to carry out to ensure the completion of the task.

⑶ Personal analysis

According to the present situation of enterprise human resources, analyze who needs training and what the specific content of training is.

2, the method of demand analysis

(1) questionnaire survey method

Send out a training demand questionnaire to the employees of the enterprise, so that the employees can make suggestions on what kind of training the enterprise should organize in combination with the development strategy of the enterprise. Let employees put forward training needs according to their own work tasks; Let employees put forward training needs according to their personal development. Questionnaire survey is a very common and effective method. This method can cultivate the enthusiasm of employees who care about learning, love learning and participate in learning. It is not only a training demand analysis method, but also an important content of corporate culture construction, which is more effective.

(2) Appointment interview method

Managers are selected from different management levels, different departments and different types of operators for interviews, and the overall training needs of the company are determined according to the information obtained from the interviews.

(3) Meeting survey method

Hold a training demand analysis meeting, so that participants can put forward training needs.

(4) Performance evaluation method

Determine employees according to their daily work performance ... >>

Question 8: How to make a good employee training plan? How to write the training plan? First, the purpose of new employee training

Second, the new employee training program

Third, the new employee training content

Fourth, the new employee training feedback and evaluation

Verb (abbreviation for verb) Training materials for new employees-

Implementation plan of new employee training project

Just write these items clearly.

Question 9: How to write the work plan of the administrative training plan?

I. Daily management

In the second half of the year, efforts will be made in the following aspects:

1. Formulate and modify the employee handbook, and add the ideas, spirits, purposes and goals of all industries into the employee handbook, and finish this work before the end of September.

2. Strengthen the interview of the employees of the Administration Department, mainly when the employees are promoted, transferred, resigned, studied, paid, evaluated or have other ideological fluctuations due to personal or business reasons. At ordinary times, the administrative department can also conduct targeted work interviews with employees, and make written records of each interview. When necessary, the information obtained in the interview should be fed back to the manager or general manager of the employee's department in time, so as to do a good job according to the employee's ideological situation.

3. Improve the attendance mechanism. The leave slip that is not signed by the administrative department is invalid. If it is necessary to ask for leave/leave work, it must be approved by the administrative department (no absenteeism). If there are special circumstances, it must be filled afterwards (no absenteeism). The administration department will check whether there are any employees absent from work every day to ensure that there are no omissions and that the actions are implemented.

4. Vehicle management. The driver must give the car keys to the administration department before leaving work, so that the bus is not for private use.

5. Formulate and improve factory rules and regulations. Strive to improve their own management level and gradually explore and improve relevant systems.

Second, the logistics management

1, canteen management

Full-time staff are responsible for the canteen work, and are responsible for handling the procedures of eating/drinking. In order to cooperate with the administrative department staff to do a good job in logistics, the company staff should eat on time. If you can't eat due to leave, you should inform the administrative staff in advance.

2. Dormitory management

(1). Arrangements for new employees to enter the dormitory. The application registration form must be presented and signed by the person in charge of each department before the dormitory can be arranged.

(2) Accommodation personnel shall not stay in the company without permission. In case of special circumstances, it shall be reported to the management personnel of the company's administrative department for approval, and relevant procedures shall be handled. Accommodation personnel have the freedom of entertainment, but it should be based on the premise that it will not affect the rest of others, the overall image of the company and the public property of the company.

(3) The dormitory security guards check whether the water heater and fan are turned off, whether the faucet is turned off and whether the dormitory property is damaged every day. The Administration Department conducts spot checks on safety work every day, and immediately handles any problems found.

Third, the proportion of personnel recruitment and labor relations.

(1) It is one of the basic tasks of the administrative department to reasonably control the turnover rate of the company. In the past, personnel work was not standardized. In the second half of the year, the administrative department will take this work as one of the projects to assess whether the work of this department meets the work quality standards.

1. Annual goal of personnel flow control: the annual flow of regular employees (excluding those who leave their jobs due to unqualified probation period or inadaptability) shall be controlled within 5% and not more than 10%.

2. Coordination of labor relations: improve the company contract system, be familiar with labor laws and regulations other than labor contracts, and avoid labor relations disputes as much as possible. Strive to be a resigned employee without great regrets and establish a good image of the company.

(2) The Administration Department should recruit talents that meet the company's business needs according to the established organizational structure and job analysis of various departments. That is to say, it is the distribution principle of the Administration Department to save labor costs as much as possible, make people do their best and ensure the efficient operation of the organization. Therefore, in the process of achieving the goal, the administration department makes necessary analysis and control on the manpower demand of each department. Considering that the company is in the development stage, the administrative department has done the following four things in personnel recruitment and deployment:

1. Make preparations before recruitment, communicate with the employing department, understand the specific needs, and write job advertisements.

2. According to the different positions to be recruited, the recruitment methods include on-site recruitment, internal introduction, recommendation and online recruitment.

3. For some important positions that are difficult to recruit in a month or two, consider whether to include them in the reserve plan.

Fourth, the administrative department should improve itself.

1. Improve the organizational function of the department (enhance the sense of existence of the administrative department).

2, improve the department staffing (efficient and orderly).

3, improve the professional skills and professional quality of administrative staff (constantly enhance their own execution).

4, improve the quality requirements of the department (find problems, analyze problems, solve problems).

5. Successfully complete the objectives of the department in the second half of the year and all tasks assigned by the company. ...& gt& gt

Question 10: How to write the employee on-the-job training plan? Which great god has a case to refer to? Long-term projects/plans

(1) Establish training objectives-Through the investigation and analysis of training requirements, the general training requirements will be transformed into the overall training objectives of the enterprise, such as achieving various production and business objectives through training and improving the management level of the enterprise. By summarizing last year's training plan, analyzing the special needs of training and establishing the special goal of improving the status quo through training, it has become the key project of this year's training.

(2) Studying the development trends of enterprises-The enterprise training department will study the production and marketing plans of enterprises together with relevant key management personnel to determine how to complete the annual production and operation targets of enterprises through training. The achievement of a production and operation goal often depends on whether one or several employees complete the task correctly; Correctly completing the task depends on whether employees have the knowledge, skills and attitude needed to complete the task. By examining each business goal, identify the areas that need training. Enterprise training departments should also study the production and operation status of enterprises together with relevant personnel, find out the shortcomings that need to be improved, and seek what kind of training can improve the status quo and achieve the special purpose of training.

(3) Classification by training objectives-training around the production and operation objectives of enterprises should be included in the business training plan; Training activities around improving the management level of enterprises should be brought into management training program. Therefore, the formulation of training plan is to design the arrangement process of various training activities according to the training objectives. Business training activities of enterprises can be divided into quality training, language training and specialized business training. The management training activities of enterprises are mainly the training of managers above the team leader, including systematic supervision and management training and special training of trainers.

(4) Determine the training course-the course is the theme of the training, and the employees participating in the training are required to master and use the contents of the training project after studying and discussing some topics. In the annual training plan, it is necessary to arrange the courses of various training activities, mainly listing the details of training activities, usually including: training subjects, training time, training place, training methods and so on. Pay attention to the scope of training courses not to be too large, so as to avoid too much overlapping of training courses in various projects; But the scope should not be too narrow, so as not to really understand the knowledge and skills of the project, and should be mainly limited to the courses necessary to be familiar with the training project. After the training course is determined, it is necessary to compile the teaching materials for each course, which should include the following parts: (1) briefly describe the purpose of the training materials; A chart listing related teaching materials; Explain the expression method of teaching material content; Textbooks are compiled in the following order: textbook name, textbook outline and time plan, main contents, implementation methods and methods, discussion questions, review methods and materials used.

(5) Training budget planning-Training budget is an estimate of the total cost of various training projects and management training projects when the training department of the enterprise formulates the annual training plan. The budget is estimated according to the funds required for various training activities in the project, the cost of equipment and materials, teaching AIDS, outings and professional activities.

(b): Short-term plan

Short-term plan refers to the specific plan for each training activity or course with different subjects and contents. The steps to make a detailed training activity plan are as follows:

1. Establish the training purpose-define the effect that trainees should achieve after completing the training plan.

2. Design the outline and duration of the training plan-provide the basic structure and time schedule of the training plan.

3. Draft the training course schedule-provide the trainees with a specific schedule and implement it in a detailed schedule, that is, training weeks, days and hours.

4. Design the learning form-provide students with an effective way to complete the whole learning plan, and adopt different learning forms such as observation, internship, meeting, report, homework and test at different learning stages.

5. Formulate control measures-use control measures such as registration, regular meeting report and mobile inspection to supervise the progress of the training plan.

6. Determine the evaluation method-comprehensively evaluate the training effect of students according to their performance evaluation, proposition work, written test and training report.