1. Needs Analysis: Finding the Root of the Problem and the Direction to Solve the Problem

The first step of training consultation is demand analysis, that is, to clarify what the problem needs to be solved by the enterprise, as well as the cause and impact of the problem. Many enterprises in this step appeared deviation, they did not conduct a full and in-depth needs analysis, but according to their own subjective judgment or imitate the practice of other enterprises, on the random choice of a training consulting project. The consequence of this is that the training consultation may not solve the actual problem, or even lead to new problems.

In conducting needs analysis, Champ Consulting uses a variety of methods and tools, including: questionnaires, in-depth interviews, focus groups, data analysis, and diagnostic models. Through these methods and tools, Champ Consulting can comprehensively collect and analyze customer information, including: organizational strategy, organizational structure, organizational culture, employee quality, employee satisfaction, employee turnover, customer satisfaction, market share, etc. Through a comprehensive analysis of this information, Champ Consulting is able to identify the key issues facing the client, as well as the root causes and impact of the issues. At the same time, Champ Consulting can also put forward directions and suggestions to solve problems according to the customer's goals and expectations.

For example, when providing training consulting for a manufacturing company, Shangpu Consulting found that the company had the following problems: unstable product quality, low production efficiency, insufficient employee skills, and high employee mobility. Through in-depth analysis of these problems, Shangpu Consulting found that the root of the problem lies in: the enterprise did not establish an effective quality management system, production management system and human resource management system, resulting in organizational confusion and inefficiency. Therefore, Shangpu Consulting recommends that the company make improvements in three aspects: one is to establish a quality management system, including the formulation of quality standards, quality control, quality improvement, etc.; the second is to establish a production management system, including the formulation of production plans, production scheduling, and production Monitoring, etc.; the third is to establish a human resource management system, including the formulation of talent strategies, talent training, and talent incentives.

2. scheme design: formulate targeted and operable training and consulting scheme

The second step of training consultation is program design, that is, to develop a targeted and operable training consultation program based on the results of the needs analysis. Many enterprises also have problems in this step. They have not adopted some general or popular training and consulting programs according to their actual situation and characteristics. The consequence of this is that training consultation may not meet the specific needs of the enterprise, or even conflict with the existing system and culture of the enterprise.

When designing the scheme, Shangpu Consulting follows the following principles: first, it takes the customer as the center and fully considers the customer's needs, objectives, expectations and characteristics; second, it takes the problem as the orientation and puts forward specific solutions to the customer's problems; third, it takes the effect as the orientation and defines the expected effect and evaluation criteria of the scheme; fourth, it takes practice as the basis and combines the actual situation and resources of the customer, develop a feasible implementation plan. By following these principles, Champ Consulting is able to develop a training and consulting program that meets the needs and characteristics of its clients.

For example, when providing training and consulting for a financial services company, Shangpu Consulting found that the company has the following problems: fierce market competition, changeable customer needs, weak employee service awareness, and insufficient employee innovation capabilities. Through in-depth analysis of these problems, Shangpu Consulting found that the root of the problem lies in: the company did not establish a customer-centric service concept and culture, resulting in a lack of service motivation and innovation motivation for employees. Therefore, Shangpu Consulting recommends that the company make improvements in two aspects: one is to establish a customer-centric service concept and culture, including the formulation of service purposes, service standards, service processes, etc.; the other is to establish an innovation-driven service model And methods, including market research, product development, service innovation, etc.

3. Effect Evaluation: Examine the Implementation Effect and Improvement Space of Training Consultation Program

The third step of training consultation is the effect evaluation, that is, to test the implementation effect and improvement space of the training consultation program. Many enterprises also ignore the importance in this step. They do not carry out systematic and scientific effect evaluation, but judge whether the training consultation is successful or not according to their own feelings or some superficial phenomena. The consequence of this is that the training consultation may not be able to get effective feedback and improvement, and even lead to wrong conclusions and decisions.

Champ Consulting uses a variety of methods and tools to evaluate its effectiveness, including questionnaires, in-depth interviews, data analysis, and effectiveness models. Through these methods and tools, Champ Consulting can evaluate the effectiveness of training consulting at multiple levels and dimensions, including employee response, employee learning, employee behavior, and organizational performance. Through the quantification and analysis of these effects, Champ Consulting can judge whether the training consultation has achieved the expected goal, and what advantages and disadvantages exist. At the same time, Champ Consulting is also able to make recommendations for improvement and improvement based on the results of the assessment.

For example, when providing training and consultation for a medical institution, Shangpu Consulting found that the institution had the following problems: low medical quality, insufficient medical safety, tense doctor-patient relationship, and high pressure on medical staff. Through in-depth analysis of these problems, Shangpu Consulting found that the root of the problem lies in the fact that the institution has not established an effective medical management system, medical service system and medical talent system, which has led to irregularities and dissatisfaction in the medical process. Therefore, Shangpu Consulting recommends that the institution make improvements in three aspects: one is to establish a medical management system, including the formulation of medical policies, medical standards, medical supervision, etc.; the second is to establish a medical service system, including the formulation of service concepts, service processes, and services. Quality, etc.; the third is to establish a medical talent system, including the formulation of talent standards, talent training, and talent incentives.

After a six-month training advisory programme, Champ Consulting conducted an impact assessment of the agency. Through questionnaire survey, in-depth interview, data analysis and other methods, Shangpu consultation found that the training consultation has achieved the following results: first, it has improved the quality and safety of medical care, and reduced medical errors and risks; second, it has improved the satisfaction and trust of doctors and patients, and reduced medical disputes and complaints; third, it has improved the professional ability and service awareness of medical staff, and reduced staff loss and pressure. At the same time, Shangpu Consulting also found that there are still some shortcomings in training consulting, such as: first, the coverage of the training consulting program is not extensive enough and needs to be expanded to more departments and posts; second, the continuity of the training consulting program is not strengthened enough, and follow-up and support need to be strengthened; third, the innovation of the training consulting program is not prominent enough, and more new ideas and methods need to be introduced.

Conclusion

Enterprise training consulting is an effective means to improve the ability and performance of enterprises, but it also needs to master certain methods and skills. This paper analyzes the core elements that affect the effectiveness of training consulting from the three aspects of demand analysis, program design and effect evaluation, and introduces the methods and tools used by Champ Consulting in serving customers, and shows some successful cases. This paper hopes to provide some reference and enlightenment for enterprises to help them better choose and implement training consulting, so as to enhance the competitiveness and sustainable development ability of enterprises.