Enterprise training is an important means to improve the ability and performance of employees, but how to design and implement an effective training system is a challenge for many enterprises. An efficient training system should be able to meet the strategic objectives of the enterprise, the development needs of employees and the expectations of customers, but also consider the resource conditions, market environment and competitive advantages of the enterprise. From the aspects of training needs analysis, training target setting, training content development, training method selection, training implementation management and training effect evaluation, this paper introduces some successful enterprise training cases, as well as the professional services and solutions provided by Shangpu Consulting in these cases, aiming to provide reference and enlightenment for enterprises to build an efficient training system.

Training Needs Analysis: Finding the Pain Point and Direction of Training

Training needs analysis is the first and most critical step in developing a training plan. Only by accurately identifying the real needs of enterprises and employees can we formulate training objectives and contents that meet the actual situation. An effective training needs analysis should include the following aspects:

Enterprise level: analyze the strategic objectives, core values, organizational structure, cultural atmosphere, market competition and other factors of the enterprise, and determine the overall requirements and expectations of the enterprise for the ability and quality of employees.

Position level: analyze the job description, workflow, key performance indicators and other factors of each position, and determine the specific requirements and expectations of each position for the ability and quality of employees.

Individual level: Analyze the basic information, work experience, career development planning and other factors of employees, and determine the current situation assessment and improvement needs of employees on their own abilities and qualities.

Through the above three levels of analysis, we can find out the ability and quality gap between enterprises and employees, as well as the pain points and direction of training. At the same time, training can also be graded and classified according to different training objects and needs, so as to formulate more targeted and differentiated training programs.

Case 1: Training Needs Analysis of a Large E-commerce Platform

A large e-commerce platform has developed rapidly in recent years, the number of employees has increased from hundreds to thousands, and the business scope has expanded from a single e-commerce platform to diversified Internet services. In order to adapt to market changes and customer needs, the company hopes to improve the innovation ability, customer orientation ability and team cooperation ability of employees, and also hopes to improve the loyalty and satisfaction of employees. The company commissioned Champ Consulting to conduct a training needs analysis, and Champ Consulting used the following methodology:

Through questionnaires, interviews, observations and other methods, data at the enterprise level, post level and individual level are collected, including the company's strategic goals, core values, organizational structure, cultural atmosphere, market competition and other information, as well as the description of the responsibilities of each position. Work process, key performance indicators and other information, as well as basic information, work experience, career development planning and other information of employees.

Through data analysis, statistics, induction and other methods, identify the ability and quality gap between enterprises and employees, as well as the pain points and direction of training. For example, it is found that there is a big gap in the innovation ability of the employees of the company, which is mainly manifested in the lack of innovative thinking, innovative methods and innovative practice ability; there is a big gap in customer-oriented ability, which is mainly manifested in the lack of customer insight, customer satisfaction and customer loyalty ability; there is a big gap in team cooperation ability, which is mainly manifested in the lack of communication and coordination, trust and cooperation and win-win sharing ability.

Through data comparison, classification, sorting and other ways, the training is graded and classified. For example, according to the nature of the position, working years, rank and other factors, employees are divided into four levels: basic level (employees who have been employed for less than one year or engaged in basic work), growth level (employees who have been employed for one to three years or engaged in intermediate work), development level (employees who have been employed for three to five years or engaged in advanced work) and leadership level (employees who hold management positions or have leadership potential). According to the training needs and expectations of employees, the training content is divided into four categories: knowledge (involving professional knowledge, industry knowledge, product knowledge, etc.), skills (involving professional skills, general skills, soft skills, etc.), attitude (involving values, beliefs, emotions, etc.) and behavior (involving behavior norms, behavior patterns, behavior habits, etc.).

Through the above steps, Champ Consulting provided the company with a detailed training needs analysis report, which laid a solid foundation for subsequent training goal setting and training content development.

Training target setting: clear training expected training target setting is the second step in the development of training plan, is also a very important step. Only when the expectation of training is clear, can we effectively guide the development of training content and the choice of training methods, and also provide the standard and basis for the evaluation of training effect. An effective training goal setting should include the following aspects:

Corresponding to the training needs analysis, the training objectives are set from the enterprise level, the post level and the individual level. For example, the goal at the enterprise level can be to improve the innovation ability, customer satisfaction and market share of the enterprise; the goal at the post level can be to improve the professional skills, work efficiency and performance contribution of employees; the goal at the individual level can be to improve the career development, career satisfaction and career loyalty of employees.

AdoptSMARTPrinciples to make training objectives specific (Specific), Measurability (Measurable), attainable (Achievable), Relevance (Relevant) and time-bound (Time-bound) characteristics. For example, a specific training goal can be: within three months, by participating in innovative thinking training courses, employees can master at least three innovative thinking methods, and be able to use at least one method in their work, and put forward at least one innovative The proposal or plan is approved or adopted by the superior or customer.

According to different training content and object, set different levels of training objectives. Generally, training objectives can be divided into four levels: cognitive level (involving knowledge, understanding, analysis, etc.), skill level (involving operation, application, solution, etc.), attitude level (involving feelings, beliefs, values, etc.) and behavior level (involving action, change, influence, etc.). Training objectives at different levels should support and coordinate with each other to form a complete system of training objectives.

Through the above aspects, clear and executable training objectives can be set, which provides direction and basis for the subsequent training content development and training method selection.

Case 2: Training Goal Setting of an International Hotel Group

An international hotel group has multiple brands and hotels in the Chinese market. In order to improve the service level and customer satisfaction of hotel staff, the group hopes to train hotel staff in service skills and service attitude. The Group commissioned Champ Consulting to set training objectives, and Champ Consulting adopted the following methods:

Based on the previous training needs analysis, the training objectives are set from the enterprise level, the post level and the individual level. For example, the goal at the enterprise level is to enhance the brand image and customer loyalty of the hotel group in the Chinese market; the goal at the post level is to enhance the service skills and attitude of hotel staff in front desk reception, room service, catering service, etc.; the goal at the individual level is to improve the professionalism and professional satisfaction of hotel staff.

AdoptSMARTprinciples, so that the training objectives are specific, measurable, achievable, relevant and time-bound. For example, a specific training goal can be: within six months, by participating in the service skills and service attitude training courses, so that hotel employees can master at least five service skills and three service etiquette, and can use at least three skills and two etiquette in their work, improve customer satisfaction and return visit rate, and obtain at least80%praise or praise.

According to different training content and object, set different levels of training objectives. For example, for the training of service skills, the training objectives of skill level and behavior level are mainly set, involving operation, application, solution, action, change, etc.; for the training of service attitude, the training objectives of attitude level and behavior level are mainly set, involving feelings, beliefs, values, actions, influence, etc. Different levels of training objectives support and coordinate with each other to form a complete training target system.

Through the above steps, Champ Consulting provided the group with a clear and executable training goal setting report, which laid the direction and basis for the subsequent training content development and training method selection.

Training content development: design training content

Training content development is the third and very important step in developing a training plan. Only by designing training content that meets the training objectives and training needs can we effectively transfer knowledge, skills, attitudes and behaviors, and also provide support and guarantee for the selection of training methods and the management of training implementation. An effective training content development should include the following aspects:

Determine the theme, scope, focus and difficulty of the training content according to the training objectives and training needs. For example, according to the training objectives set before, it can be determined that the theme of the training content is innovative thinking, customer orientation and teamwork. The scope covers relevant theories, methods, cases and practices. The focus is on highlighting innovative thinking methods, customer insight skills and teamwork principles. The difficulty is to solve the obstacles of innovative thinking, the challenges of customer orientation and the difficulties of teamwork.

According to the level and logic of the training content, prepare the outline, breakdown and sequence of the training content. For example, according to the previously set training target level, an outline of training content can be prepared, including cognitive level, skill level, attitude level and behavior level. According to the specific content of each level, the details of training content can be compiled, including knowledge points, skill points, attitude points and behavior points. According to the sequence of each item, the sequence of training content can be compiled, including pilot, basic, advanced and comprehensive.

According to the form and characteristics of the training content, prepare the materials, tools and resources of the training content. For example, according to different forms of training content, different types of training materials can be prepared, including text, pictures, audio, video, etc.; according to different characteristics of training content, different types of training tools can be prepared, including whiteboards, projectors, computers, Mobile phones, etc.; according to training content from different sources, training resources from different channels can be prepared, including internal materials, external materials, expert consultation, etc.

Through the above aspects, the training content can be designed to meet the training objectives and training needs, which provides support and guarantee for the subsequent training method selection and training implementation management.

Case 3: Development of training content of a well-known automobile brand

A well-known automobile brand has multiple models and multiple sales channels in the Chinese market. In order to improve the sales skills and sales performance of the sales staff, the brand hopes to train the sales staff in sales skills. The brand commissioned Shangpu Consulting to develop training content, and Shangpu Consulting adopted the following methods:

According to the training objectives and training needs set before, the theme, scope, focus and difficulty of the training content are determined. For example, according to the previously set training objectives, the theme of the training content is sales skills. The scope covers sales process, sales methods, sales cases and sales practices. The focus is on highlighting sales communication skills, sales negotiation skills and sales closing skills. The difficulty is to solve sales resistance, sales objection and sales competition.

According to the level and logic of the training content, the outline, breakdown and sequence of the training content are compiled. For example, according to the training target level set before, the outline of training content is compiled, including cognitive level, skill level and behavior level; According to the specific content of each level, the details of training content are compiled, including the understanding of sales process, the mastery of sales methods, the analysis of sales cases and the application of sales practices. According to the sequence of each detail, the sequence of training content is compiled, including pilot, basic, advanced and comprehensive.

According to the form and characteristics of the training content, the materials, tools and resources of the training content are prepared. For example, according to different forms of training content, different types of training materials are prepared, including text, pictures, audio, video, etc.; according to different characteristics of training content, different types of training tools are prepared, including whiteboards, projectors, computers, Mobile phones, etc.; according to training content from different sources, training resources from different channels are prepared, including internal materials, external materials, expert consultation, etc.

Through the above steps, Champ Consulting provides the brand with a training content development report that meets the training objectives and training needs, providing support and guarantee for the subsequent training method selection and training implementation management.

Selection of training methods: Selection of training methods

The selection of training methods is the fourth and very important step in developing a training plan. Only by selecting training methods suitable for training objectives and training content can we effectively promote the transmission and transformation of knowledge, skills, attitudes and behaviors, and at the same time provide convenience and guarantee for the management of training implementation and the evaluation of training effects. An effective training method should include the following aspects:

According to the training objectives and training content, determine the types, characteristics, advantages and limitations of training methods. For example, according to the training objectives and training contents set before, it can be determined that the types of training methods include traditional teaching method, case teaching method, role playing method, simulation exercise method, game teaching method, etc. The characteristics include knowledge orientation, problem orientation, situation orientation, action orientation, fun orientation, etc. The advantages are easy to understand, easy to analyze, easy to experience, easy to apply, easy to stimulate, etc; limitations are lack of interaction, lack of practice, lack of feedback, lack of evaluation, lack of continuity, etc.

According to the training object and training environment, select the training method suitable for the training objectives and training content. For example, according to different training objects, you can consider their learning style, learning motivation, learning level and other factors, and choose a training method that is more in line with their characteristics and needs; according to different training environments, you can consider factors such as time, place, and equipment. Choose a training method that is more adaptable to environmental conditions and resource constraints.

According to different training stages and training effects, a variety of training methods are combined to form a complete training method system. For example, according to different training stages, it can be divided into the early preparation stage, the mid-term implementation stage and the late follow-up stage, and different training methods can be selected respectively. According to different training effects, it can be divided into cognitive effects, skill effects, attitude effects and behavior effects, and different training methods can be selected respectively. A variety of training methods complement and coordinate with each other to form a complete system of training methods.

Through the above aspects, training methods suitable for training objectives and training content can be selected, which provides convenience and guarantee for the follow-up training implementation management and training effect evaluation.

Case 4: Training Method Selection of a Famous FMCG Brand

A well-known FMCG brand has multiple product lines and multiple sales channels in the Chinese market. In order to improve the channel manager's channel management ability and channel performance, the brand hopes to train the channel manager in channel management. The brand commissioned Champ Consulting to select training methods, and Champ Consulting adopted the following methods:

According to the training objectives set before and the training content developed, the types, characteristics, advantages and limitations of training methods are determined. For example, according to the previously set training objectives and developed training content, the types of training methods are determined to include traditional teaching methods, case teaching methods, role-playing methods, simulation exercises, etc.; the characteristics are knowledge-oriented, problem-oriented, situation-oriented, action-oriented, etc.; the advantages are easy to understand, easy to analyze, easy to experience, easy to apply, etc; limitations are lack of interaction, lack of practice, lack of feedback, lack of evaluation, etc.

According to the training object and training environment, select the training method suitable for the training objectives and training content. For example, according to the characteristics and needs of the training objects, the training methods that are more in line with their learning style and learning motivation are selected, such as case teaching method and role-playing method, to increase their participation and interest; According to the conditions and resources of the training environment, the training methods that are more adapted to the environmental constraints and resource advantages, such as simulation exercises and online learning methods, are selected to improve their practicality and flexibility.

According to different training stages and training effects, a variety of training methods are combined to form a complete training method system. For example, according to different training stages, different training methods are selected, such as online learning method is used in the preliminary preparation stage to stimulate their learning interest and warm up their learning knowledge in advance; Case teaching method, role playing method and simulation exercise method are used in the mid-term implementation stage to deeply impart their channel management knowledge, skills, attitude and behavior; Online evaluation method and online coaching method are used in the later follow-up stage, to continuously test their channel management capabilities and performance, and provide timely feedback and guidance. A variety of training methods complement and coordinate with each other to form a complete system of training methods.

Through the above steps, Champ Consulting provides the brand with a training method selection report suitable for the training objectives and training content, which provides convenience and guarantee for the subsequent training implementation management and training effect evaluation.

Training implementation management: management training implementation

Training implementation management is the fifth step in the development of training plans, but also a very important step. Only by effectively managing the implementation of training can we ensure the quality and efficiency of training, and also provide data and information for the evaluation of training effects. An effective training implementation management should include the following aspects:

According to the training plan, formulate the training implementation schedule, personnel table, material table and budget table. For example, according to the previously formulated training plan, you can formulate a training implementation schedule, including training start time, end time, duration, interval, etc.; personnel table, including training objects, quantity, grouping, etc.; material table, including training materials, tools, resources, etc.; budget table, including training expenses, sources, allocation, etc.

Supervise and control the quality and efficiency of training implementation according to the process of training implementation. For example, according to the process of training implementation, the quality of training implementation can be monitored and controlled, including the level of trainers, the suitability of training content, the effectiveness of training methods, etc.; efficiency, including the rationality of training time, the adequacy of training resources, the rationality of training costs, etc.

According to the results of training implementation, collect and organize the data and information of training implementation. For example, according to the results of training implementation, data on training implementation can be collected and collated, including the number of participants, attendance rate, completion rate, etc.; information, including feedback, suggestions for improvement, problems, etc.

Through the above aspects, we can effectively manage the implementation of training, ensure the quality and efficiency of training, and provide data and information for the subsequent evaluation of training effect.

Case 5: Training Implementation Management of a Famous Internet Company

A well-known Internet company has developed rapidly in recent years, the number of employees has increased from hundreds to thousands, and its business scope has expanded from a single Internet platform to diversified Internet services. In order to adapt to market changes and customer needs, the company hopes to improve the innovation ability, customer orientation ability and team cooperation ability of employees. The company commissioned Champ Consulting to conduct training implementation management, and Champ Consulting adopted the following methods:

According to the previously developed training plan, the training implementation schedule, personnel table, material table and budget table are developed. For example, according to the previously formulated training plan, the training implementation schedule is formulated, including a two-day offline centralized training once a month, and two one-hour online reviews and exchanges between each offline centralized training; Personnel table, including all employees grouped according to the basic layer, growth layer, development layer and leadership layer, and arranged different trainers respectively; Material table, including each employee equipped with a computer and a mobile phone, and provide the corresponding network and software support; budget table, including the training costs of each employee borne by the company, and according to different trainers, training locations, training materials, etc. Distribution.

Supervise and control the quality and efficiency of training implementation according to the process of training implementation. For example, according to the training implementation process, supervise and control the quality of training implementation, including regularly evaluating the level of trainers, adjusting the suitability of training content, testing the effectiveness of training methods, etc.; efficiency, including reasonable arrangement of training time allocation, Make full use of the advantages of training resources, reasonable control of training expenses, etc.

According to the results of training implementation, collect and organize the data and information of training implementation. For example, according to the results of training implementation, collect and organize data on training implementation, including the number of participants, attendance rate, completion rate, etc. of each training; Information, including feedback after each training, suggestions for improvement, problems, etc.

Through the above steps, Champ Consulting provided the company with a report on the effective management of the training implementation, ensured the quality and efficiency of the training, and provided data and information for the subsequent evaluation of the training effect.

Training effectiveness evaluation: Evaluating the effectiveness of training

The evaluation of training effect is the sixth and very important step in the formulation of training plan. Only by effectively evaluating the effect of training, can we test the achievement of training objectives, and also provide the basis and suggestions for the improvement and optimization of training plan. An effective training evaluation should include the following aspects:

According to the training objectives and training content, determine the indicators, standards and methods of training effectiveness. For example, according to the training objectives set before and the training content developed, the indicators of training effect can be determined to have cognitive effect, skill effect, attitude effect and behavior effect.

According to the data and information of training implementation, collect and analyze the data and information of training effect. For example, according to the data and information of training implementation collected and collated before, the data of training effect can be collected and analyzed, including examination results, test scores, questionnaire scores, etc.; Information, including examination feedback, test feedback, questionnaire feedback, etc.

Evaluate and report the quality and impact of training effectiveness based on data and information on training effectiveness. For example, according to the data and information of training effect collected and analyzed, the advantages and disadvantages of training effect can be evaluated and reported, including which aspects have reached the expected goal, which aspects have failed to reach the expected goal, which aspects have exceeded the expected goal, etc. Impact, including which factors promote the improvement of training effect, which factors hinder the improvement of training effect, which factors do not affect the training effect, etc.

Through the above aspects, we can effectively evaluate the effect of training, test the achievement of training objectives, and provide the basis and suggestions for the improvement and optimization of the follow-up training plan.

Case 6: Evaluation of the training effect of a well-known bank brand

A well-known bank brand has multiple business lines and multiple customer groups in the Chinese market. In order to improve the customer management ability and customer performance of the customer manager, the brand hopes to train the customer manager in customer management. The brand commissioned Champu Consulting to evaluate the effectiveness of the training, and Champu Consulting adopted the following methods:

According to the training objectives set before and the training content developed, the indicators, standards and methods of training effect are determined. For example, according to the training objectives set before and the training content developed, the indicators of training effect are cognitive effect, skill effect, attitude effect and behavior effect. The criteria are standard, excellent, good, pass, fail, etc. Methods include examination, test, questionnaire, interview, observation, etc.

According to the data and information of training implementation collected and collated before, the data and information of training effect are collected and analyzed. For example, according to the data and information of training implementation collected and collated before, the data of training effect are collected and analyzed, including examination results, test scores, questionnaire scores, etc.; Information, including examination feedback, test feedback, questionnaire feedback, etc.

According to the data and information of training effect collected and analyzed, the quality and influence of training effect are evaluated and reported. For example, according to the data and information of the training effect collected and analyzed, the advantages and disadvantages of the training effect are evaluated and reported, including the cognitive effect, skill effect, attitude effect and behavior effect, which have reached the expected goal, and some aspects exceed the expected goal, such as the customer manager's significant improvement in customer management knowledge, skills, attitude and behavior; influence, factors such as the suitability of training content, the effectiveness of training methods, and the level of trainers promote the improvement of training effects, while factors such as the tension of training time, the limitation of training resources, and the interference of the training environment hinder training The improvement of the effect.

Through the above steps, Champ Consulting provided the brand with an effective report to evaluate the training effect, tested the achievement of the training objectives, and provided the basis and suggestions for the improvement and optimization of the subsequent training plan.

Summary:

Enterprise training is an important means to improve the ability and performance of employees, but how to design and implement an effective training system is a challenge for many enterprises. From the aspects of training needs analysis, training target setting, training content development, training method selection, training implementation management and training effect evaluation, this paper introduces some successful enterprise training cases, as well as the professional services and solutions provided by Shangpu Consulting in these cases, aiming to provide reference and enlightenment for enterprises to build an efficient training system. Shangpu Consulting is a company specializing in corporate training consulting services. It has rich industry experience and professional team, and is committed to providing customers with tailor-made, high-quality and efficient corporate training solutions.