Step 1: Identify training needs

Determining training needs is the first and most important step in corporate training consulting. Training needs refer to the goals and expectations that an enterprise hopes to achieve through training. The purpose of determining training needs is to clarify the direction and basis of training and to avoid blind and wasteful training behavior. There are many ways to determine training needs, such as questionnaires, interview interviews, focus groups, observation and analysis. When determining training needs, it should be analyzed at three levels: the organizational level, the job level and the individual level. The organizational level refers to the influence of the overall strategy, objectives, culture and environment of the enterprise on the training; the post level refers to the influence of the knowledge, skills and attitudes that employees need to have on the post on the training; the individual level refers to the influence of the personality, motivation, interest and development potential of employees on the training.

For example, Champ Consulting once provided corporate training consulting services for a manufacturing company. The company is facing fierce competition in the market and needs to improve product quality and innovation capabilities. Through questionnaire survey and interview interview, this paper analyzes the training needs of the enterprise at the organizational level, post level and individual level. The results show that the enterprise needs to improve employees' awareness and execution of product quality management system, enhance employees' mastery and application of innovative thinking and methods, and improve employees' attention and response to customer demand and satisfaction.

Step 2: Design the training program

The design of the training program is based on the identified training needs, to develop specific training content, objectives, methods, time, location, personnel, resources and other elements of the plan. The purpose of designing the training program is to ensure the effectiveness and pertinence of the training, as well as the feasibility and operability of the training. When designing a training program, the following principles should be followed: first, it is oriented to training needs, in line with the strategy and objectives of the enterprise, and to meet the expectations and needs of employees; second, it is based on training objectives, defines the expected effect of training and quantifies the evaluation criteria of training; third, it takes training methods as a means to select training methods suitable for training content and objects to stimulate employees' interest in learning and participation; fourth, take the training resources as the guarantee, reasonably arrange the training time, place, personnel, equipment, materials and other resources to ensure the smooth progress of the training.

For example, according to the training needs of manufacturing enterprises, Champ Consulting has designed the following training programs:

-Training content: product quality management system, innovative thinking and methods, customer needs and satisfaction analysis

-Training objectives: to enable employees to understand and comply with the requirements of the product quality management system, to use innovative thinking and methods to solve problems and improve products, and to pay attention to and meet customer needs and expectations

-Training methods: using classroom lectures, case studies, group discussions, role-playing, simulation exercises and other forms, combined with theory and practice, to increase interaction and feedback

-Training time: arrange training once a month, each training lasts for two days

-Training location: Training rooms rented inside or outside the company

-Training personnel: professional trainers provided by Champ Consulting, and experts or customer representatives in the industry are invited as guests.

-Training resources: by the enterprise to provide the necessary equipment, information, catering and other support

Step 3: Select the training method

Choosing a training method refers to deciding which training method or methods to use to implement the training according to the designed training plan. Training methods refer to the channels or media that convey information such as knowledge, skills and attitudes. The purpose of selecting training methods is to improve training efficiency and effectiveness, and to adapt to different learning styles and preferences. When choosing a training method, the following factors should be considered: one is the nature of the training content, such as whether on-site demonstration, simulation or practice is required; the second is the characteristics of the training object, such as age, education, experience, motivation, etc.; the third is the training environment Conditions, such as equipment, network, venues, etc.; the fourth is the budget of training costs, such as manpower, material resources, and financial resources. Common training methods are: face-to-face, remote, self-study, tutoring, etc.

For example, according to the training program of manufacturing enterprises, Champ Consulting has chosen the following training methods:

-Face-to-face teaching: It is suitable for product quality management system and customer demand and satisfaction analysis. It can be systematically explained and demonstrated by professional trainers or guests, as well as interact and communicate with students to improve students' understanding and recognition.

-Remote: It is suitable for innovative thinking and methods. It can be used for distance teaching and guidance through network platform or video conference, as well as online discussion and sharing with students, so as to improve students' creativity and flexibility.

-Self-study: It is suitable for the supplement and consolidation of all content. It can be used for autonomous learning and review through e-books, video courses, online tests, etc., as well as feedback and evaluation with students to improve students' initiative and self-confidence.

-Tutoring: It is suitable for the practice and application of all contents. It can be used for practical operation and demonstration through case analysis, group discussion, role playing, simulation exercise, etc., as well as guidance and suggestions with students to improve students' skills and effects.

Step 4: Implementation of training activities

The implementation of training activities refers to the specific training operations and implementation in accordance with the designed training program and the selected training methods. The purpose of implementing training activities is to effectively communicate the training content to the trainees so that they can acquire the required knowledge, skills and attitudes. When implementing training activities, the following matters should be paid attention to: first, make preparations before training, such as notifying training objects, arranging training venues, preparing training materials, etc. The second is to do a good job in the control of training, such as controlling training time, adjusting training atmosphere, dealing with training problems, etc. The third is to do a good job of follow-up after training, such as collecting training feedback, summarizing training experience, formulating training improvement plans, etc.

For example, Champ Consulting has done the following work when implementing training activities for manufacturing enterprises:

-Before the training: the training notice and materials were sent to the enterprise one week in advance, informing the purpose, content, time, place and other information of the training, and requiring the enterprise to arrange relevant personnel to participate in the training. At the same time, Shangpu Consulting also communicated with the company about the layout of the training venue and the inspection of equipment, as well as the arrangement of catering and other services.

-Training: Two days of training activities were carried out according to the scheduled schedule, and each day was divided into two parts: morning and afternoon. Each section includes a lecture on a topic, case studies, group discussions, role plays, or simulation exercises. Each link has clear objectives, methods, time and evaluation methods. The trainers or guests of Shangpu Consulting gave full play to their professional knowledge and experience, as well as good communication skills and affinity in each link, guiding and motivating the active participation and performance of the students. At the same time, Shangpu Consulting also adjusted the training progress and content in time, and made appropriate supplements and answers according to the students' responses and questions.

-After the training: After the training, Shangpu Consulting issued a training feedback form to the trainees, collecting the trainees' satisfaction, harvest, suggestions and other opinions on the training. At the same time, Champ Consulting also summarized and evaluated the training activities, analyzed the advantages and disadvantages of the training, formulated the training improvement plan, and submitted the training report to the enterprise.

Step 5: Evaluate the effectiveness of training

Evaluating training effectiveness refers to testing and analyzing the results and impacts of training activities based on established training objectives and evaluation criteria. The purpose of evaluating the effectiveness of training is to verify the effectiveness and value of training, as well as to provide a basis for the improvement and continuity of training. When evaluating the effectiveness of training, multiple methods and perspectives should be used, such as tests, questionnaires, interviews, observations, reports, etc. When evaluating the training effect, it should be analyzed from four levels, namely: reaction level, learning level, behavior level and result level. The response level refers to the satisfaction and feelings of the trainees to the training activities; the learning level refers to the knowledge, skills and attitudes mastered by the trainees in the training activities; the behavior level refers to the degree to which the trainees use the knowledge, skills and attitudes learned in the work; the result level refers to the impact of the training activities on the performance and efficiency of the enterprise.

For example, according to the training objectives and evaluation standards of manufacturing enterprises, Champ Consulting conducted the following evaluation on the training effect:

-Response level: Through the training feedback form, it is found that the overall satisfaction of the trainees to the training activities is85%It is believed that the training content is rich, useful and interesting, the training methods are diverse, effective and interactive, and the trainers or guests are professional, enthusiastic and patient.

-Learning level: Through testing or online testing, it is found that the students' knowledge level in product quality management system, innovative thinking and methods, customer needs and satisfaction analysis has improved30%The skill level has increased.25%The level of attitude has increased.20%。

-Behavioral level: Through observation or questionnaire survey, it is found that students can better understand and comply with the requirements of product quality management system in their work, use innovative thinking and methods to solve problems and improve products more flexibly, and pay more attention to and meet customers' needs and expectations more actively.

-Result level: Through reporting or data analysis, it is found that the qualified rate of the enterprise in terms of product quality has increased15%, patent applications in product innovation increased10%, improved ratings in customer satisfaction8%。

Step 6: Continuously improve the quality of training

Continuous improvement of training quality refers to the continuous monitoring and improvement of training activities based on the evaluation of good training results. The purpose of continuous improvement of training quality is to maintain and improve the level and standard of training activities, as well as to adapt to the changing needs of enterprises and employees. When continuously improving the quality of training, a circular process should be used, that is, planning.-Execution-Check-Improvement (PDCA). When continuously improving the quality of training, we should pay attention to the following matters: first, establish a training quality management system, clarify the objectives, standards, processes, responsibilities and other elements of training quality, and form the norms and guarantee of training quality; second, establish a training quality supervision mechanism, regularly supervise and evaluate training activities, collect and analyze training quality data and information, and find and solve training quality problems and hidden dangers; the third is to establish a training quality improvement mechanism, formulate and implement training quality improvement measures based on the results of training quality supervision and evaluation, and continuously improve the level and effect of training quality.

For example, in the process of providing enterprise training and consulting services for manufacturing enterprises, Shangpu Consulting has also continuously improved its service quality. Shangpu Consulting has established a complete training quality management system, including training needs analysis, training program design, training method selection, training activities implementation, training effect evaluation, training quality improvement and other links. Shangpu Consulting has also established an effective training quality supervision mechanism. Through regular internal audits, external audits, and customer feedback, it has conducted objective and comprehensive inspections and evaluations of its service quality. Shangpu Consulting has also established a set of flexible training quality improvement mechanism. According to the supervision and evaluation results of its own service quality, as well as the needs and opinions of customers, it has continuously adjusted and optimized its service content, methods, and processes.

Conclusion

Enterprise training consulting is a professional service activity, which needs to follow certain steps and methods in order to achieve the desired results. This paper introduces the six steps of enterprise training consultation, which are: determining training needs, designing training programs, selecting training methods, implementing training activities, evaluating training effects, and continuously improving training quality. At the same time, this paper also shows how to use these steps to carry out effective enterprise training consulting with the specific cases of Shangpu consulting service customers. It is hoped that this paper will be helpful to readers who intend to engage in or improve the level of corporate training consulting.