HR Play: Annual Education and Training Planning
For the training units in the enterprise or organization, the annual education and training plan is the highlight of the annual education and training plan in September ~ October every year.
How do I plan my annual training? Through “send a questionnaire to each department and ask each department to check it”, this is the training needs survey method that everyone is accustomed to. This survey method is simple, easy to use, and easy to understand. Because the results of the survey are the training needs of each department, it sounds reasonable. However, have you ever wondered where the course options that are submitted to each department should be produced? Is it complete? Is it in line with the company’s strategic direction? Or, in fact, just because these classes have been held before, it is easy to find a teacher to open them, so they will be listed and selected first?!
The course is based on what you want to learn Or do you have to do it
It is not impossible to adopt the method of “sending questionnaires to each department and asking each department to tick the box”, but guess what, if the course selection is open and free, will the recovered demand be biased towards the courses that “want to learn”, or the courses that “must be learned”? Will the learning benefit after the course only be limited to the improvement of individual ability? Or will it help to enhance the overall combat effectiveness of the team? Will the purpose and effect of the training plan be achieved in the end?
The premise of “sending questionnaires to all departments and asking them to check the box” must be based on the basic and correct understanding of education and training in all departments of the company, for example: understanding the training structure of grade/grade/job title and curriculum comparison (also known as: training map), agreeing with the levels and requirements of prerequisite, compulsory and elective, and planning the personal development direction of each person in the department (also known as:
personal development plan
). Individual Development Plan, IDP) … In this way, when the department head gets the course menu, the selected courses can take into account both “want to learn” and “must learn”, so that each employee’s learning interest is consistent with the overall talent development direction of the company.
The purpose of education and training: a step-by-step talent development path
Generally speaking, the cultivation of talents, from novice to proficient, industry perception takes about three years. Therefore, it would be a pity that the results of the annual training plan should only be applied to the curriculum of the current year.
In order to exert greater benefits, the annual training plan can be combined with the company’s talent development strategy, starting from the company’s competitiveness, based on strengthening the existing advantages, clearly carrying out talent inventory, confirming the key knowledge and technology required for the company’s goals, and whether there is a crisis of talent fault or a complete talent echelon.
Then, depending on the number of talent pools (the number of target audiences), the annual training plan for 2~3 years is used as a package, and the difficulty of the course is arranged from the basic “Know-What” to the “Know-Why” to understand the value, and finally to the “Know-How” action.
When the training course is actually implemented, a training cycle of 2~3 years is used to sweep through all the target objects in a carpet manner, so that all talents in the plan have the opportunity to equip during this time and prepare for the next stage of promotion, higher positions and more value.
Talent cultivation TalentWay
In this way, all employees can clearly understand the company’s current and future development expectations and plans for talents at all levels, and can have clearer and correct consideration in the selection of training courses, and when the training courses actually start, they will also have a higher willingness to learn and learning investment.
For the company, the cultivation of human quality and the reserve of talents at all levels will also have a clear and predictable schedule, so that the training results are not only linked to short-term operational benefits, but also continue to strengthen and accumulate the key competitive advantages of the company.
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