[转帖]企业如何做好培训需求分析
<div class="t_msgfont" id="postmessage_1222327"><font size="3"><font face="Arial "><a href="http://www.89mc.com/" target="_blank"><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font></a></font><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font><font face="Arial "><font face="宋体 ">是一种投资，而投资收益的好坏很大程度上将取决于投资前的投资分析，即</font></font><font face="Arial "><a href="http://www.89mc.com/" target="_blank"><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font></a></font><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font><font face="Arial "><font face="宋体 ">需求分析。作为</font></font><font face="Arial "><a href="http://www.89mc.com/" target="_blank"><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font></a></font><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font><font face="Arial "><font face="宋体 ">管理的关键环节，</font></font><font face="Arial "><a href="http://www.89mc.com/" target="_blank"><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font></a></font><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font><font face="Arial "><font face="宋体 ">需求分析很大程度上依赖于企业中高层的重视，特别是作为执行者的中层管理人员，要掌握一定的</font></font><font face="Arial "><a href="http://www.89mc.com/" target="_blank"><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font></a></font><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font><font face="Arial "><font face="宋体 ">需求分析技术，并配合</font></font><font face="Arial "><a href="http://www.89mc.com/" target="_blank"><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font></a></font><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font><font face="Arial "><font face="宋体 ">人员做好工作，</font></font><font face="Arial "><a href="http://www.89mc.com/" target="_blank"><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font></a></font><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font><font face="宋体 "><font face="Arial ">才成为企业收益最大的投资。</font><font face="Arial "><font style="FONT-SIZE: 10.5pt;"></font></font></font></font><br/><font size="3"><font face="Arial "><font face="宋体 "> 做</font></font><font face="Arial "><a href="http://www.89mc.com/" target="_blank"><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font></a></font><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font><font face="Arial "><font face="宋体 ">需求调查时，各职能部门负责人敷衍了事是普遍存在的情况，结果</font></font><font face="Arial "><a href="http://www.89mc.com/" target="_blank"><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font></a></font><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font><font face="Arial "><font face="宋体 ">需求分析不准确，他们常抱怨</font></font><font face="Arial "><a href="http://www.89mc.com/" target="_blank"><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font></a></font><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font><font face="宋体 "><font face="Arial ">没有针对性，却很少从自身的角度去找原因。这其实是每一位管理者必须具备的技能，因为一个成功的管理者，首先是一位优秀的导师。</font><font face="Arial "><font style="FONT-SIZE: 10.5pt;"></font></font></font></font><br/><font size="3"><font face="Arial "><font face="宋体 "> </font></font><font face="Arial "><a href="http://www.89mc.com/" target="_blank"><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font></a></font><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font><font face="Arial "><font face="宋体 ">需求分析技术一般是从组织分析、工作分析和人员分析入手，发现绩效差距，这种系统的方法较适合规模较大的企业进行年度或中长期的</font></font><font face="Arial "><a href="http://www.89mc.com/" target="_blank"><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font></a></font><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font><font face="Arial "><font face="宋体 ">需求分析，而不适合规模小的企业进行短期或临时性的</font></font><font face="Arial "><a href="http://www.89mc.com/" target="_blank"><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font></a></font><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font><font face="宋体 "><font face="Arial ">需求分析。其实用一些简单方法就可以做得很好：</font><font face="Arial "><font style="FONT-SIZE: 10.5pt;"></font></font></font></font><br/><font size="3"><font face="Arial "><font face="宋体 "> 一、查找绩效差距。</font></font><font face="Arial "><a href="http://www.89mc.com/" target="_blank"><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font></a></font><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font><font face="Arial "><font face="宋体 ">需求分析应从绩效差距入手，从绩效差距中找出员工素质能力短板，或是企业战略和企业文化需要的员工能力与员工实际能力之间的差距，从而确定能否通过</font></font><font face="Arial "><a href="http://www.89mc.com/" target="_blank"><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font></a></font><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font><font face="宋体 "><font face="Arial ">手段消除差距，提高员工生产率。</font><font face="Arial "><font style="FONT-SIZE: 10.5pt;"></font></font></font></font><br/><font size="3"><font face="Arial "><font face="宋体 "> 二、分析绩效差距的原因。发现了绩效差距并找出差距的原因，才能确定通过什么办法去消除它。若绩效差距属于环境、设备或激励制度的原因，</font></font><font face="Arial "><a href="http://www.89mc.com/" target="_blank"><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font></a></font><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font><font face="Arial "><font face="宋体 ">不会起什么作用，若是属于员工个人个性或其所具备的知识、技术或态度不足，</font></font><font face="Arial "><a href="http://www.89mc.com/" target="_blank"><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font></a></font><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font><font face="宋体 "><font face="Arial ">才是必要的。</font><font face="Arial "><font style="FONT-SIZE: 10.5pt;"></font></font></font></font><br/><font size="3"><font face="Arial "><font face="宋体 "> 三、设计解决方案。找出差距原因后，确定是采取</font></font><font face="Arial "><a href="http://www.89mc.com/" target="_blank"><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font></a></font><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font><font face="Arial "><font face="宋体 ">还是非</font></font><font face="Arial "><a href="http://www.89mc.com/" target="_blank"><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font></a></font><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font><font face="宋体 "><font face="Arial ">方法去消除差距，并设计解决方案。</font><font face="Arial "><font style="FONT-SIZE: 10.5pt;"></font></font></font></font><br/><font size="3"><font face="宋体 "><font face="Arial "> 四、设计简单科学的分析工具</font><font face="Arial "><font style="FONT-SIZE: 10.5pt;"></font></font></font></font><br/><font size="3"><font face="Arial "><font face="宋体 "> </font></font><font face="Arial ">1</font><font face="Arial "><font face="宋体 ">、直线管理者最熟悉下属工作绩效的问题在哪里，只要提供一定的分析工具，就能帮助他们或通过他们获取绩效差距的信息，由此辨别是什么领域存在绩效问题</font></font><font face="Arial ">;</font><font face="Arial "><font style="FONT-SIZE: 10.5pt;"></font></font></font><br/><font size="3"><font face="Arial "><font face="宋体 "> </font></font><font face="Arial ">2</font><font face="宋体 "><font face="Arial ">、由于员工对自己工作中的问题、障碍最了解，通过他们了解情况也能获取一定的重要信息。但他们不一定完全清楚自己在工作上缺少什么，这就需要通过直线管理者对员工填写上来的信息进行补充和审核，返回人力资源部作进一步分析，并对相关人员进行问题访谈。</font><font face="Arial "><font style="FONT-SIZE: 10.5pt;"></font></font></font></font><br/><font size="3"><font face="宋体 "><font face="Arial "> 五、战略分析</font><font face="Arial "><font style="FONT-SIZE: 10.5pt;"></font></font></font></font><br/><font size="3"><font face="Arial "><font face="宋体 "> </font></font><font face="Arial "><a href="http://www.89mc.com/" target="_blank"><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font></a></font><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font><font face="Arial "><font face="宋体 ">最终是为企业战略与经营目标实现服务的，从企业经营战略到年度经营计划，从年度计划到人力资源开发计划，分析制定出一定时期的</font></font><font face="Arial "><a href="http://www.89mc.com/" target="_blank"><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font></a></font><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font><font face="Arial "><font face="宋体 ">需求计划。但是，</font></font><font face="Arial "><a href="http://www.89mc.com/" target="_blank"><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font></a></font><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font><font face="宋体 "><font face="Arial ">计划还要不断的随企业业务的变化而调整才能真正服务于企业发展的需要。</font><font face="Arial "><font style="FONT-SIZE: 10.5pt;"></font></font></font></font><br/><font size="3"><font face="Arial "><font face="宋体 "> 所以，系统的</font></font><font face="Arial "><a href="http://www.89mc.com/" target="_blank"><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font></a></font><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font><font face="Arial "><font face="宋体 ">规划要根据基于企业战略的人力资源规划来制定，</font></font><font face="Arial "><a href="http://www.89mc.com/" target="_blank"><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font></a></font><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font><font face="Arial "><font face="宋体 ">需求分析就是为实现企业战略目标对人才的要求应运而生的。所以，</font></font><font face="Arial "><a href="http://www.89mc.com/" target="_blank"><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font></a></font><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font><font face="Arial "><font face="宋体 ">的发展方向将是建立符合企业发展需要的员工素质模型</font></font><font face="Arial "><a href="http://www.89mc.com/" target="_blank"><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font></a></font><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font><font face="宋体 "><font face="Arial ">体系。</font><font face="Arial "><font style="FONT-SIZE: 10.5pt;"></font></font></font></font><br/><font size="3"><font face="Arial "><font face="宋体 "> 战略层面的分析，一般由公司</font></font><font face="Arial "><a href="http://www.89mc.com/" target="_blank"><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font></a></font><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font><font face="Arial "><font face="宋体 ">委员会层级负责</font></font><font face="Arial ">(</font><font face="Arial "><font face="宋体 ">由公司高层组成</font></font><font face="Arial ">)</font><font face="Arial "><font face="宋体 ">、</font></font><font face="Arial "><a href="http://www.89mc.com/" target="_blank"><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font></a></font><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font><font face="Arial "><font face="宋体 ">管理者主导、其他所有负责人参与。所以，公司高层应该经常给予</font></font><font face="Arial "><a href="http://www.89mc.com/" target="_blank"><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font></a></font><font face="Arial "><font face="宋体 ">培训</font></font><font face="Arial "></font><font face="宋体 "><font face="Arial ">部门战略方向的指导意见。</font><font face="Arial "><font style="FONT-SIZE: 10.5pt;"></font></font></font></font><br/><font face=" "></font></div> 可以采用PHILIPS的五级培训需求模型进行！效果不错！ <p>原创值得学习,谢谢 </p>
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