培訓(xùn)需求分析及培訓(xùn)投資效果評(píng)估

1.培訓(xùn)需求分析的核心
培訓(xùn)管理者角色分析
培訓(xùn)工作中的困惑
對(duì)培訓(xùn)效能的認(rèn)識(shí)
培訓(xùn)需求產(chǎn)生的時(shí)機(jī)

2.培訓(xùn)需求分析的層次
培訓(xùn)需求分析系統(tǒng)

基于組織層面的分析
基于戰(zhàn)略的分析
基于企業(yè)經(jīng)營計(jì)劃的分析
基于企業(yè)人力資源規(guī)劃的分析

基于部門層面的分析

基于員工個(gè)人層面的分析

3.培訓(xùn)需求分析的方法
傳統(tǒng)培訓(xùn)需求分析方法
定性分析和定量分析應(yīng)用原理
如何進(jìn)行培訓(xùn)需求分析調(diào)研
培訓(xùn)需求分析的新方法
基于勝任力的培訓(xùn)需求分析

4.培訓(xùn)效果評(píng)估和轉(zhuǎn)化
培訓(xùn)沒有效果的原因
四級(jí)培訓(xùn)效果評(píng)估技術(shù)
增進(jìn)培訓(xùn)后行為轉(zhuǎn)化的方式


1. The core of training needs analysis
Understanding the role of training managr
Perplexities of training activity
Realizing the efficiency of training
When training needs occur: the timing

2. Training needs analysis levels
What is a training need analysis system

Identifying organizations’ training needs
Based on strategy
Based on business plan
Based on human resource plan

Identifying departments’ training needs

Identifying individuals’ training needs

3. Training needs analysis methods
Traditional methods of training need analysis
Qualitative and quantitative analysis
How to conduct training need analysis
New methods to analyze training need
TNA based on the competence model

4. Evaluation and transformation of training result
Why aren’t training goals achieved
4level evaluation method of training results
How to improve behaviors after training