Today I saw a private message from a friend who knew it, and wanted to know how to do the annual plan of the foreign trade team? Training, as the central task throughout the year, is related to the improvement of employees' abilities and vocational skills. In this issue, let's talk about this topic:
1. The annual training plan of the foreign trade team must be solidly planned. Since it is an annual training plan, it is necessary to consider it thoroughly and not rely on formalism to report some training topics. Many enterprises are the annual training plan casually reported, the real training is completed according to the degree of preference, today to engage in an experiential internal training, tomorrow to an executive training, the next month to expand collectively; this blind training not only can not benefit employees, but let employees very tired. Since it is an annual training, it is necessary to do a good job of demand analysis, the real needs of the research team, listen to the voices of employees, and collect goals and annual planning to sort out and design. You can list the required content through the questionnaire method, and you can also let everyone fill in the requirements freely. In short, to complete the survey and then complete the final annual training plan according to the needs, the plan must be submitted to the company after review and release.
2. The annual plan is only an outline, and it is the essence to accurately implement the scientific landing. It is necessary to do a good job of decomposing the training plan and decomposing the goals according to the quarter, month, and year. At the same time, for each content, it is again subdivided into lecturers, fees, and forms (internal training, external training, scenario simulation, etc.), so that each plan can indeed be landed, which is the second step of the annual training plan. This requires Doron's review and exchange, and finally, this landing plan can be approved and implemented by Pi. Do not engage in one-size-fits-all, foreign trade managers submit annual, monthly training content, is their own imagination, or their favorite direction to go to training. Training should invest energy, financial resources, manpower, and material resources, and cannot become a hall of words, otherwise, even the best training plan is a waste.
3. The training is completed on schedule, only the first step has been completed, and the original intention is to track the training effect. What is the goal of our training, some people say is to complete the training plan, otherwise the company will be assessed; wrong, our goal is to complete the analysis and cognition of things through training, so as to absorb the essence into their own. No matter how good and perfect a training is, if you don't look at its implementation, and the ability of employees to absorb and convert, in fact, this training is only half dug. Collecting employee evaluations on the spot through training can only prove the strength of the lecturer. Can not prove anything, the training effect can only be mastered and used by employees in the future for a period of time, and has produced obvious results, which is the ultimate mission and goal of training.
4. Do a good job in the assessment, evaluation and tracking of the training in the later stage, so that the training forms a closed loop. Since the training company also spent money, but also wasted time, sharpening the knife without mistakenly cutting wood, this truth is known compared to everyone. Therefore, it is necessary to continuously check and track the training content, arrange employees to write their feelings for the training content, and let employees review the training content. Written examinations of content are not counted by the company, and it is not an assessment to let employees draw a mind map of the course. In fact, there is also a final period of time to see if the staff is using the methods and techniques, which are everywhere to highlight the charm of the exam.