1. Demand research
No one is perfect, and there is no red gold in gold. Everyone has his own shortcomings, but different people have different shortcomings. But don't all short boards need to be repaired? In this matter, different people have different opinions. It is not enough to find the root cause by employees alone, or by performance alone. It needs the guidance of HR department, and the participation and help of department heads and colleagues can be more targeted. Start with the performance indicators to see if they match the work content. Department heads and colleagues should find problems from each other in their daily work, put forward countermeasures and solve problems, so as to improve together. Of course, this requires environment, atmosphere and information such as attitude, mentality, skills, skills and abilities. Only by finding the real root cause can we solve the problem more pertinently.
2. Training plan
People who don't have a plan will definitely be planned out! Planning is the guiding principle for progress; Is the premise of training preparation; It is a navigation mark for proofreading. With the plan, you can evaluate the budget and effect to decide whether we should carry it out or not. Training has no effect. If it can be solved through communication, it will be solved through communication. This method is faster and more effective. If it is an attitude problem, communication and auxiliary training are needed. If communication is not comfortable in the early stage, employees will be reassured, and more training later will only make them more disgusted. Through communication in advance, let employees know what they don't know first; Emotionally, first change from self-awareness and realize your own problems. Straightened out in the early stage and guided by some auxiliary training later, this effect should be better.
If it is a question of knowledge and skills, you can refer to the training system. For example, first of all, the training needs analysis, whether the training method is external training or internal training, full-time training or on-the-job training or half-half (if it is full-time training, how to arrange the work); Training period, training cost, how to conduct training evaluation, etc. are the operations of performance span training.
3. Plan implementation
Edison once said, "Genius is only 99% hard work and 1% inspiration." If a genius's creativity remains in your mind and is not realized, it is just an idea or an idea, not a product. In general, the training of performance shortcomings should not be too long, and the content should be targeted, which is not too cumbersome. The training method should be based on the production situation, and it is best to choose on-the-job training or amateur training, which is not easy to affect the work.
4. Result feedback
Training without feedback is incomplete training. Just like a soldier who doesn't want to be a general, he is not a good soldier. Without feedback, we don't know how much we have improved, what we have changed, and whether we are changing in the right direction. Feedback is a kind of positive energy and a way for us to know ourselves. The HR department must do a good job of checking the training implementation. In order to prevent the training from becoming a mere formality, the HR department should do a good job of spot-checking the training implementation and whether the training courseware is complete, and collect the feedback from employees on the training effectiveness check at the same time, so as to feed it back to the department head for improvement and improvement.
In short, performance short-board training uses the results of performance appraisal to determine the training needs. Based on the analysis of performance appraisal, it is undoubtedly a great help to find out the reasons and problems of the gap and formulate targeted training programs and contents, which will improve the existing problems in performance and improve the quality of training.