文档介绍：Identify Needs 确认需求
Identify
needs
确认需求
Design the
programme
设计课程
Set
objectives
设立目标
Select methods
of measurement
选定评估方法
Measure the
change in
performance
评估行为/
表现上的改变
Run the
programme
执行课程
The Training Cycle 训练循环图
Combine Three Approaches 三种方法的结合
Top Down
由上而下
Bottom Up
由下而上
Introspection
由内而外
Top Down 由上而下
Ask HOC for input when the annual plan is being put together September/October
拟年度计划时(九月/十月),向HOC徵询意见.
Ask discipline and department heads
询问部门主管及各分公司总经理
Pay particular attention to non advertising disciplines whose needs can pass un-noticed amid the clamour of our core advertising business
特别注意非广告的公司需求,因为很容易被忽略
Don’t forget Mindshare/work
不要忘了Mindshare
Top Down (Cont’d) 由上而下(续)
Use open questions
选用开放式问题
Make sure that specialist training needs and teachers are identified
确认特定的训练需求及讲师.
Examples of Questions 问题举例
Why do you think our training was so (in)effective last year?
你认为为什麽我们去年的训练是这麽(没)有效率?
It would help me if you could tell me what the Board are saying about training
如果你能告诉我董事会对训练的看法可能会有些帮助.
How do you see the role of training in helping us achieve next year’s plan? Where are the areas of stretch where training can help?
训练在达成明年的计划中扮演著什麽样的角色呢? 训练可以帮助延伸什麽目标?
Examples of Questions (Cont’d) 问题举例(续)
How do you feel the changes in the economy and our business need to be reflected in what we do in training? 你认为那些经济上或我们生意上的改变,是可以反应在训练上的呢?
Thinking ahead to next year, what do you think are the new training needs we need to address? 展望明年,你认为训练有那些新的需求呢?
Bottom-up 由下而上
Include questions in staff surveys
在员工调查中列入问题
eg Annual survey (NZ) Chili Audit (KL)
Ask staff to tell you what they want - via notice board, staff magazine or suggestions box
藉由公布栏,员工杂志或意见箱,让他们告诉你他们想要什麽
Bottom-up (Cont’d) 由下而上(续)
Pick up from the appraisal system (most formats have a section where people are asked what training they would like) and consolidate. Be sensitive to confidentiality 由评估表中选取(大部份的表格中都会问他们喜欢什麽样的训练)对机密保持敏感度)
Go back over the