Formulate training programs and tra

Formulate training programs and training plans based on the training manager's experience and philosophy. This training program is one-sided and not targeted. The analysis of training needs is unscientific. The training content is disconnected from the actual needs of employees, which is greatly reduced. Training effect. Before organizing training, most hospital departments did not analyze the hospital training needs. The training content does not match the needs of employees. The training content is the "soul" of the training and the need for employees to improve themselves. Organizational analysis, task analysis and training based on personnel analysis are scientific and effective. The manager can’t do this to let the employees know what was lost, so he is anxious to “remediate”. The hospital training manager knows what the organization will do in the future, so they plan to organize everyone to “learn something”. At present, the hospital cannot conduct training needs for employees Full and effective analysis, lack of comprehensive control of employee status, can not accurately understand employee needs. When the hospital developed the training plan, it conducted a corresponding demand analysis of the training, which made the current training courses lacking pertinence. Usually the departments that organize training are very active, but few people can really participate in the training. If there is no demand for employees, the enthusiasm of employees is not high, and there will be a large number of free seats in the training venue. Existing employees participate in external training, and there are relatively few employees and fewer opportunities for participation. Generally speaking, only middle and senior hospital managers have the opportunity to participate in various relevant academic conferences or management training lectures at home and abroad, and ordinary employees have little chance to go out for training. Awareness of participation cannot increase the sense of ownership of the hospital. The current training of the hospital has nothing to do with the current job requirements of the hospital and the future development direction. The lack of key positions leads to training staff to acquire new knowledge and new skills, and the training effect is poor.