According to the experience and ide

According to the experience and idea of training manager, make training plan and plan. This kind of training plan is one-sided and has no pertinence. The analysis of training needs is unscientific. The training content is out of line with the actual needs of employees, which is greatly reduced. Training effect. Before organizing training, most hospital departments did not analyze the needs of hospital training. The training content does not meet the needs of the staff. Training content is the "soul" of training and the need of self-improvement of employees. Organization analysis, task analysis and training based on personnel analysis are scientific and effective. The manager can't do this to let the staff know what's missing, so he is eager to "remedy". 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 can't fully and effectively analyze the training needs of the staff, lack of comprehensive control over the status of the staff, and can't accurately understand the needs of the staff. When the hospital makes the training plan, it carries on the corresponding demand analysis to the training, which makes the current training course lack of pertinence. Usually the training departments are very active, but few people can really participate in the training. If there is no demand for employees and the enthusiasm of employees is not high, there will be a large number of free seats in the training site. Existing employees participate in external training, with relatively few employees and fewer opportunities to participate. Generally speaking, only middle and senior hospital managers have the opportunity to participate in various related academic conferences or management training lectures at home and abroad, and ordinary employees have little opportunity to go out for training. The sense of participation can not improve the sense of ownership of the hospital. The current training work of the hospital has nothing to do with the current work demand and future development direction of the hospital. The lack of key positions leads to the poor training effect.