Presenter:Yan Suo

TRAINING MODEL FOR

TIANJIN HAOXIN CREDIT
GUARANTEE COMPANY
What are the problems existing
in the organization?
Needs Analysis Identify Problems  Analysis Causes  Select Optimal Solutions

 Identify Problems
◦ Low work efficiency
◦ Poor communication and cooperation
◦ Making mistakes when dealing with new
guarantee products
◦ Performance problems during working hours
What are the causes of the
problems?
Needs Analysis Identify Problems  Analysis Causes  Select Optimal Solutions

 Analysis Causes

◦ Being Lack of basic skills and/or knowledge

◦ Environmental deficiency

◦ Motivation problem
What are the solutions?
Needs Analysis Identify Problems  Analysis Causes  Select Optimal Solutions

 Select Optimal Solutions

◦ Entrance training

◦ Appropriate external learning courses

◦ Tailor internal training courses

◦ Performance regulation training

Intended Audience
 Training Team :
◦ Training manager
◦ Instructional designer
◦ Trainer
◦ Administrator

 Secondary Audiences:
◦ General manager
◦ All employees
Models Incorporated
 The Smith and Regan Model

 Harless Front-end Analysis Model

 The Gerlach and Ely model

My ID Model
I. Analysis

II. External Training III. Internal Training

1. Training 1. Design
Program
Selection
2. Implementation
2. Assessment
and Evaluation 3. Evaluation
My ID Model – Analysis

I. Analysis
• Identify problems
 Facing by employees
 Existing in employees
• Pinpoint gap
• Analysis causes
• Identify possible solutions
• Analysis Org. Dept. and individual goals
• Cost analysis
• Select optimal alternatives
(fill “Needs Analysis Form”)
 Needs Analysis Form
Training manager
determines how the
Needs Description: problem will be
solved (internal or
Budget: internal training),
and then sends this
Schedule: form to
administrator or
Recommendation: instructional
designer.
My ID model – External Training
II. External Training
1. Training Program Selection
• Employees’ previous external
learning record
• Info. of external training orgs.
 location
 Quality
• Social/employees’ feedbacks

2. Assessment and Evaluation

• Post training assessment
 Training report
 Share knowledge
•Evaluation external org.
• Survey
• Data recording
My ID Model – Internal Training

III. Internal Training

1. Design
•Training material/support
 Lesson plan

 Handout

 media production

 Job-aid, guide

 E-learning material

• Develop survey and questionnaire for

training assessment and evaluation
• Put up useful info. on training Dept.
My ID Model – Internal Training

Internal Training

2. Implementation
• Specify content and objectives
• Determine training strategy ( Group,
Time, Space, materials, activities)
• Delivering training
• Invite expert for sharing skills and
knowledge
• Hold/facilitate skill/knowledge
exchange session
• Assessment
My ID Model – Internal Training

III. Internal Training

3. Evaluation
• Training effectiveness
• Training design (e.g. materials,
activities)
• Trainer’s performance
• Employees/employer’s satisfaction
and feedback
Purpose of the Model
 Employees will
◦ engage in their work (motivation)
◦ develop their related competency constantly
(knowledge and skills)
◦ perform appropriately during working hours
(motivation and organizational)

◦ increase their working efficiency (performance)

THANK YOU!

Yan Suo
April. 12, 2009