1. Presenter:Yan Suo
TRAINING MODEL FOR
TIANJIN HAOXIN CREDIT
GUARANTEE COMPANY

2. What are the problems existing
in the organization?

3. 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

4. What are the causes of the
problems?

5. Needs Analysis Identify Problems  Analysis Causes  Select Optimal Solutions
 Analysis Causes
◦ Being Lack of basic skills and/or knowledge
◦ Environmental deficiency
◦ Motivation problem

6. What are the solutions?

7. 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

8. Intended Audience
 Training Team :
◦ Training manager
◦ Instructional designer
◦ Trainer
◦ Administrator
 Secondary Audiences:
◦ General manager
◦ All employees

9. Models Incorporated
 The Smith and Regan Model
 Harless Front-end Analysis Model
 The Gerlach and Ely model

10. 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

11. 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”)

12. 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.

13. 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

14. 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.

15. 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

16. 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

17. 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)

18. THANK YOU!
Yan Suo
April. 12, 2009