Core Framework of Training Management System:

Taking organizational strategy, quality policy and stakeholder requirements as inputs, carry out three‑level competency assessment at organizational, post‑level and individual levels to identify competency gaps;

Then design and plan development programmes, defining objectives, contents (training, on‑the‑job mentoring, job rotation, etc.), resources and schedules;

Subsequently implement the programmes and monitor progress in real‑time;

Finally evaluate effectiveness at four levels: reaction (satisfaction), learning (assessment), behaviour (job performance) and results (business indicators), so as to form a closed‑loop of “assessment — improvement — reassessment”.

Its core value is reflected in three aspects:

First, strategic alignment: link competency development with business objectives to support compliance, technological upgrading and other requirements;

Second, efficiency improvement: deliver targeted competency building through full‑process management;

Third, knowledge inheritance: build an organizational competency database to facilitate the development of a learning‑oriented organization.

Three points should be noted in application:

First, integrate with ISO 9001 and other management systems, and embed training activities into the whole quality‑management workflow;

Second, identify competency gaps accurately with competency models, and adopt tools such as LMS for digital management;

Third, link competency development with performance appraisal and promotion to strengthen outcome transformation.