First of all dry cleaners to make use of intent-based training survey training needs. Demand survey should be different angles to collect specific information. The so-called demand survey information is the goal, this information includes: information ideal conditions; and information about the actual situation; trainees feel about work; the possible cause of performance problems; possible ways to solve the problem. Dry cleaners to join the manager by the difference of the ideal conditions and the actual situation is analyzed, as well as information on the work experience (referring to trainees, managers or stakeholders on the performance of the current problems, knowledge and skills needed for the work of the views and feelings, etc.) to determine employee motivation condition, determine employee attitudes is the cause of performance problems arising. The cause of performance problems classified into four categories, namely environmental obstacles, motivation, knowledge, skills and motivation. Dry cleaners franchising should put environmental issues on impede the organization and personnel, policy and technical tools causes; refers to the management incentives in the form of incentive problems given is valid; refers to knowledge skills of staff to complete the work on the knowledge and skills needed to master if There are not enough; the motive means staff attitude toward work, that work motivation. Moreover, in general, laundry staff problem solving information to grasp very limited, so the possible ways to solve the problem about information regarding the report relies more on training specialists and managers. Such information they provide will help the accuracy and validity of the findings. Dry cleaners cost of training is a function of human resource management, the training process affiliated dry cleaners in human resources management process, is an important part of human resource management processes. But as a brand manager dry cleaners to join, you can not work fully trained by the human resources department to do, and should take the initiative to get involved, so the training content is more in line with your team. Many dry cleaners marketing team focused on the lack of planning and training, mainly because the team does not have a system, standardized training management processes. Before the development of training programs to the existing post of Character (cultural, ability, professional quality) description. The job description of job quality personnel should fill out. By job description, grasp the quality of the company's existing staff of the status quo, but also as a dry cleaners how to improve profitability and the development of training programs and detailed basis. Recommended reading: http: //www.ganxidianpinpai.com/DEF/chenggonganli/1/2014/1020/273.html http://www.ganxidianpinpai.com/DEF/chenggonganli/1/2014/1016/262.html