The key for new employees to integrate into the team as soon as possible and meet the post requirements is to do a good job in training new employees. So how to do a good job in training new employees? First of all, we should make clear the training process, make a detailed training plan and implement it carefully. This mainly includes the following five stages: First, the theoretical training stage. Before the training begins, the human resources department should first make clear the training plan and time arrangement of new employees, explain the purpose and significance of the training, and make clear the assessment of the training content. The assessment results will serve as an important basis for the assessment during the probation period. Theoretical training mainly focuses on lectures, mainly explaining the company's general situation, rules and regulations, industry knowledge, product knowledge, job responsibilities and work requirements. 1. Company profile: including the company's growth process, existing organizational structure and related functional departments, the company's business scope, the company's development goals, etc. In principle, new employees will be arranged immediately after they arrive at their posts, so that new employees can have an intuitive understanding of the company. This part was given by the company leaders. 2. Company rules and regulations: including attendance system, behavior management norms, environmental management regulations, confidentiality system, salary management system, etc. In order to let new employees know clearly what the company advocates (or prohibits). The enterprise management department is responsible for the interpretation. 3. Industry knowledge: including the history and present situation of the industry, the market situation and the position of the company. The purpose is to understand the industry competition and the company's market position. The marketing department is responsible for training. 4. Product knowledge: including the classification of artificial turf, their advantages and disadvantages, the structure of artificial turf, the classification and performance of the company's products, the description of product number, etc. , so that new employees have a clear understanding of the products. The Marketing Department and the Ministry of Commerce are responsible for training. 5. Job responsibilities and job requirements: including main work contents, matters needing attention, main points of work, etc. It is necessary to decompose and refine the job responsibilities of new employees, and make them clear one by one, so that new employees can have a clear understanding of their responsibilities in their posts. At the same time, the direct supervisor (who is also the spokesman of this part) should also observe and understand the gap between the existing ability and job requirements of new employees, give a key explanation, and clearly point out the skills that new employees need to learn and master. Second, the stage of production practice. Mainly includes the practice and understanding of raw materials, equipment, technology, finished products and other production links. As an important part of new employee training, production practice aims to make new employees have an intuitive understanding and experience of products, equipment, technology and production through practical operation. Before the production practice begins, the human resources department (factory department) will tell the employees about the internship arrangement plan, and then introduce the overall situation of working procedure, technology and equipment, so that the new employees can know what they should pay attention to and learn. During the internship, new employees will be assigned to various teams to work with front-line employees (learning to operate). The human resources department should select a skilled employee from the team as the instructor of new employees, so as to train and guide new employees at any time and pay close attention to their work performance. After the internship, there should be a formal evaluation. Then, combined with the internship situation and evaluation results, an internship communication was conducted to understand the internship effect and the problems existing in the internship, so as to facilitate the next training arrangement and the improvement of internship training in the future. Third, the training assessment stage. Each trainer will give a question about the training content, and the Human Resources Department will organize the preparation of the examination paper and conduct assessment and scoring. Fourth, training evaluation and summary. Organized by the Human Resources Department, attended by department heads, trainers and trainees, it mainly communicates the training assessment results, problems existing in the training and the next work arrangement. Especially for the problems exposed in the training, take out remedial measures and put forward the process and methods to improve the training. Five, job skills training. The immediate supervisor of new employees will arrange training according to the post requirements, and the human resources department will pay close attention to the implementation of training, and make it clear that the training of new employees will be an important work content of the supervisor. The training of new employees is an important part of the company's training work, and its effect will directly affect whether employees can enter the state as soon as possible in the company. The key factor that determines the training effect is the organization of training. To ensure the effectiveness and progress of the training, we should focus on the following two points: First, we should make clear the direct person in charge of the training of new employees. The person in charge takes the lead in formulating the training plan, tracking and supervising the implementation of the plan, coordinating and solving the problems in the training, and feeding back the training results at all stages in time to ensure the normal training work. Second, we should gradually cultivate and form a team of trainers within the company. The directors and key employees of various functional departments are the best trainers of enterprises. The human resources department needs to constantly strengthen their training awareness, improve their training skills, urge them to compile standardized training materials, and constantly improve and improve them in the process of training implementation. Trainer supervisors at all levels should pay attention to giving extra points to trainers with good training effect or applying for company awards in performance appraisal. New employees are the fresh blood of the company and play an important role in its future development. The training of new employees is the key to ensure the healthy and safe input of fresh blood into the company. We should and must attach great importance to this work and do it well through continuous efforts and improvement. Those who read it also read: 1, the importance of employee training 2, the HR director of Coca-Cola talking about recruitment and employee training 3, how to deal with new employee training? 9. Current situation of employee training in Chinese enterprises 10, employee training regulations