In 20xx years and months, our Huangshui Project Department added five employees to plan, deploy and start the safety training work ahead of time around the safety training objectives. The leaders of our project department firmly establish the concept of "people-oriented" and "caring for life", and actively organize project-level and team-level education in combination with the reality of our project department. Ensure that the safety training for new employees has been completed. The safety training in our department is now reported as follows: 1. Training development.
(1) Project-level training: Jasmine Zhang, deputy project manager, is mainly responsible for it. The main training contents include:
1, construction characteristics of this project and basic knowledge of construction safety.
2, the project safety production system, regulations and safety precautions.
3, special operations personnel safety technology operating procedures.
4. Basic knowledge of aerial work, mechanical equipment and electrical safety.
5, fire prevention, antivirus, dustproof, explosion-proof knowledge and emergency safety disposal and evacuation knowledge.
6, protective equipment distribution standards and basic knowledge of the use of protective equipment and appliances. Among them, 5 people participated in the new employee training and 5 people passed the exam.
(II) Team-level training: Since our project department has no production team, the office is responsible for this level of training. The main training contents include:
1, operation characteristics and safety operation procedures of each type of work.
2, safety work discipline.
3. Use of safety protection devices (facilities) and personal labor protection articles.
4. Unsafe factors that are prone to accidents in safety production and their preventive measures.
5. Requirements of safe production on working environment and mechanical equipment and tools. Among them, 5 people participated in the new employee training and 5 people passed the exam.
Second, the existing problems
Because the new employees who participate in the training are all college students who have just graduated from school, they have strong theoretical ability and poor practical ability. For example, new employees know how to use fire extinguishers correctly, but in practice, most of them don't know what is a safety bolt, where is the upper exit and where is the lower exit; Steel bar cutter, steel bar straightener, etc. It was also the first time they saw it.
All the new employees actively cooperated with this training, and their enthusiasm was very high. After the training, everyone actively submitted their experiences to the project to raise their awareness of safety in production.
2. A summary report on the on-the-job training of new employees.
After this training, we have a deep understanding of the technical term performance management. For those of us who have just entered the society, it is basically the first time to study engineering. After just one and a half days of study, we can't say that we fully understand the importance of performance management, but we have a certain understanding of the concept, purpose, principles and significance of performance management. On the first day, Gong Peng divided us into groups and studied performance management in the form of group competition. On the one hand, it can cultivate our team spirit, on the other hand, it can increase our enthusiasm for learning. The concept of goal quantification is put forward by writing slogans in each group. Then he explained to us the difference between doing the right thing and doing the right thing through the story of Bunol and Enoch. The conclusion is that we should have a correct attitude in life and be a caring person. Then the performance management is introduced in detail. The so-called performance management means that enterprises manage the performance of employees and organizations through certain human resource management means and methods, which is the key to ensure the realization of organizational goals. At the same time, through performance management, we can improve the performance of employees and organizations, and finally realize the common development of employees and organizations. Performance management motivates employees through the assessment of employees, thus improving organizational goals. In this process, employees can have a clear understanding of themselves, make their work goals more clear, and let employees do the right thing and do the right thing.
The purpose of performance management is to affirm and motivate employees' performance through the assessment and evaluation of existing performance, find out the existing problems and gaps through analysis, and take corresponding measures to improve and improve the efficiency of employees and organizations, so that enterprises can finally gain a competitive advantage, not only achieve the established strategic goals, but also create excess performance. It is the core principle of performance management to pay attention to the linkage between evaluation and incentive, and to combine actual effect with future improvement. Performance management plays an important role in the survival and development of enterprises. It's hard to imagine what an enterprise without performance management would look like, and it's also hard to imagine what an enterprise with performance management would suddenly lose performance management.
In the process of explaining, Gong Peng also put forward the idea of "extraordinary 6 1", that is, setting goals, defining standards, providing methods, evaluating facilities, implementing rewards and punishments, promoting improvement and forming a cycle. The core of realizing this cycle is continuous communication. After a day and a half of performance management study, I understand that performance management is a double-edged sword. Properly used, it can stimulate the morale of employees and strengthen the cohesion of the team, but once improperly used, it will have the opposite result. After experiencing the pain without water, the "three monks" realized that it is more important to exert the strength of the team at this stage.
The next afternoon, I learned the safety regulations. The power industry is a high-risk industry. Because it deals with high-voltage electricity, it is decided that this industry must put safety first. Therefore, it is necessary to deepen the study of safety regulations. Although I only studied for half a day, I benefited a lot and learned a lot of safety regulations in the power industry, paving the way for better work in the future!
On the third day, we learned about emergency rescue. In the morning, Mr. Tao briefly introduced the working principle of the human body from the medical point of view. Then introduce several common electric injuries and their harm to human body. Then get down to business and tell us how to deal with the actual situation. In the afternoon, actual combat training began, and I saw that everyone was trying to implement the rescue. This moved me very much, and I realized our responsibilities and obligations.
On the fourth day, we studied the development history of Huangshi power grid. Through the study of Huangshi power grid development, we have deepened our understanding and understanding of enterprises. I learned that from the initial simple and arduous conditions to the relatively perfect system and better conditions, it has gone through a lot of continuous efforts.
On the fifth day, we studied corporate culture. Through the study of corporate culture, let us know the meanings of the words honesty, responsibility, innovation and dedication. Honesty is the moral cornerstone of our enterprise and employees. Responsibility is our working attitude of shouldering heavy burdens and doing our duty. Innovation is the fundamental driving force for our enterprise development and career progress. Dedication is our conscious action of patriotism, enterprise love and dedication. These words are the value pursuit of our company and the fundamental method supported by the belief of the company and employees to realize their vision and mission. Through learning, I have a deeper understanding of some basic values, corporate purpose, corporate development strategy, some basic requirements of employees and behavioral norms of our company.
Through this week's study, I have deepened my understanding and understanding of the enterprise. It laid a good foundation for better work in the future.
3. Summary report on new employee's on-the-job training
The training course benefited a lot. I believe that through continuous learning and continuous efforts, I can become an excellent employee. 20xx is a year of great development of the company's business. In this year, the company's existing business continued to expand, new projects continued to increase, and the company's demand for talents, talent training and the improvement of the quality of existing personnel were strengthened. As the main department in charge of talent introduction, talent training and subsequent echelon construction, the human resources department has an important responsibility for this. In order to ensure the completion of various tasks, the human resources department has done a lot of work, actively opened up recruitment channels, publicized the company's talent concept, participated in various large-scale recruitment activities, and stored talent information; Internally, we should improve the training system, actively carry out training activities, formulate internal talent succession plans, select outstanding employees within the company, track and evaluate new employees, and actively carry out corporate cultural and sports activities.
First, the opening of recruitment channels.
Due to the particularity of the industry in which the company is located, there are few employees in Shenzhen. In order to ensure the timely arrival of the personnel needed by the company, the human resources department actively contacted recruitment websites, employment agencies and employment agencies in different places, trying to open up new recruitment channels. The human resources department contacted the professional recruitment website for trial use and learned about the services they can provide. Contact with future human resources companies in Wuhan, Changsha and other places to learn more about the distribution of local chemical and environmental protection talents and newspaper advertising expenses, which laid the foundation for further recruitment of talents in different places.
Second, on-site recruitment and newspaper recruitment advertisements.
In 20xx, I participated in two external large-scale recruitment activities, namely, the double-choice job fair for fresh graduates organized by Shenzhen Personnel Bureau and the Guangzhou White-collar World Job Fair. The Human Resources Department made a lot of detailed preparations before attending the meeting, and actively publicized the company's good corporate image, the company's employment concept and the broad career development space provided by the company at the job fair, so as to attract more outstanding talents for the company. At the on-site job fair, we not only collected a lot of talent information for the company, but also made a good corporate image promotion for the company. In the annual recruitment work, in the face of the company's increasing demand for personnel, it is necessary to adjust the focus of recruitment work in time, from online recruitment to newspaper advertisements, and collect the information of the company's urgently needed talents in time through newspaper advertisements to ensure the timely arrival of the company's urgently needed talents.
Third, the establishment of the company's internal and external talent database
In order to ensure the company's follow-up echelon construction and cultivate talents for the company, the Human Resources Department has carefully sorted out all the positions in the company, determined the key positions of the company, and regarded the employees in key positions as the focus of the work of the Human Resources Department, and often learned about the employees in key positions to prevent the accidental loss of employees in key positions. At the same time, in order to reduce the adverse impact of personnel turnover in key positions, the Human Resources Department has formulated a succession plan for personnel in key positions, including replacing positions related to key positions in the ranks, and taking replacing employees in the ranks as the company's key training targets and the first choice for personnel in key positions, so as to supplement them in time after personnel turnover. At the same time, the company will establish an external talent pool to collect and sort out a large number of professionals related to the company's business, mainly chemical engineering and environmental protection engineering, as the company's first choice to supplement employees from outside to ensure that the required personnel are in place in time.
Four, the new key positions employee tracking
4. Summary report on new employee's on-the-job training
In order to let new employees know the basic situation of the company, get familiar with the company's rules and regulations, and increase the understanding among employees, the company organized and held new employee training. Although the training was only one and a half days, I still gained a lot. First of all, as training, we must let new employees know about the company's system, the products of various departments and the corporate culture. The company system is the basis and criterion for the company to standardize its own construction, strengthen attendance management, maintain work order and improve work efficiency, and strictly formulate corresponding systems through certain procedures. Every company has its own rules and regulations, which are guaranteed to be implemented and every employee must abide by. After all, "Fiona Fang can't be made without rules". Corporate culture is the core competitiveness of a company. Corporate culture is the most important factor for a company to attract and retain talents. A good company must have a good corporate culture, and our company also has a very humanized corporate culture-"home" culture, so that every company employee can feel the warmth of home in the company. The development of the company needs a good corporate culture, and also needs its own products to achieve profitability, so as to ensure the operation of the company, and the production of the company's products cannot be separated from the efforts of every employee, so it is very necessary to introduce the company's products to the new employees of the company.
Then there is the experience sharing of training instructors about the workplace, which makes me feel deeply. As a newly graduated college student, I have just finished my student life, so I have to devote myself to social life, and I feel very uncomfortable in many aspects. Although the university campus is a small society, it is still very different from the real social life. This change makes me a little uncomfortable. After all, the people I used to contact were all my classmates and teachers, and the life circle was relatively simple, but I still have to contact all kinds of people in social life. To deal with the relationship with superiors, colleagues and roommates, this is what I need to learn and pay attention to in my future professional life.
To build a personal brand, I was surprised when Mr. Wei first put forward this concept. What is a personal brand? Does everyone create their own products and then become bigger and stronger? I haven't heard of it before, but I know through teacher Wei's explanation that everyone has their own brand. If you can let everyone know your personal brand, then you are successful. And the steps that Mr. Wei said to build a personal brand also made me feel refreshed. One percent rule, that is to say, among 100 people, 1 person is the creator of the event, 10 person has some connection with this event, and then the remaining 89 people are passers-by. Then I unfortunately became a passer-by, because I used to watch friends circle and Weibo, seldom forwarding comments, only watching online events, and seldom commenting. Now I find that what I did before was wrong. We should be 100 people who create events, not passers-by. What kind of talents should we show? "Good wine is afraid of the deep alley." If you don't show it, others won't know what talent you have. Maybe your opportunity will be wasted, and it will be given to those who are prepared.
Although I still have a lot of feelings, I feel a little difficult to express because of my limited writing, so I can only write here, but the impact of this training on me is not limited to this.