(A) the basic principles of employee training

The so-called personnel and education arrangements for new employees are to arrange training for new employees and assign them to various work departments. Education and training is not only held in the form of collective teaching, but also teaches new employees to train some very basic concepts.

Then, in the assigned work department, front-line managers and supervisors are responsible for OJT (workplace education).

But busy front-line managers or supervisors can't teach new employees wholeheartedly. In fact, most of the responsibility for this kind of teaching is given to senior colleagues who work with new employees.

However, before handing over the responsibility of educating and guiding new employees to senior employees, senior employees must be taught the methods of educating new employees.

This not only refers to the old employees who can directly educate and guide new employees, but also includes others.

Because new employees will learn various ways of doing things from their predecessors. Therefore, before new employees go to work, they must be trained as an example for new employees.

1. Inspection of old employees

Before training old employees, we should make a comprehensive investigation of their abilities and qualities. In other words, the deficiencies of old employees' abilities and qualities are examined and summarized one by one. The inspection method can be done as follows.

(1) is divided into ability and interpersonal relationship.

The ability, quality and interpersonal relationship of old employees are generally classified, and then carefully checked from each classification.

(2) Subdivided into knowledge, technology and attitude.

Since it is divided into three aspects: knowledge, technology and attitude, it is necessary to list the missing parts in all aspects;

(1) knowledge

This aspect must be divided into two kinds: knowledge necessary for work and knowledge necessary for interpersonal relationship. Especially the necessary knowledge in the work, we must sum it up realistically in order to clearly know the content of education needs.

(2) Technical proficiency

Technology here refers to job skills. Knowledge is something to be remembered by the mind, but technology must be based on knowledge and accumulated by personal experience. Moreover, this can be said to be the proficiency of the work.

③ Attitude problem

A person with poor work attitude and many interpersonal problems, no matter how excellent the knowledge and technology, can not be regarded as an excellent business talent. If there is a problem in interpersonal relationship, it is fatal. We must make a good investigation and correct it.

2. Work-related training

After checking the ability and quality of the old employees, they must be re-educated according to the needs of each kind of education. The content of education will be different, so we must start with the most common shortcomings of old employees. Next, let's look at it from all angles.

(1) Insufficient understanding of the overall work content of the work department.

Many employees who have worked for three or four years can't understand the holistic view of work. In other words, these people only deal with things assigned to them by their superiors, and they know nothing about the working system and process of the whole working department.

This old employee can be said to have no long-term vision and is not enough to be a role model for new employees. Such employees will become bad role models sooner or later, so they should be trained early.

(2) Forget the basic methods and go its own way.

It is important to work faithfully according to the basic methods. Forgetting the basic exercises and doing it in your own way can easily lead to mistakes or failures.

However, after working for several years, it is more and more common to forget the basic methods and do it in your own way. So if new employees meet old employees who don't follow the basic methods at first, the situation will be more serious.

So if you find that old employees don't follow the basic methods, you should immediately correct them and let them do things in the basic methods.

(3) the efforts to improve the work are not enough

There are also many employees who, although they have been employed for several years, do nothing but work instructed by their superiors or * * *. Such people often say: "Follow the instructions, you can always do it!" Instead of investing more. If the old employees have this situation, they must correct it immediately and plan how to improve their work.

It is particularly noteworthy that the ability to improve work is a factor that determines whether there is business execution ability, so it is necessary to check the efforts of old employees to improve their work. If there is such a situation, we must give them good guidance on how to improve their work.

(4) time management is not thorough

Work is a war against time. In other words, the work must be completed within the prescribed time limit, which is the working principle. However, there are also many old employees who have no concept of time. Such people can't use their time effectively, and such employees are by no means the objects for new employees to learn.

Therefore, we must work hard to teach this old employee how to work and thoroughly improve his ability to manage time? .

3. Interpersonal relationship training

Interpersonal relationship is the basis of doing things. Good interpersonal relationships can get twice the result with half the effort. Therefore, to have a good job performance, interpersonal relationship is very important to everyone.

(1) Basic requirements for salesmen

In order to maintain the harmony of the group and the perfection of interpersonal relationship in the workplace, some basic etiquette must be observed.

This is the so-called basic etiquette of salespeople. Before new employees come in, they should first check whether each old employee has recited the most basic etiquette and really abided by it. If there are old employees who don't really remember and obey, they must be educated and guided. Especially for those who are considered to have violated company regulations, we should re-educate them as soon as possible.

(2) Cooperation and coordination ability

Cooperation and coordination are the most important issues in team work. If you can't actively help others or cooperate with people around you, you can't successfully achieve the company's goals.

Therefore, superiors and * * * must pay attention to whether subordinates have the ability to cooperate and coordinate. For employees who lack coordination, in order to maintain group performance, they must be made aware of the importance of coordination among each member of the group and must be truly understood and corrected.

If problems are found in cooperation and coordination, we must immediately analyze the reasons of both parties, recover as soon as possible, and carry out effective cooperation and coordination.

(3) Be polite to your boss.

Some young people don't understand the principle of orderly upbringing, so they often don't treat their bosses as bosses. In other words, it is very inappropriate to treat the boss with the same attitude as colleagues without knowing how to respect him.

If the old employees don't regard the boss as the boss, of course, the new employees will follow suit. Therefore, the attitude of old employees to the boss must be paid attention to and guided at any time.

(4) Attitude among colleagues.

Company colleagues are different from school classmates or ordinary friends. Colleagues are members of the company who get together for the purpose of work. Of course, the relationship between people is different from that between classmates and friends, which is rarely understood and recognized. Therefore, we should always check our attitude towards colleagues, and point out the bad places immediately to improve them.

4. Method training for guiding new employees

After the new employees are assigned to the work department, the guidance of the actual work content is mostly carried out by the old employees in the same department. Therefore, before new employees come in, we must first train old employees how to guide new employees.

The following are some key points that old employees must pay attention to when guiding new employees:

(1) First of all, we should understand the characteristics and characteristics of young people recently.

First of all, we should teach old employees how to discover the characteristics and characteristics of modern young people. Generally speaking, the following features can be listed:

① Self-centered;

(2) Less recognition of the so-called authority;

(3) There will be no action without instructions;

④ No sense of obligation (responsibility), but strong sense of right;

⑤ Pay more attention to leisure activities than work. We should have a good understanding of this trait and give immediate guidance so that we can correct it.

(2) Educational content;

Clear educational content is the second important factor for old employees to guide new employees. For example, when you want to teach new employees some job content, you must know what to teach.

Therefore, if you want to teach new employees, you must first sort out the classification and list the education items one by one. If possible, write down the matters to be educated and send them to the boss or person in charge. If this can be done, the old employees will not miss any important part and really educate the new employees.

(3) Educational methods

After determining the teaching content, there is an educational method, that is, how to guide education. For example, first demonstrate yourself and explain the work content, and then the new employee will do it himself. If there are any mistakes, they will be corrected and educated in order. As for the order and methods of education, as long as the educational effect is achieved.

Of course, with the different contents of education, the methods of education will also change. The educational method of each educational project must be indicated. In any case, if new employees can't learn knowledge and technology clearly and correctly, and their education methods are not good, they must be adjusted.

(4) the skills of education and guidance

Educational guidance is skillful. For example, collective education can be divided into teaching method and group discussion method. Old employees teach new employees one-on-one individual guidance, and this individual guidance also has some skills. Although there are skills, if you don't teach carefully, you can't improve the effect of educational guidance. The skills of individual guidance are:

① Interpretation method

② Persuasion method

③ problem solving methods

④ consultation method

(5) the main skills such as homework challenge method.

We should use these methods to achieve the educational effect. Therefore, it is necessary to let the old employees know what an educational method is, what kind of object this educational method is suitable for, the advantages and disadvantages of each method and how to use it specifically. Therefore, it is most important to apply various educational methods to practice.

(b) Training preparation points

Importance of teaching plan

Making a teaching plan before teaching will have the following benefits:

(1) Have confidence in the teaching content.

The instructor's self-confidence affects the success or failure of teaching. The process of making teaching plans, checking teaching contents or examples, and collecting information will enhance self-confidence.

(2) to achieve the purpose of education within a predetermined time.

Consider the composition of content and key points, reduce redundant and irrelevant topics, clearly emphasize key points, and let listeners receive powerful content.

(3) Teaching time can be effectively controlled.

Content and instance reference can be separated, and time can be adjusted by instance reference.

(4) It can be applied to various objects.

After a lesson plan is made, subsequent lectures can be reused, and if the examples are slightly changed, they can also be applied to other lectures.

(5) It is beneficial to the instructor's self-inspiration.

When making a lesson plan, we must be fully prepared, and the integration of the content will be beneficial to the instructor's self-inspiration. And through the examination of the advantages and disadvantages of the textbook, we can find the next inspiring goal.

2. Lecture topics of department heads

Lesson plans can be divided into personal lesson plans and stereotyped (guiding) lesson plans, and the lesson plans made by lecturers themselves belong to personal lesson plans.

Next, taking the education of new employees as an example, this paper introduces the main content of the lecture notes of the supervisors working in the department, that is, the lesson plans made by the lecturers themselves.

Lecture for senior cadres: welcome speech, company history and summary, company policies and ideals, position among students, business philosophy, etc.

② General Manager's lecture: the company's organizational structure, personnel management and regulations, employment rules, job qualifications and salaries, labor relations and employment contracts.

Business manager's lecture: the company's business activities, business network, product composition, salesman experience and sales technology.

④ Production Manager's Lecture: Company's production management, R&D system, quality management and production department.

⑤ The Director of Education Department teaches: professional etiquette, hospitality etiquette, telephone etiquette, interpersonal relationship, company activity experience, various procedures, command reports, computer technology, etc.

3. The production order of lesson plans

After deciding to be a lecturer, we should make a teaching plan in the following basic order.

① Determine the purpose of the handout:

Determine the overall evaluation and importance of the course, and clarify the teaching center and teaching purpose.

(2) Determine the teaching theme (teaching name):

The topic should be clear and flexible. For example, replace "Overview of Production Management System" with "Company Production Management".

(3) Check the contents of the textbook:

It is necessary to list all the contents of the textbook and list the key projects. It's better to keep the content simple for the listener to accept.

(4) determine the teaching methods:

Whether based on textbooks or through teaching discussions.

⑤ Selected teaching materials and auxiliary tools:

In order to improve the educational effect, it is necessary to use auxiliary tools and teaching materials. At this stage, it is necessary to decide whether to use slide show or video recorder.

6. Design mode:

This is the focus of the whole lesson plan, so we must spend more time discussing it.

⑦ Time allocation:

After all the procedures are completed, the last step is to calculate the allocation time. To make the whole course go smoothly, it is best to make a summary five minutes before the end of the course, so that the time will not be too tight or too much.

4. How to write lesson plans

After the scope and each item are determined, they are finally added to the teaching plan, which can be regarded as the notes of the handout. It reads like this:

(1) Write the name of the lecture in the project column and the name of new employee education or female employee education in the training column.

(2) Write the required time in the time column, in the form of lectures or discussions, or in the form of case analysis.

Write down the key points emphasized in this lecture in the key column.

(4) The content is recorded in the left column according to the classification of each point and item (item), and the description is written in the middle column. The number before the item is the required time, and there should be a blank line between the next item and it.

⑤ Underline the places that need to be emphasized.

6. Examples of each project are written in the blank column on the right. These examples can be used to control when the lecture time is redundant.

5. Arrangement of handouts

When you have finished your education plan, you should also start sorting out the handouts. There are some principles for sorting out materials. In order to improve the teaching effect, we hope to organize according to these principles.

(1) data type

Methods of data classification: some are classified by purpose, and some are classified by color, in order to make it easier to distinguish.

(1) Organization data

Also known as job data. Usually, the so-called information refers to sorting out the information, that is, sorting out the main points of the handout or supplementing the information written. It can also be divided into two types: all the handouts and only the key materials.

② Project data

Also called homework materials. It is a hypothetical case or thinking material, which is distributed to everyone during the lecture as an exercise.

③ Information data

Also known as intelligence data. What can't be fully explained by lectures or technical materials is used to supplement the shortcomings of lectures, so it is distributed in advance.

④ Abstraction

The so-called abstract is the information that only indicates the name of the handout item. You don't have to write specific content. The content of the handout can be recorded from one project to another, and can be used as a notebook and information. Abstract also refers to the list of handouts other than materials.

(2) The principle of making handouts.

The generation and flexible use of data should be based on the following principles.

(1) for teaching? Or should it be used as a reference after teaching? Determine the content and combination according to the use method.

(2) teaching materials should be arranged into one page.

③ Write the title or project name on it. Explain it in a short passage of about 40 ~ 100 words.

(4) Write by project, the simpler the better.

(5) Don't distribute all the information in advance, only when it is explained.

(6) For your convenience, attach a binder.

Guidance methods for new employees

1. How to make newcomers feel at home?

When a newcomer starts a new job, success or failure often determines his first hours or days of employment. In this initial period, it is also the easiest time to form a good or bad impression.

New jobs and new bosses are also tested like new employees. Because of the need of that job, otherwise the new employee will not be hired. Therefore, it is as important for the supervisor to leave a good impression on the new employee as it is for the new employee to leave a good impression on the supervisor.

2 Problems faced by newcomers

(1) is surrounded by strange faces.

I feel uneasy about whether I can do my new job well.

I'm afraid of accidents in my new job.

(4) Unfamiliar noise will distract them.

I feel at a loss about my new job.

(6) Not familiar with the company's laws and regulations.

(7) Not familiar with the new working environment.

(8) New employees don't know what kind of boss they will meet.

I'm worried that my new job will be difficult in the future.

Friendly welcome

The manager should have a sincere and friendly attitude when receiving new employees.

Make him feel happy and join the company, tell the new employees that he is really welcome, shake hands with him, show interest in his name and keep it in mind, and welcome him with a smile.

It is simple to give a friendly welcome to newcomers, but it is often ignored by managers.

4. Introduce colleagues and environment

Newcomers are unfamiliar with the environment, but if they are introduced to colleagues, this strangeness will soon disappear.

How embarrassed everyone will be in a crowd that is not introduced, and the newcomers will be equally embarrassed. However, if introduced to colleagues, this embarrassment will be eliminated.

Introduce the company environment to new colleagues in a friendly way, so that they can eliminate their strangeness to the environment and help them get into the state faster.

5. Make new employees satisfied with their work.

It's best to make newcomers satisfied with their work from the beginning.

This is not to say that the new employee is deliberately made too subjective about the new job, but he should have a good impression on the new job anyway.

Recall some of my experiences when I first arrived, my initial impressions, and my feelings at that time, and then put myself in the other's shoes, treat the feelings as experience, and give encouragement and help to newcomers when they join the work of the unit.

6. Make friends with newcomers

Treating new employees in a sincere and helpful way can help them overcome many maladjustments and difficulties in the early stage of work, thus reducing the turnover rate caused by maladjustment.

7. Explain the company's policies and regulations in detail.

Newcomers often have some unnecessary troubles and mistakes because they are not clear about the company's policies and regulations. So at the beginning of registration, in order to make them feel happy and at home, the first thing to do is to let them know about the company's relevant policies and regulations, what the company expects of new employees, and what beliefs they can make for the company.

8. The following policies need to be formulated:

(1) payroll method.

(2) Promotion policies.

(3) Safety regulations.

(4) Vacation regulations.

(5) (employee welfare measures.

(6) Working hours and rotation rules.

(7) Disciplinary measures for absenteeism.

(8) Appeal procedure.

(9) Labor agreement.

(10) dismissal regulations.

(1 1) code of conduct for on-the-job employees.

The above policies must be clearly explained to new employees at the beginning.

9. How to explain the company policy?

When explaining the company's policies and regulations to new employees, it must be a fair attitude. If the supervisor explains the rules to the new employees and makes them think that the existence of the rules is threatened everywhere, the new employees will not have a good impression on the new job.

All policies and regulations of the company have their own reasons, and the person in charge should clearly inform them.

If you tell the new employees the reasons of the company's policies and regulations in detail from the beginning, the new employees will be very happy and admit their fairness and importance. Unless we let them know the reasons for formulating policies, we will certainly break the rules and regulations and will not support policies at the same time.

Newcomers have the right to know the reasons for every policy and regulation of the company, because when a newcomer takes part in a new job, he begins to establish a cooperative relationship with the company, so the more he understands those reasons, the closer the cooperation between them will be.

The supervisor has the responsibility to explain the company's policies and their reasons to the new employees frankly and thoughtfully, which is the first step to establish mutual understanding between employers and employees.

1.0. Conduct safety training.

(1) According to the working nature and working environment of new employees, providing their safety guidelines can avoid accidental injuries. The contents of safety training are:

(1) Possible accidents at work.

(2) Principles and steps for handling various incidents.

③ Introduce safety knowledge carefully.

④ After the test, check the personnel's understanding of "safety".

(2) Effective safety training can achieve the following objectives:

Newcomers feel that their welfare has been guaranteed.

② Establish the foundation of goodwill and cooperation.

(3) It can prevent waste in work, so as to avoid accidents.

(4) personnel can avoid time loss and increase their working ability.

⑤ Personal injury compensation and medical service expenses can be reduced.

⑥ It is very helpful to establish the company's reputation.

1 1. Explain salary plan.

Newcomers should know the following questions:

(1) When will the salary be paid?

(2) Commuting time.

(3) When to work overtime and how much can I earn by working overtime?

(4) When paying wages, I want to know how much is deducted from different items such as insurance and public safety.

(5) What about the extra bonus?

(6) How about wage adjustment?

(7) Where can I get my salary?

(8) How can we increase wage income?

(9) What are the affairs handled by the personnel department?

(10) Vacation regulations.

Therefore, introducing the company's salary system to new employees in detail can improve employees' morale, enhance their enterprising spirit and avoid unnecessary misunderstandings.

12. Description of promotion plan

The following is a suitable explanation:

(1) Explain to newcomers what achievements colleagues in the unit have made and what methods they are following.

(2) Tell me frankly that promotion depends on work performance.

(3) Let him understand that if he wants to be able to handle difficult work, he must first be fully prepared.

(4) If you want to get a promotion, what preparations you must make and give some suggestions.

(5) It is clearly stipulated that promotion cannot be achieved by favoritism or nepotism.

(6) The door to promotion is always open to excellent employees.

Second, make an annual training plan.

(A) the preparation of the annual training plan needs to pay attention to the following three issues:

1. Grasp the real demand and describe the source of the demand.

Grasping the real demand is to know the most needed training demand for each department's current work, not the most popular courses and what the most famous lecturers are. Many enterprises are prone to make a mistake, that is, when conducting a training demand survey, starting from the training provider rather than the company's business, they don't consider what training employees need in their jobs, but start from the courses listed in the letters and letter introductions of some training institutions and rearrange these courses as the content of the demand survey.

It is easy to mislead department heads who are unfamiliar and good at training, thinking that training is to listen to teachers with good reputation. No matter what teachers say, as long as they are famous teachers and well-known training institutions, they are the best choice. Therefore, they regard well-known teachers and well-known institutions as the sources of training needs and make training plans for their departments.

In fact, the demand for training comes from performance. This is the only source of training. All training activities are to help employees improve their performance, and to help employees keep pace with the enterprise and unify their goals.

Therefore, only the training demand based on employee performance is the most real demand, and it is also the most needed by enterprises. From this point of view, when designing the training demand questionnaire, the human resources department should design a structured training demand questionnaire according to the performance of employees. We will elaborate on this problem later.

2. The objectives of annual training should be clear.

The so-called training goal is actually very simple and clear, which is to help employees improve their performance. On the basis of this big goal, we can determine the targeted training objectives according to the job responsibilities of employees and the performance appraisal of the last performance cycle. For example, in the last performance cycle, there were weak links in the employee's work plan, the work lacked planning, or the plan was unreasonable. We can design a course on how to do a good job in planning management. The training objectives are: master the theory of plan management, learn to make plans, and learn to check plans.

3. Write a high quality annual training plan. In order to make the annual training plan more effective, the human resources department should prepare a high-quality annual training plan, mainly considering the following aspects:

(1) training demand survey

(2) make an annual training plan

(3) Organize the annual training plan

(4) Training summary

(5) Training effect evaluation

(B) the five steps to develop an annual training plan

1. Determine the requirements

The formulation of training plan starts from the demand. Training needs include two levels, one is the requirements of the annual work plan for employees, and the other is the promotion that employees need to make in order to complete their work goals. Through two levels of analysis, the company's annual training needs are obtained.

In fact, the training demand is closely related to the performance of employees, so when designing the structured table of employee training, it should be combined with the performance of employees. Specifically, we can design these dimensions: knowledge, skills and attitude. In the past performance cycle, what are the differences between the knowledge, skills and attitudes of employees and the requirements of the company? Find out these differences and put them into the training demand plan as an employee improvement plan.

Step 2 Select requirements

After each department submits the training requirements, the Human Resources Department shall organize to summarize the training requirements, and then compare them with the company's annual objectives and tasks, find out the matching parts, summarize and sort them out, and form a training requirements summary table. The person in charge of training should choose the classification standard, classify the training needs and determine the training theme on the basis of classification. It can be classified according to the content of training, such as finance, human resource management, marketing, execution, management and strategy. It can also be divided according to the training objects, such as pre-job training for new employees, training for ordinary employees, training for middle managers, training for senior managers and so on.

3. Implement the curriculum

According to the determined training needs, select the appropriate courses, and list the training objectives, curriculum outline, training hours and implementation time. When designing training courses, we should pay attention to the logical relationship between courses and achieve gradual progress. In the choice of training methods, we should also choose the most suitable method according to different participants. For example, the training of middle managers focuses on the cultivation of managers' ability. Through training, the individual potential of managers and employees can be stimulated, team vitality, cohesion and creativity can be enhanced, so that middle managers can deepen their understanding of modern enterprise management, understand the internal and external situation of enterprises, establish a long-term development vision, and improve their planning and execution capabilities. There are several ways of training: choosing internal training or going out to attend an open class, combining centralized discussion with self-study, and the department manager is responsible for providing learning and management opportunities for subordinates. Another example is the pre-job training for new employees. The pre-job training for new employees is mainly aimed at college graduates and social recruiters newly accepted by the company. The content is company-level training, followed by secondary training for each unit and tertiary training for departments or production workshops. For the training of new employees, the combination of classroom learning and outdoor experiential training is adopted, so that new employees can gradually understand the company, deepen their understanding of the company's corporate culture and gain new feelings and motivation.

In addition, it is necessary to implement lecturer resources, whether to invite professional lecturers from outside or trainers from inside the enterprise? Or do you want to save money by buying a lecturer's CD to play in the enterprise? These are all things that the training supervisor should consider.

Make a budget

According to the determined training courses, combined with the market situation, formulate the training budget. The training budget should be approved by the corresponding leaders. When making the training budget, many factors should be considered, such as the company's performance development, the total training cost of the previous year, the per capita training cost and so on. On the basis of last year, according to the progress of training work, the training budget will be increased or decreased in proportion.

When making the training budget, we should communicate with the financial department on this topic. Training fees generally include lecturer fees, teaching materials fees, travel expenses, venue fees, equipment fees, tea and catering fees, etc. A training course should fully consider these expenses and make a rough budget. After the budget is obtained, 10-20% can be increased on the basis of the total amount, leaving some flexibility.

Prepare a plan