"A company's human resources training plan"
Looking back on the work in the past year, we have made some achievements on the whole, but there are also some shortcomings due to lack of work experience.
How to sum up last year's work in this year's work, inherit and carry forward the advantages of the past work, and abandon the shortcomings in the work has become the top priority in 2004. In order to achieve satisfactory results in this year's work and ensure that the work is carried out according to the rules, the work plan of the human resources department for next year is now formulated. The specific steps are as follows
First, adapt to the company's development plan and make a reasonable work plan.
Under the guidance of the overall strategic goal of "realizing Intel for a century and quadrupling its total sales within 24 months", and in response to the work plan of "decisive battle between the two rivers" of the group company in 2004, all sales branches in China have made sales plans higher than last year, and also put forward higher requirements for our human resources department in terms of employment demand. According to the actual needs of the market, our training department is working out the overall plan of human resources training for the company in 2004.
Second, strengthen the construction of lecturers and improve the human resources training ability of our company.
Combined with the overall recruitment and human resources training plan formulated by the group company to the national human resources headquarters at the beginning of the year, this year, the company recruited a large number of qualified and outstanding employees for its subordinate sales branches to conduct human resources training. However, at present, the number of our lecturers is relatively small, which is far from meeting the needs of the company's human resources training. Therefore, strengthening the construction of the lecturer team, increasing the number of lecturers and improving the quality of lecturers has become the first step of our training section this year.
Third, collect marketing information and enrich the human resources training content of classroom companies.
At present, most of our lecturers lack practical experience in the market, especially in the Intel market, and the market information they have is limited to what they have heard and heard. Therefore, in the previous company human resources training courses, although the theoretical knowledge is very sufficient, there are very few market cases, so that the trainees who have completed the company human resources training still have a little knowledge of Intel's market operation before going to the market. So the next step is to respond to the company's call, send lecturers to the market in batches to exercise, constantly collect market information, enrich their own connotation, improve the quality of lectures, and ensure that the trainees trained by the company's human resources have strong market development ability after going to the market.
Fourth, arrange the company's human resources training courses reasonably, and compile and modify the company's human resources training handouts.
Combined with the strategic deployment of the group company to carry out the spring conference war in an all-round way at the beginning of this year, and in line with the personnel needs of branches all over the country, the training section of the human resources department of our company has formulated the human resources training courses of each company accordingly, and compiled the lecture notes in combination with the actual market situation.
1, specific company human resources training time arrangement.
In terms of time arrangement, the company's human resources training plan of 10- 15 days is mainly made according to the priorities of the employment needs of branches all over the country. The specific arrangements are as follows.
A. the training principle of step by step, from shallow to deep, and applying what you have learned. Combined with the fact that the trainees did not know Intel's corporate culture, product knowledge and market situation when they first came to participate in the company's human resources training, we adopted the training principle of step by step, from shallow to deep, and applied what we have learned to ensure the depth of learning.
B. Training methods of brainwashing, indoctrination and reintegration In combination with the fact that most students have certain marketing experience before coming to Intel and have a strong sense of personal subjectivity, we adopt the training methods of brainwashing, indoctrination and reintegration to provide targeted human resources training for students.
C. The classification, explanation, emphasis and interaction of the company's human resources training mode combine the characteristics of people's learning and understanding of knowledge. We adopt the company's human resources training mode of classified explanation, highlighting key points and interspersed interaction, which ensures the vividness of the class, the continuity of the course and the analysis of market problems, and ensures the students' "contact" with the market during the training period.
Through the human resources training arrangements above the company, it is ensured that the trainees of human resources training in the company can devote themselves to their work after 2 to 3 days of adapting to the market and create high profits for the enterprise.
2. Formulation of human resources training contents of relevant companies.
The company's specific human resources training content includes corporate culture, product basic knowledge, marketing foundation and knowledge improvement, four-sector sales policy, team building and management, time management planning, potential development and mentality adjustment.
1. Corporate culture (1-2-day class plan) mainly includes the development history of Shenyang Hongyuan Group, the specific situation of the subsidiaries of the group company, especially Intel Pipe Industry Group, and various articles on human resources training of the company (home page-Intel, responsibility and loyalty, attitude determines everything, market theory, etc. Written by general manager Zhang for the development of the group company. In addition, according to the actual situation that the development of modern enterprises can not be separated from corporate culture, professional corporate culture courses are arranged for students to improve their "home-Intel" awareness and "responsibility and loyalty" attitude, help students establish a correct outlook on life and values, and combine their own interests with those of enterprises. After the company's human resources training, students are required to write personal career plans suitable for Intel's development goals.
B. Basic knowledge of products (planned for 3-4 days) In view of the endless variety of new products that our Intel Company adapts to the market development, while teaching students the four traditional products of the company (PAP, PP-R, PVC-U, PE), we should also pay attention to the human resources training of all kinds of new product knowledge of the company, so as to ensure that all students can systematically master the knowledge of all products of the company so that they can go to the market.
C. Basic marketing knowledge and knowledge improvement (2-4 days of class hours are planned) In combination with the length of the company's human resources training time, we plan to arrange relevant company human resources training courses suitable for Intel's market development in the marketing course, including the basic theory of strategic planning and practical knowledge of winning thousands of miles, from the most basic unfamiliar visits, sales negotiations, online and terminal sales to the systematic integration of the application of marketing communication knowledge in actual sales work. Improve the basic sales skills and common sense of business personnel through systematic company human resources training.
D. Four sales policies (2-3 days of classes are planned) Four sales policies are the magic weapon for our company to open up the market. In the past four years' market development work, the operation modes of PAP network service maintenance, prefectural PAP dealers opening and dead households revitalizing, county-level agents developing and project developing have been fully confirmed. Therefore, in the company's future human resources training, we should focus on strengthening the human resources training of the company's sales policy, from systematic explanation to the study of actual market cases, so as to make Intel's market game rules clear in the study, thus ensuring its adaptability to the market.
E. Team Building and Management (plan 1 day class) teaches students basic team building and management, and improves students' requirements for their own growth and progress, which can effectively promote and improve the enthusiasm of future business personnel, and at the same time, it can drive other business personnel to do a good job, thus fundamentally solving the negative and lazy phenomenon of front-line business personnel in their work.
F, time management planning (plan 1 day class) Develop correct time management habits, which can effectively solve the problem that business people are busy every day but have no effect. Therefore, in the next step, we plan to arrange time management courses focusing on the completion of work results, so that every business person attending the class can develop good time management habits.
G, potential development and mentality adjustment (combined with the company's human resources training situation properly interspersed) anyone has unlimited potential development. If we can stimulate everyone's potential through the company's human resources training, then the creativity and imagination of business personnel can be effectively improved and integrated into future work; Psychological adjustment should be made according to the emotional fluctuation of business personnel during training. Through the company's human resources training, improve all students' firm confidence in their work and future.