The first template of employee training activity plan is to effectively improve the basic professional quality, professional operation skills and customer development service ability of front-line employees, continuously promote the targeted and effective implementation of on-site training, ensure the planned organization of various training activities, gradually establish and improve the company's training system, and strive to build a grass-roots staff team that understands marketing, services and good management to meet the needs of enterprise management and development.
I. Guiding ideology
Guided by the training requirements of xx Branch for 20xx years, closely surrounding the work objectives issued by the municipal company, highlighting the key points, creating benefits through service, and carrying out training work in different levels and roles. Relying on the in-station distance training system, taking the in-station training center as the base, adhering to the principle of giving priority to independent training, supplemented by external training, flexibly adopting training methods such as off-job training and combined drills, and carrying out intensive training in batches within one year to comprehensively improve the comprehensive quality of on-site employees.
Second, the training object
All employees of gas station in xx service area (stationmaster, deputy stationmaster, accountant, monitor and oiler).
Third, the training preparation work
1. In order to make the training program targeted and operable, before determining the training content, the person in charge of training conducted a training demand survey on the on-the-job personnel.
2. The survey methods are: interview and questionnaire survey. Respondents are mainly concentrated in the squad leader and above; Distribute questionnaires to all front-line personnel, and collect, analyze, sort out and report the training needs.
Fourth, the training objectives
In order to meet the rapid development of xx gas station in spring, the training organizer of our station will provide strong support for the company's development in training and strive to achieve the following training objectives:
1, actively publicize the company's corporate culture, enhance employees' sense of identity with the company, and improve the company's cohesiveness to employees.
2. Make new employees clear and familiar with job responsibilities, tasks, work objectives and work processes, improve employees' job skills, enter job roles as soon as possible, and have the knowledge and basic quality of relevant positions.
3. Improve on-the-job staff training courses, strengthen training, and significantly improve professional knowledge and service skills.
4. Implement the talent development plan, train a group of grass-roots managers urgently needed by the company, and deliver a group of talents with advanced management concepts for the company's grass-roots services.
5. Conduct large-scale team building training to improve communication between departments and team employees.
Contents and methods of verb (abbreviation of verb) training
Front-line staff training
1, employee orientation training
2. On-the-job employee promotion training
(1) training content
On-the-job employee training is mainly based on the work content of each post and combined with the actual characteristics of post operation, covering post workflow, eight-step refueling method, on-site fund management, fund management plan, HSE system awareness, fire prevention and theft prevention, running orders, robbery plan, on-site emergency, etc. Training standards are in line with the spirit of provincial and municipal company documents and relevant operating procedures at various sites.
(2) Training methods
Carry out daily job training activities, and integrate the most basic knowledge of refueling, daily service standards, fund identification and management into daily work in the form of daily training. The daily study content of day shift and night shift is unified, and the study content is written in the post training day record book, and the record is signed at the same time (signature is not allowed). The evaluation team conducts on-site inquiries and inspections from time to time.
(2) Personnel training and development plan
The talent training and development plan is mainly aimed at grass-roots managers who have a strong sense of service and have certain management theories and skills, including accountants, deputy webmasters, webmasters and other grass-roots managers, so as to improve their professional quality and communication and coordination ability, thus promoting their work efficiency.
The talent training and development plan mainly includes the following contents:
1, management theory knowledge training
The theoretical training team (training lecturers and branch leaders) conducts training from various aspects, focusing on the basic theoretical knowledge closely integrated with the oil station site, which can be directly applied to the basic knowledge of production management, enriching its theoretical level and increasing management means.
2, hidden trouble investigation and emergency ability training
Through the careful analysis and discussion of the past near misses in the station, the experience and lessons are summarized, and then the on-site simulation exercise is carried out to deepen the impression, and the on-site uncertain content assessment is carried out irregularly.
3. Training of language expression ability and analysis and summary ability.
4. broaden your horizons and expand your thinking. Each gas station regularly summarizes and exchanges experience in grass-roots management, exchanges and studies with grass-roots teams and groups, and strengthens communication and understanding.
Employee training activity plan template 2. Training purpose
1. Let new employees know about the company's general situation, rules and regulations, and organizational structure, so that they can adapt to the working environment more quickly.
2. Make new employees familiar with job responsibilities, workflow, work-related business knowledge and the basic qualities that the service industry should have.
Second, the training object
All new employees of xx Group
Third, training time.
The induction training period for new employees is x months, including x days of off-the-job intensive training and later on-the-job training.
Fourth, training methods.
1. Off-the-job training: centralized teaching is adopted.
2. On-the-job training: daily work guidance and one-on-one counseling are adopted.
Verb (abbreviation for verb) trains teachers.
The head of the administrative personnel department, the store manager, the assistant to the store manager, and the old employees who have expertise in a certain field.
Training materials for intransitive verbs
Introduction of X Group Company, management system, department management system, job description and cases of xx Group Company.
Seven. Training content
1.xx group profile (history, background, business philosophy, vision and values)
2. Organization chart
3. Company benefits (insurance, holidays, vacations, etc. )
4. Wage system (payday and method)
5. Performance management system
6, job description and specific work specifications, work skills
7. Familiarity of internal employees (superiors, subordinates, colleagues, colleagues in cooperation departments, etc.). )
8. Appearance and instrument service requirements
Eight, training assessment
1, written test. The administrative personnel department uniformly prints the examination students. Used for off-job training.
2. Apply for evaluation. Through observation and testing, the trainees' application of training knowledge or skills in practical work is tested. By the direct superior of the department, colleagues and the administrative personnel department to jointly assess.
Nine. Training effect evaluation
The administrative personnel department communicates directly with the department where the new employee works through interns, teachers and assistant store managers. Follow up the trainees' work after training, gradually reduce the deviation of training content, improve training methods, make the training more effective and achieve the expected training objectives.
Employee training activity plan template 3 The new employee training plan must be "people-oriented", and a scientific and perfect new employee training plan should be formulated according to the actual situation of the enterprise and the demand characteristics of new employees. By summing up, it is considered that enterprises should start with 10 when designing new employee training plans.
Employees are the most important and core resource elements of an enterprise, and all the value of an enterprise needs to be created through employees. The reason why enterprises can survive and develop for a long time is because new employees are constantly injected into enterprises as valuable fresh blood. Therefore, enterprises should attach importance to the training of new employees, help them grow up and make them adapt to the new working environment as soon as possible. New employee training is a training form specially designed and implemented for new employees, which plays an important role in shaping qualified employees, inheriting corporate culture, building high-performance teams and winning sustainable competitive advantages of enterprises. Based on years of consulting service practice, we believe that the training plan for new employees must be "people-oriented", and a scientific and perfect training plan for new employees should be formulated according to the actual situation of enterprises and the characteristics of new employees' needs. By summing up, it is considered that enterprises should start from the following aspects when designing new employee training plans.
First, training demand analysis-the premise of scheme design
Training experts should adopt various methods and techniques to analyze the necessity of training, as well as the training objectives and materials. Demand analysis is the premise of determining the training plan for new employees and the basis of training evaluation. Training needs can be carried out in three aspects:
1. Tissue analysis. According to the vision and mission of the enterprise, determine the requirements for employees, and ensure that the design concept of the training plan meets the overall goals and strategic requirements of the enterprise.
2. Job analysis. If a new employee has a mature job description, you can directly refer to the requirements for employees in the reference book.
3. Gap analysis. It refers to comparing the current level of employees with the requirements of their skills and attitudes in future jobs, studying the gap between them, and determining what kind of training is needed to improve the post ability potential of employees.
Two, clear training objectives, set the overall goals and specific goals at different levels.
The overall training goal is the design basis of the whole new employee training plan, which has the characteristics of macro and operability. A typical performance is to help new employees understand and be familiar with the general situation of the company through induction training, so as to adapt to the various environments of the enterprise and be competent for new jobs, so that new employees can have an all-round understanding of the company, know and recognize the career and corporate culture of the enterprise, strengthen career choices, and understand and understand the common language and code of conduct of the enterprise. The specific goal of training is to decompose and refine the overall goal, which is operable. Generally, it includes understanding the culture and business philosophy of the enterprise and being familiar with various general policies, rules and regulations of the enterprise; Understand the business situation of the enterprise and the basic knowledge of products, and understand the basic requirements of the post; Can skillfully apply various basic work skills, etc.
Third, follow the training principle.
The training principle is the definition of the concept of scheme design, such as on-the-job training, supplemented by off-the-job training, and rapid growth in practice; Make different employee training plans for different categories of new employees; The training process is strictly managed and evaluated.
Four, clear the applicable object of the training plan.
For example, the employee training plan is applicable to the training of new employees in a company or department.
Fifth, set a reasonable training time
Pre-job training in general companies ranges from x days, and some positions in a few large companies take x months if they are sold; The training period after arrival is long, which will last about x months -X years.
Six, choose the right training department.
Pre-job training is arranged by the company headquarters, and the responsible department is the human resources department or a special training center; During the on-the-job exercise, the business department where the employee works is responsible; If it is exercised across departments, multiple business departments are jointly responsible.
Seven. Design training materials
Generally speaking, the training plan for new employees should include training in knowledge, skills and other qualities. They need to be consistent with the results of demand analysis and related to the requirements of the job. Knowledge should include geographical location and working environment, corporate culture and business philosophy, strategy and development prospects, signs and origins, historical development stages, products and services of enterprises, etc. Professional positions should increase the corresponding professional knowledge. For example, the new technical staff of a company need to learn 10 professional-related books in a short time and pass the exam. Skills should include effective communication, teamwork, time management, meeting management and other general skills. Other qualities mainly refer to the ability to identify with corporate culture at the level of values. In addition, different training levels have different data emphasis. For example, enterprise-level training tends to macro-level such as culture and policy, while department-level training tends to departmental structure, functions, job responsibilities and key performance indicators.
Eight, choose the appropriate training method.
Training methods usually include teaching method, demonstration method, case method, discussion method, audio-visual method, protagonist playing method and so on. They have their own characteristics, and should be selected and adopted reasonably according to the needs and possibilities in the induction training of new employees. According to the law of adult learning, the induction training of new employees should adopt the way of high participation of students as far as possible to improve the training effect.
9. Prepare relevant training support resources.
Training materials and training methods determine how to choose training support resources. Generally, it should include classrooms, conference rooms, workshops, teaching materials, notebooks, pens, models, projectors, televisions, videos, etc. These arrangements can make employees feel the care of the enterprise from different angles, so we should consider the employees' feelings as much as possible when designing.
X. Evaluation of training effectiveness
After the implementation of the new employee training plan, enterprises should adopt necessary forms to express the training effect qualitatively or quantitatively.
We recommend enterprises to use the four-level evaluation model of training effect, which is widely used at home and abroad. The model divides the training effect into four levels:
1, the reaction layer, at the end of the training, through the satisfaction survey to understand the overall reaction and feelings of employees after training.
2. At the learning level, students' understanding and mastery of training materials such as principles, skills and attitudes are determined through examinations.
3. Behavior layer, that is, behavior change, determines the behavior change of trainees in practical work.
4, the result layer, that is, performance, can be measured by some indicators, such as productivity, employee turnover rate, quality and enterprise service to customers.
Employee training activity plan template 4 1. Training purpose
1. Let new employees know the general situation, rules and regulations and organizational structure of the group and the company, so that they can adapt to the working environment more quickly.
2. Familiarize new employees with new job responsibilities, work processes, work-related safety and health knowledge and the basic qualities that the service industry should have.
Second, the training procedures
1. When there are a large number of college students or contract workers, and their education level and age structure are relatively concentrated, the vocational schools affiliated to the group and the employing units will jointly conduct training and assessment. (irregular)
2. When the number of people is small and scattered, the specific employer will be responsible for the training from the center to the specific team. The training results are confirmed in writing by the unit and employees, and the vocational school is responsible for spot checks.
Three. Training materials
1. Center (company) pre-job training-the center prepares training materials, mainly to welcome new employees; According to the industry characteristics, organizational structure and work nature of each center (company), the relevant rules and regulations of the center (company) and the basic quality of the company's service industry, a manual is compiled or explained by a special person; Designate the manager or team leader of the new employee's work department as the tutor of the new employee's personal study; Answer questions raised by new employees.
2. On-the-job training of the department-the actual work department of the new employee is responsible.
Introduce new employees to department employees; Visit the work department; Introduce the department environment and work data, as well as special regulations within the department; Explain the job responsibilities, workflow and treatment of new employees, and assign 1 old employees to give classes to new employees; 1 week, heads of departments exchange views with new employees, reaffirm their post responsibilities, point out the problems existing in the work of new employees and answer their questions; Evaluate the performance of new employees 1 week and put forward some specific requirements for new employees 1 step.
3. Overall training of the group: the vocational school of the group is responsible for it-irregularly.
Distribute employee training manuals-(briefly describe the history and present situation of xx University, and describe the geographical location and traffic conditions of xx University in xx City; The history and development prospect of the group, the corporate culture and business philosophy of the group; The organizational structure and main leaders of the group, the functions of various departments of the group, the main service targets, service data, service quality standards, etc. ; Relevant policies and benefits of the Group, relevant rules and regulations of the Group, and channels reasonably recommended and adopted by employees; Answer questions raised by new employees. )
Fourth, training feedback and evaluation.
1, the training materials produced by each center (company) must be audited by the group employee training school and submitted to the group training school for filing. The training of the center (company) → department shall be conducted under the guidance of the Group Staff Training School. Each center (company) must complete 1 set of "new employee training" form every 1 batch of new employees, department → center.
2. The training implementation process should be serious and strict to ensure the quality. All training materials should be kept and constantly revised and improved during implementation.
3. After the training results are checked by the vocational school, 1 issue the training completion certificate; Vocational schools give each center 1 feedback on the training of new employees in each center every semester.
Verb (abbreviation of verb) implementation of new employee training
1. Call all centers (companies) to be responsible for training personnel, solicit the opinions of the participants on the training implementation plan for new employees of the Group, and improve the training plan.
2, each center (company) as soon as possible to come up with targeted training materials, the implementation of training candidates, with the group vocational schools to form a top-down training management network.
3. Publicize the "new employee training scheme" within the group, let all employees know about this new employee training scheme through various forms, and publicize the important benefits of carrying out new employee training.
4. All new employees must be trained in the center (company) 1 time before they officially take up their posts (see the pre-job training of the center for training materials); Then go to the specific work department for training (see departmental job training for training materials); Each center (company) can implement the corresponding training materials and time according to the basic situation of new employees. In general, 1, the training time is 1-3 days; According to the number of new employees, the vocational school of the group carries out the overall new employee training irregularly, and the overall training time is 1 week. Those who pass the training will be awarded a certificate of completion, and the list of qualified trainees will be submitted to the Human Resources Department of the Group.