Staff training system

First, 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 (on-the-job training = = 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.

□ 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. In other words, before training, we must first find the key points (necessary points) of education. The inspection method can be done as follows.

1. First, it 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.

It is not enough to divide ability and quality into work and interpersonal relationship, but it must be further subdivided. In other words, ability and quality are divided into three parts: knowledge, technology and attitude. Because ability is a kind of power that is comprehensively manifested by knowledge, technology and attitude, it is most reasonable to divide ability and quality into knowledge, technology and attitude.

3. List the parts with insufficient knowledge

Since it is divided into three aspects: knowledge, technology and attitude, it is necessary to list the parts that are lacking in all aspects.

First of all, knowledge 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.

4. 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.

Under the above definition, all questions about skills are also important.

Step 5 summarize your attitude

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.

□ Job 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. I don't know enough about 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 method 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 an old employee who doesn't follow the basic method, you should correct him immediately and let him do things in the basic method.

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 * * *. They often say, "Just follow the instructions!" Instead of investing more. If the old employees have this situation, they must correct it immediately, and at the same time 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 (deadline, deadline), 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 try our best to teach these old employees how to work and improve their time management ability completely.

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 conditions of sales staff

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. Ability of cooperation and coordination

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 know the importance of coordination among each member of the group, so that he can really understand and correct it.

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.

□ 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 must 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, the following characteristics can be cited: (1) Egocentricity; (2) Disagree with 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 feature and give immediate guidance so that they 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 are educational methods, 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. Education and mentoring skills

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. Individual guidance skills are: (1) explanation, (2) persuasion, (3) problem solving, (4) tutoring and (5) homework challenge. 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.

Second, the training preparation points

□ The importance of teaching plan

If you make a teaching plan before teaching, you will have the following advantages.

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. Achieve the educational goals within the scheduled 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. Control teaching time

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 self-inspiration of the instructor.

When making lesson plans, we must be fully prepared, and the integration of the contents will be conducive to the self-inspiration of the lecturers. And through the examination of the advantages and disadvantages of the textbook, we can find the next inspiring goal.

□ Topic of the lecture hosted by the department head

Lesson plans are divided into two types: personal lesson plans and stereotyped (guided) 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 contents of the lecture notes of department heads, which are the teaching plans made by the lecturers themselves.

1. Senior cadres: welcome speech, company history and summary, company policies and ideals, position among students, management ideas, etc.

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

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

4. Production manager: production management, R&D system, quality management and production department of the company.

5. Director of the Ministry of Education: professional etiquette, hospitality etiquette, telephone etiquette, interpersonal relationship, company activities, various procedures, command reports, computer technology, etc.

□ Production sequence of teaching plan

When you decide to become a lecturer, you should make a teaching plan in the following basic order.

1. Determine the purpose of distributing materials:

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

2. Decide 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. Decide on 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.

□ Teaching plan writing method

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's written like this.

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

2. Write the required time in the time column, and write the form of lecture or discussion or case in the form column.

3. Write down the main points emphasized in this lecture in the emphasis column.

4. The content is recorded in the left column according to the key points and items (details), 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.

Draw a red line where you want to emphasize.

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.

□ Arrangement of handout materials

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) Thematic 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) Abstract

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. Principles of making handout materials

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

Is (1) used 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 organized into one page.

(3) Write the title or project name on it. Explain it with 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.

Third, the new employee guidance method

□ 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 the job needs him, otherwise he won't 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.

□ Problems faced by new employees

1. Strange faces surrounded him.

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

I'm afraid something will happen to my new job.

The strange noise distracted him.

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.

He doesn't know what kind of boss he meets.

9. 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 that you are glad that he joined your company, tell him that you really welcome him, 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.

□ Introduce colleagues and environment

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

When we are in a crowd that is not introduced, everyone will be embarrassed, and newcomers will feel embarrassed. However, if you introduce him to your 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.

□ 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.

Think back to some experiences when you were a newcomer, your initial impressions and feelings at that time, and then put yourself in the other's shoes and take your feelings as experience to encourage and help newcomers when they join your company.

□ Make friends with new employees.

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.

□ 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. Therefore, at the beginning of registration, if a newcomer wants to make him feel happy and feel at home, the first thing to do is to let him know the company's policies and regulations related to him. Then, he will know what the company expects of him and what contribution he can make to the company.

□ The following policies need to be carefully explained.

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. Complaint procedure.

9. Collective agreements.

10.

1 1. Code of conduct for on-the-job employees.

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

□ How to explain the company policy?

When explaining the company's policies and regulations to new employees, we must make them think that these policies and regulations are fair. If the supervisor explains the rules to the newcomers and makes them think that the existence of the rules threatens them everywhere, then he will not like the new job.

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

If you tell the newcomer the reasons of the company's policies and regulations in detail from the beginning, he will be very happy and admit their fairness and importance. Unless he is informed of the reasons for formulating the policy, he is bound to break the rules and express his disapproval of the policy.

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.

□ Conduct safety training.

1. Cooperate with the work nature and working environment of new employees and provide their safety guidelines, which can avoid accidental injuries. The contents of safety training are:

(1) Possible accidents at work.

(2) Principles and procedures for handling various incidents.

(3) Seriously introduce safety knowledge.

(4) Check the inspectors' understanding of "safety" through testing.

2. Effective safety training can achieve the following objectives:

(1) Newcomers feel that their welfare has been definitely 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) It can reduce the cost of personal injury compensation and medical services.

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

□ Explain the salary plan.

Newcomers are eager to 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 I pay my salary, I want to know how much I have deducted from different items such as insurance and public safety.

5. What about the extra bonus?

6. How about a salary increase?

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. Provisions on holidays and vacations.

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

□ Description of promotion plan

It is almost impossible for a person to be satisfied with his original job or position without considering progress. Therefore, the promotion opportunities at work are very important for new employees, and you must explain them when you first enter the company. But remember not to make any definite promises, so as to avoid the trouble that promises cannot be fulfilled when employees hired in the future are not suitable for their posts. The following is a suitable explanation:

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

Tell him frankly that promotion depends on performance.

Let him know that if he wants to be able to handle difficult work, he must first be fully prepared.

If you want to get the chance of promotion, what preparations you must make and some suggestions.

Obviously, you can't get promoted by favoritism or partiality.

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