Factory annual training plan 1
Safety production education and training is one of the important contents of enterprise safety management, and it is the basic work to do safety work well. Only by strengthening safety education can we improve the safety awareness and quality of employees and do a good job in safety production. To this end, our company specially plans the contents, forms and methods of safety production education and training as follows:
I. Contents of safety education and training
(1) Safety ideology education focuses on strengthening safety awareness and observing rules and disciplines.
(2) Education on production safety principles, policies, laws, regulations and standards. Comprehensive and professional principles, policies, laws, regulations and standards should be organically combined, and the two should not be neglected.
(3) Safety technical knowledge education
(4) Typical experience and accident experience
Second, the forms and methods of safety experience training
(1) Three-level experience system: factory education, workshop experience and post education.
1, the content of factory education:
(1) It is of great significance to learn relevant documents and explain the production safety situation of enterprises;
(2) Common knowledge of enterprise's special dangerous places, dust and toxic hazards and protective articles;
(3) general knowledge education of mechanical and electrical safety;
(4) The main causes of casualty accidents and accident lessons.
2, workshop education content:
(1) workshop labor rules and precautions;
(2) Dangerous areas, toxic and harmful operations and safety matters that must be observed in the workshop;
(3) Workshop safety production is a typical accident case.
3, the content of job education:
(1) The production situation of the security team, and the nature of work is the scope of responsibilities;
(2) The nature of production that new workers will be engaged in, the necessary safety knowledge and various mechanical equipment are their safety protection measures;
(3) Safety and health protection in the workplace;
(4) places prone to accidents or toxic and harmful;
(5) Use and storage of personal protective equipment.
(2) Safety technical training for special operators:
For special operators, special training must be conducted and they must pass strict examinations before they can take up their posts.
(3) Regular safety education:
Such as safety activity days, pre-shift and post-shift meetings, regular safety meetings, safety technical exchanges, broadcasting, blackboard newspapers, etc. In other words, it is necessary to combine the production activities of enterprises as the center, carry out regular safety education, and master the law of accidents for education.
(four) to take "continuing engineering education" and "safety correspondence education" for safety professionals.
Three, safety education regulations:
(1) All new and transferred employees must seriously carry out safety production education, workshop education and pre-job education (that is, three-level education), and can only enter the operating post after passing the examination.
(2) welding, driving and other special operations personnel must hold a county-level enterprise-level safety operation certificate.
(3) When adopting production technology, adding new technical equipment or changing workers' operating posts, workers must be given new operating methods and post safety education, and only after passing the examination can they operate at their posts.
(4) Strengthen the publicity and education on the legal system of production safety for the employees, managers and engineers of the whole factory, and enhance the legal concept of production safety for all employees.
Factory annual training plan 2
I. Safety Training Plan
In order to implement the enterprise's safety production policy and objectives, we must constantly improve the quality, health and safety awareness and professional and technical quality of all employees. Only in this way can enterprises survive and develop in the fierce market competition. The key points of employee training in enterprises are: training of employees who have an impact on quality, occupational safety and health during operation, training of new laws and regulations, continuing education and training, special operation training, special engineering training, etc.
Second, the training task
1, related personnel training
The enterprise plans to conduct occupational safety and health training for new employees; Provide supplementary training for some employees in the integrated management system. The time is scheduled for March this year.
2, the new rules and regulations training
In order to further implement the safety operation rules, norms and various management regulations, it is planned to conduct on-the-job training for some professional and technical personnel with the content of safety operation rules and norms. The time is scheduled for April this year.
3. Continuing education and training
According to the needs of enterprise development, train professional and technical personnel and update their knowledge. The time is scheduled for May this year.
4. Safety education and training for new employees
For new employees, in order to make them have a comprehensive understanding of the enterprise and adapt to the post requirements as soon as possible, it is planned to carry out education and training for new employees with enterprise rules and regulations and safety knowledge as the content. The time is scheduled for June this year.
5, special operations personnel training
According to the requirements in the documents of relevant departments that "operators in special positions must hold certificates and re-examine them regularly". Organize re-inspection training for employees whose special jobs have reached the re-inspection period.
Third, the safety education content
1, safety skills education
(1) Structure, performance, function and practical operation skills of equipment and safety protection devices used in this position.
(2) the ability to deal with accidents and the skills of self-help and mutual aid in emergencies.
(3) Skills in using labor protection articles and appliances.
2. Safety knowledge education
(1) General production technology knowledge of this enterprise.
(2) General safety technical knowledge.
(3) Professional safety technical knowledge.
3, safety laws and regulations education
(1) National Work Safety Law.
(2) Industry safety production regulations.
(3) enterprise safety production rules and regulations.
4. Safety education
(1) Ideological education
(2) Discipline education
Fourth, the methods of safety education
1, three-level safety education for new employees
New employees (including temporary workers, apprentices, interns and trainees) must receive three-level safety education in enterprises (companies), workshops and teams. Only after passing the examination are they allowed to enter the production post.
2, special type of work education
"Management Rules for Safety Technology Assessment of Special Operators" stipulates: special operations such as electrician operation. These types of jobs must be specially trained. After passing the exam, you must hold relevant certificates.
3. Regular safety education
Regular safety education is conducted in various forms. Such as: safety day, safety week, safety month, 100-day accident-free activities, safety production classes, watching videos, photo exhibitions and other forms, and strive to be lively.
4, transfer and return to work safety education
5. Occupational health education
6, workers should know should be assessment.
Five, education and training time
One or three safety education time is not less than 24 hours.
B, special type of work education time, according to the relevant provisions of the state by full-time or part-time way.
C, regular safety education time, according to the actual situation of the construction site, using a variety of forms. Such as blackboard newspaper, safety technical disclosure, safety meeting, safety month, special holidays, etc.
D, transfer and return to work safety education time not less than 4 hours.
E. Professional safety education: the training time of branch-level leaders is not less than 8 hours per year.
F, occupational health education time is not less than 8 hours.
Evaluation measures of intransitive verbs
1, give full play to the role of various departments and comprehensively manage employee training, so that employee training can be more closely combined with the actual needs of enterprise production.
2. Establish a system that combines training, assessment, use and treatment: any post required by the administrative organ at a higher level with certificates shall not be employed without training and evidence collection; Employees who fail to receive training according to the requirements of the enterprise shall be punished according to the relevant training management regulations of the company. Gradually form a management model that combines talent assessment, training and use.
3. Constantly improve and revise the regulations on staff training management, and strengthen the monitoring of staff training.
Seven, several requirements
1, leaders in charge of various functional departments and departments should attach importance to staff training and designate special personnel to be responsible for the daily management of this work. And according to the enterprise's employee training plan, formulate the implementation plan and monitor the development of employee training in this unit.
2. When sending employees to participate in training, they should fill in the Approval Form for Sending Employees to Participate in Training, and organize the implementation after being signed by the competent leader of the unit (indicate my actual post, what training regulations I meet, how to arrange the training time, and the learning expenses are at public expense and at my own expense). Employees who have attended training or gone through the examination and approval procedures after training shall be treated as not meeting the training management regulations. After the training, the subordinate unit office will save the graduation certificate and assessment materials to the office for filing.
Factory annual training plan 3
First, training demand analysis-the premise of scheme design
Training experts should adopt various methods and techniques to analyze the necessity, objectives and contents of training. Demand analysis is the premise of determining training plan 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 to 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 employees' post competence.
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 training scheme, which has the characteristics of macroscopic 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 their career choices, and understand and accept the common language and code of conduct of the enterprise before joining the company. 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; Conduct targeted training for different categories of new employees; The training process is strictly managed and evaluated.
Four, clear the applicable object of the training plan.
If this scheme is suitable for the training of new employees in a company or department.
Fifth, set a reasonable training time
Pre-job training in general companies ranges from 7 to 30 days, and some positions in a few large companies need 2 to 3 months for sales; The culture period after arrival is long, lasting 6 months-1 year.
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 content
Generally speaking, the content of induction training for new employees should include training in knowledge, skills and other qualities, which should 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 and pass the exam in a short time. 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 content focuses. 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 and role-playing method. , each with its own characteristics. In the induction training of new employees, they should be selected reasonably according to their needs and possibilities. 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.
Factory annual training plan 4
1, make a good employee training plan.
Plan well is that basic guarantee for the success of new employee training. Pre-planning is a way to avoid the formality of new employee training. Before the implementation of new employee training, we must make a detailed plan according to the specific situation of the enterprise and the characteristics of new employees, make a detailed plan for the training content, form, time, person in charge and cost, and monitor the implementation process.
2. The training content should be targeted.
The contents of new employee training include: basic training and professional training. Basic training refers to corporate culture, corporate strategy, organizational structure, business processes, personnel welfare system, fire safety knowledge and other general knowledge, while professional training refers to job responsibilities, work processes and work contents based on posts. Basic training can train new employees collectively, while professional training needs to be carried out according to different departments and majors.
Through these contents, the training is mainly to let new employees know the basic background of the enterprise, make employees know the history, culture, strategic development goals, organizational structure and management methods of the enterprise, and at the same time understand the work flow and system norms, help employees to clarify their job responsibilities, procedures and standards, and make employees initially understand the attitudes, norms, values and behavior patterns expected by the enterprise and its departments, so as to help employees adapt to the environment and new jobs more quickly, better plan their career and improve their work performance.
The induction training of new employees needs to match the development stage of the enterprise. Different enterprises have different nature and development stages, so the training methods and contents of new employees should be different. For enterprises in the start-up period, we should focus on enterprise development goals and job skills training; For fast-growing enterprises, focus on job responsibilities, enterprise strategy, core skills, code of conduct and product knowledge training; For mature enterprises, we should focus on corporate culture, job responsibilities, development strategy, code of conduct and etiquette, career planning training; For enterprises in recession, we should focus on crisis management, corporate culture and core skills upgrading training.
3. Training methods should be flexible.
When designing the training form, the employee training plan can be made according to the differences of new employees' age, education background, work characteristics and training content. Take a flexible approach. It mainly includes: expanding training, mainly to cultivate the team spirit and innovative consciousness of new employees and tap their potential; Special lectures, please invite relevant leaders of the company to give special lectures to let new employees know the basic situation of the company and enhance their professional confidence; On-the-spot visit enhances the new employees' perceptual knowledge of the company's overall operation and production by visiting representative production and business units; Discuss and communicate, so that old employees can fully contact and communicate with new employees and promote the healthy growth of new employees.
In addition, through some effective integration activities, new employees can be transformed from an outsider to an enterprise person.
4, establish and improve the training effect feedback and evaluation system.
The evaluation of the overall training effect of new employees can be divided into three stages: the first stage focuses on evaluating the appropriateness of the training course content, and can organize students to discuss and learn from the students' responses to the course; The second stage is mainly to evaluate the students' learning effect and academic performance, which can be carried out in the form of exams; In the third stage, after the training, the training effect is evaluated by evaluating the trainees' work performance. You can find the superior supervisor of the trainees to understand their work performance, so as to evaluate the training effect.
At present, Siemens' evaluation of the third stage is mainly in the form of project system. Before the training preparation is completed, employees of relevant departments are allowed to make project improvement plans. After the training, department heads will guide employees to optimize their work items. Within the specified time, the human resources department will organize employees to put forward projects and give corresponding rewards. Whether new employees can quickly adapt to the working environment and workflow depends largely on induction training. Good training effect will bring good later effect and directly affect the quality of work, so we should pay attention to the staff training planning.
Factory annual training plan 5
The purpose of this plan is to:
In order to reasonably use and correctly maintain the workshop machines, strengthen the production management of the workshop, comprehensively improve the operating skills of the workshop staff, and improve the production output and product quality of the workshop, the following training scheme is specially formulated:
A, the company's basic rules and regulations training:
Workshop employees are required to keep in mind the company's basic rules and regulations, abide by the company's relevant systems, and do their jobs well within the scope required by the system.
Second, the employee responsibility:
1. Purpose: To make employees clear their job responsibilities, do their jobs well in an all-round way, give full play to their abilities, and improve the team production capacity of the whole workshop.
2. Training method: Through the daily production of the workshop, the pre-shift meeting and the on-site explanation and inquiry, learn from the excellent employees in the workshop and learn in writing.
3. Evaluation: feedback inspection is conducted after the study, and evaluation and assessment are made through the daily work performance of employees, evaluation by supervisors and employees in the same workshop, and question and answer of test papers.
4. Effect: Every employee in the workshop is required to clarify his/her job responsibilities and do his/her job well.
Third, the workshop product quality requirements:
1. Objective: To fully understand the product categories of the workshop and the quality and technical requirements of related products, strictly control the quality of products opened by ourselves in daily production, achieve high yield and high quality, and maximize the basic production capacity of the workshop.
2. Training method: Through the explanations of masters and technicians, the quality requirements of quality inspectors when inspecting products, learning the quality requirements of products in actual machine operation, learning and discussing with each other among employees, writing, etc.
3. Evaluation: product quality inspection issued by employees, inspection results of supervisors and quality inspectors, and questions and answers on test papers.
Four, the basic operation skills and common production failure solutions:
1. Objective: To comprehensively improve the skill operation level of workshop employees, improve the overall production level of the workshop under the requirements of high quality and high standards, and require employees to skillfully operate machines, skillfully solve some common production failures, and improve their self-ability in daily startup.
2. Training method: through practical training and relevant experience summary, explanations and operation drills by the person in charge, the captain and relevant personnel, the leading role of outstanding employees in the workshop, written learning, etc.
3. Evaluation: On the one hand, the employee's personal description (or questionnaire survey); On the other hand, employees' daily work performance and on-site actual operation prevented and solved some production failures in time.
Verb (abbreviation for verb) Operation, use and maintenance of workshop production equipment:
1. Purpose: To require employees to operate the machine skillfully, understand the basic working principles of some production equipment, master how to maintain the production equipment, minimize the damage times of the production equipment in the workshop, and really do a good job in the maintenance of the production equipment.
2. Training method: through the explanation and practical operation drills of workshop supervisors, masters and excellent employees, the explanation and explanation of mechanics and electricians, the guidance of professionals and written materials.
3. Evaluation: the daily performance of employees, the inspection and supervision of foremen and related personnel, the use and maintenance records of production equipment, etc.
Description of plan:
The above are five aspects of employee training. Please refer to the details of each aspect for the detailed training contents of these five aspects. Each employee is required to be strict with himself/herself first, be prepared for study, improve his/her level in all aspects in the shortest time, and maximize his/her personal value.
In daily production, in strict accordance with the requirements of all parties concerned, do your own job, work hard for the production in China, comprehensively improve the skill level of the production line in this workshop, and form an excellent work team in the workshop.
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