For new employees, how to make them settle down safely and follow the organization wholeheartedly? This requires publicity and training at the time of entry. First of all, the company should make clear what the goal orientation of new employee training is, whether to brainwash employees through training, or to inform employees of corporate culture and various rules and regulations through training, or to hope that employees can really gain useful knowledge for work and life through training.

Induction training should bring our new employees the vital interests they really want to know, let them know that the original training can bring so many benefits, and hope to get more training opportunities. At the same time, in the induction training, the necessary training courses such as explaining rules and regulations are added, and the sign-in and class photo records are made well, which can achieve the effect of publicizing the company system to a certain extent.

1. Corporate culture training

The training of corporate culture is mainly implemented through HR. At this stage, HR is dominant, and it is the primary training for newcomers to introduce the company's history, product structure, organizational structure, business scale, development space, rules and regulations, welfare level and future planning of the company. At this stage, the focus is on highlighting the company's characteristics. What's the difference with other companies? This is also a necessary factor to create a soft environment.

After the basic induction training was removed, a week later, new employees were called again for induction training, and the new employees were given simple legal knowledge training, explaining their concerns and related processes of the company, and communicating face to face with employees. Especially when new employees ask questions at work, the four departments can give a formal explanation at this time. In this way, we can not only know the actual working status and main concerns of new employees, but also give positive guidance in time.

2. Skills training of the employing department

Under normal circumstances, the job skills training of new employees mainly depends on the employing department. At this stage, there are mainly three ways: first, after new employees arrive at the employing department, the personnel department will list the training plans of new employees in each department in the monthly training plan, requiring all departments to implement them on time, and send the training contents, records and photos to the personnel department for filing. The training at this stage mainly focuses on job descriptions, departmental internal norms, operational procedures, etc., mainly to let new employees have a brand-new understanding of their work, digest the requirements of posts and departments in time, and adjust their mentality.

Secondly, the job skills are actually used. After accepting some theoretical knowledge of the department, new employees will arrange special people to "coach", which is the so-called master taking an apprentice. At least in the short term, it should be taught by hands. The "master" and the new employee sign the pre-job skills training, and the master signs the assessment opinions. The master's conclusion will directly affect whether new employees can work independently. This pre-job training record is submitted to the personnel department for filing and put into the personal files of new employees.