Selected models of personal business learning summary
In order to further improve the professional skills of employees and cultivate professionals to meet the needs of enterprise development. According to the arrangement of the company at the beginning of the year, after research and discussion, our department hired professional and technical personnel on August 27th, 20XX, and organized front-line production personnel to conduct soft water testing and service etiquette business training in the company conference room. Training content: soft water treatment, common fault analysis and treatment, and service etiquette training for toll collectors. The training work is summarized as follows.
First, elaborate organization, clear division of labor and reasonable arrangement.
In order to organize this business training well, ensure the smooth development of this business training and achieve practical results, our department has set up an activity leading group, with Comrade He Daquan as the team leader, Comrade Luo Wei as the deputy team leader and the leaders in charge of the company as members. There is an office headed by our production section chief, Comrade Cai Xiaojun. Due to strict organization and clear division of labor, this training was successfully completed and achieved good results and functions.
Second, employees in each position have a strong learning atmosphere and high learning enthusiasm.
In this training, employees in all positions changed their attitude of going through the motions in previous years and improved their attitude with the spirit of serious study. In class, employees speak actively, ask questions to teachers and take study notes carefully. When they have new knowledge points, they always take the initiative to ask questions from the training teachers and put forward their own opinions. Some comrades, because of the gap between memory and understanding, even took pains to ask the teacher questions once or twice until they fully understood them, and then took notes. This fully shows the students' positive and serious attitude.
Third, strict assessment to ensure that the training results are true and effective.
After the study, organize a unified examination. Both trainings were conducted in the form of written test and practical operation. In the training of soft water laboratory, all employees mastered the practical operation assessment through hands-on and active learning, and the qualified rate of training reached 65,438+000%. In the theoretical examination, the training content basically meets the requirements and the results are excellent. Service etiquette and service standard training, in the learning courseware, the training teacher leads everyone to simulate the operation, and the simulation scenario requires two students to exchange roles for training, and each employee participates in it personally, which greatly improves the initiative ability of employees. Through strict examination, the qualified rate of all employees' training is over 96%.
Through learning, the professional level of employees has been improved to a certain extent. At the same time, everyone also deeply feels that their lack of professional knowledge is inconsistent with the situation of heating development. They think that in order to adapt to the development of the new situation, we must study professional knowledge harder. In all the training next year, we will continue to use this year's training mode.
In the future business training, we will combine the company's "Ten Standards for Heating", strengthen the professional quality through on-the-job training, comprehensively improve the professional technical ability and post operation ability of all employees in the production system, achieve the goal of building a first-class workforce, a first-class industry image and a first-class work performance, and constantly seek new business knowledge and innovate the working mode. In order to continuously improve our business ability, each of our employees will devote themselves to their work with higher fighting spirit and higher work enthusiasm. In order to ensure the smooth and efficient development of heating work, we constantly enrich ourselves, constantly strengthen our business capabilities, and make our due contribution and strength for the development of enterprises.
Selected models of personal business learning summary
Looking back on the past time, inadvertently, it has been more than a year. During this time, I came into contact with all aspects of human resources work, and finally the training gradually shifted to the focus of work. In the process of work and exploration, I realized that "training is the long-term investment of the company, the greatest stamina for development and the greatest welfare of employees". Here is a summary of previous training work:
I. Development of training work
Up to 20xx65438+February 4th, this year * * * held more than 300 trainings with 4 105 participants. Among them, internal training accounts for more than 90%, external training and training organized by the group head office account for about 10%, and the training funds reach 20,680 yuan. The training scope includes professional knowledge training, induction training for new employees and on-the-job training. The completion rate of annual training plan is over 86%.
Second, the training courses are mainly divided into the following categories.
1. orientation training for new employees: with the declaration of new products and the construction of new workshops, the scale is gradually expanding, and new employees are employed every month. According to the relevant training requirements, organize monthly induction training for new employees, mainly involving corporate culture and rules and regulations; Safety education; Basic knowledge of microbiology; Basic knowledge of GMP; Basic knowledge of salary and welfare system and social security
The training is supported by courseware provided by relevant departments and taught by relevant personnel. Finally, the training is evaluated on the spot to realize timely feedback on the training effect. This kind of training is routine and will be carried out every month.
2. Professional knowledge training: the quality of products depends on the efforts of all employees in the company, but the professional quality of on-the-job employees is uneven. In order to ensure the product quality at every step, and at the same time respond to the relevant calls of National Medical Products Administration and the Group Company, the company has invested a lot of manpower, material resources and financial resources to carry out pharmaceutical research and professional knowledge training related to production quality, so as to improve the professional quality of employees and ensure the production of qualified and excellent products. Training mainly involves process research and analysis, new drug research and analysis, quality control, etc.
3. On-the-job training: This kind of training covers a wide range, such as on-the-job SOP training, GMP related documents training, equipment operation training, health management training, safety production training, etc. It is the largest part of the whole training system, with about 20 training sessions per month, which will be assessed according to the actual situation and training needs.
4. Intra-departmental training: After the induction training for new employees, the new employees will be assigned to new posts, and the department will arrange various practical trainings according to the actual situation. This kind of training is mainly organized according to the needs of the department.
Third, the training work analysis
1, score:
A: The training support required for GMP certification in the second workshop of 20XX injection was successfully completed.
B: Successfully completed the training support required for the inspection of the new drug project of sofinazone.
C: Basically completed the relevant training in the 20XX annual training plan.
2. Existing shortcomings:
A: Insufficient understanding of professional training leads to insufficient training demand planning, training course design and training implementation.
B: In terms of training implementation, most employees are still relatively supportive of training, but a few department leaders and employees don't know enough about training. They think that training delays working hours and is dispensable, and the support for training is not enough.
C: The responsibility of training instructors is not high. There is a problem in some training, that is, the lecturer talks to himself on it, whether he understands it or not, and reads the training materials from books, ignoring the principle of training interaction.
D: The principle is not strong, or there is no corresponding training reward and punishment system. Can not strictly enforce the training discipline and related regulations, turn a blind eye to violators. This is the main reason for lax training discipline and disorder.
E: The teaching skills of internal lecturers are generally not high, which needs to be improved. The level of courseware production is insufficient, and they lack the ability to independently develop courses. Therefore, it is necessary to improve and further standardize the management of internal trainers, improve the teaching level of internal trainers, promote the certification of internal trainers, and truly build a qualified team of internal trainers.
F: According to the requirements of training-related materials, one of the materials that a complete training must include is the pictures or videos of the training site, so as to urge the practical implementation of the training work.
According to the shortcomings in the past year's work, in the new year, I will mainly start from the following aspects, gradually optimize the training work and rationalize the implementation:
1: Learn and train professional knowledge from various channels, interpret and analyze it according to the actual situation, improve your professional level and become a qualified trainer or even lecturer.
2. Effectively understand and analyze the actual needs of employees for training, and truly do training for employees.
3. Strengthen communication with all departments, so that the training work can be fully understood and supported by all parties.
4. The training is based on the annual plan and supervised every month. After completion, you must provide relevant information, including live videos or pictures, so that the training can be implemented and employees can benefit from it, and they are no longer just vassals of various inspections.
Over the past year, I have been engaged in training, human resources and other aspects of daily work, gradually deepening my understanding of the industry, but also have a deeper understanding of my own shortcomings. Thanks to the guidance of department leaders and colleagues and the infiltration of professional fields, let me know the broad prospects of the industry, find my own position better in the future work and work hard for it. In the new year, while doing a good job in training, I will work hard to learn professional knowledge, enhance exchanges between peers and colleagues, learn from each other's strengths and make greater progress in the new year!
Personal Business Learning Summary Selected Fan Wensan
In order to further improve the professional skills of employees and cultivate professionals to meet the needs of enterprise development. According to the arrangement of the company at the beginning of the year, after research and discussion, our department hired professional and technical personnel on August 27th, 20XX, and organized front-line production personnel to conduct soft water testing and service etiquette business training in the company conference room. Training content: soft water treatment, common fault analysis and treatment, and service etiquette training for toll collectors. The training work is summarized as follows:
First, elaborate organization, clear division of labor and reasonable arrangement.
In order to organize this business training well, ensure the smooth development of this business training and achieve practical results, our department has set up an activity leading group, with Comrade He Daquan as the team leader, Comrade Luo Wei as the deputy team leader and the leaders in charge of the company as members. There is an office headed by our production section chief, Comrade Cai Xiaojun. Due to strict organization and clear division of labor, this training was successfully completed and achieved good results and functions.
Second, employees in each position have a strong learning atmosphere and high learning enthusiasm.
In this training, employees in all positions changed their attitude of going through the motions in previous years and improved their attitude with the spirit of serious study. In class, employees speak actively, ask questions to teachers and take study notes carefully. When they have new knowledge points, they always take the initiative to ask questions from the training teachers and put forward their own opinions. Some comrades, because of the gap between memory and understanding, even took pains to ask the teacher questions once or twice until they fully understood them, and then took notes. This fully shows the students' positive and serious attitude.
Third, strict assessment to ensure that the training results are true and effective.
After the study, organize a unified examination. Both trainings were conducted in the form of written test and practical operation. In the training of soft water laboratory, all employees mastered the practical operation assessment through hands-on and active learning, and the qualified rate of training reached 65,438+000%. In the theoretical examination, the training content basically meets the requirements and the results are excellent. Service etiquette and service standard training, in the learning courseware, the training teacher leads everyone to simulate the operation, and the simulation scenario requires two students to exchange roles for training, and each employee participates in it personally, which greatly improves the initiative ability of employees. Through strict examination, the qualified rate of all employees' training is over 96%.
Through learning, the professional level of employees has been improved to a certain extent. At the same time, everyone also deeply feels that their lack of professional knowledge is inconsistent with the situation of heating development. They think that in order to adapt to the development of the new situation, we must study professional knowledge harder. In all the training next year, we will continue to use this year's training mode. (Summary of Teachers' Continuing Education)
In the future business training, we will continue to implement Scientific Outlook on Development as the guiding ideology, combine with the company's "Ten Standards for Heating", strengthen the business quality through on-the-job training, comprehensively improve the professional and technical ability and post operation ability of the personnel in each position of the production system, achieve the goal of building a first-class staff team, a first-class industry image and a first-class work performance, constantly seek new business knowledge and constantly innovate the working mode. In order to constantly improve their business ability, each of our employees will have higher morale. In order to ensure the smooth and efficient development of heating work, we constantly enrich ourselves, constantly strengthen our business capabilities, and make our due contribution and strength for the development of enterprises.
Selected models of personal business learning summary
Looking back on the past time, inadvertently, it has been more than a year. During this time, I came into contact with all aspects of human resources work, and finally the training gradually shifted to the focus of work. In the process of work and exploration, I realized that "training is the long-term investment of the company, the greatest stamina for development and the greatest welfare of employees". Here is a summary of previous training work:
I. Development of training work
Up to 20xx65438+February 4th, this year * * * held more than 300 trainings with 4 105 participants. Among them, internal training accounts for more than 90%, external training and training organized by the group head office account for about 10%, and the training funds reach 20,680 yuan. The training scope includes professional knowledge training, induction training for new employees and on-the-job training. The completion rate of annual training plan is over 86%.
Second, the training courses are mainly divided into the following categories:
1. orientation training for new employees: with the declaration of new products and the construction of new workshops, the scale is gradually expanding, and new employees are employed every month. According to the relevant training requirements, organize monthly induction training for new employees, mainly involving corporate culture and rules and regulations; Safety education; Basic knowledge of microbiology; Basic knowledge of GMP; Basic knowledge of salary and welfare system and social security
The training is supported by courseware provided by relevant departments and taught by relevant personnel. Finally, the training is evaluated on the spot to realize timely feedback on the training effect. This kind of training is routine and will be carried out every month.
2. Professional knowledge training: the quality of products depends on the efforts of all employees in the company, but the professional quality of on-the-job employees is uneven. In order to ensure the product quality at every step, and at the same time respond to the relevant calls of National Medical Products Administration and the Group Company, the company has invested a lot of manpower, material resources and financial resources to carry out pharmaceutical research and professional knowledge training related to production quality, so as to improve the professional quality of employees and ensure the production of qualified and excellent products. Training mainly involves process research and analysis, new drug research and analysis, quality control, etc.
3. On-the-job training: This kind of training covers a wide range, such as on-the-job SOP training, GMP related documents training, equipment operation training, health management training, safety production training, etc. It is the largest part of the whole training system, with about 20 training sessions per month, which will be assessed according to the actual situation and training needs.
4. Intra-departmental training: After the induction training for new employees, the new employees will be assigned to new posts, and the department will arrange various practical trainings according to the actual situation. This kind of training is mainly organized according to the needs of the department.
Third, the training work analysis
1, score:
A: The training support required for GMP certification in the second workshop of 20XX injection was successfully completed.
B: Successfully completed the training support required for the inspection of the new drug project of sofinazone.
C: Basically completed the relevant training in the 20XX annual training plan.
2. Existing shortcomings:
A: Insufficient understanding of professional training leads to insufficient training demand planning, training course design and training implementation.
B: In terms of training implementation, most employees still support training, but a few department leaders and employees don't know enough about training. They think that training delays working hours and is dispensable, and the support for training is not enough.
C: The responsibility of training instructors is not high. There is a problem in some training, that is, the lecturer talks to himself on it, whether he understands it or not, and reads the training materials from books, ignoring the principle of training interaction.
D: The principle is not strong, or there is no corresponding training reward and punishment system. Can not strictly enforce the training discipline and related regulations, turn a blind eye to violators. This is the main reason for lax training discipline and disorder.
E: The teaching skills of internal lecturers are generally not high, which needs to be improved. The level of courseware production is insufficient, and they lack the ability to independently develop courses. Therefore, it is necessary to improve and further standardize the management of internal trainers, improve the teaching level of internal trainers, promote the certification of internal trainers, and truly build a qualified team of internal trainers.
F: According to the requirements of training-related materials, one of the materials that a complete training must include is the pictures or videos of the training site, so as to urge the practical implementation of the training work.
According to the shortcomings in the past year's work, in the new year, I will mainly start from the following aspects, gradually optimize the training work and rationalize the implementation:
1: Learn and train professional knowledge from various channels, interpret and analyze it according to the actual situation, improve your professional level and become a qualified trainer or even lecturer.
2. Effectively understand and analyze the actual needs of employees for training, and truly do training for employees.
3. Strengthen communication with all departments, so that the training work can be fully understood and supported by all parties.
4. The training is based on the annual plan and supervised every month. After completion, you must provide relevant information, including live videos or pictures, so that the training can be implemented and employees can benefit from it, and they are no longer just vassals of various inspections.
Over the past year, I have been engaged in training, human resources and other aspects of daily work, gradually deepening my understanding of the industry, but also have a deeper understanding of my own shortcomings. Thanks to the guidance of department leaders and colleagues and the infiltration of professional fields, let me know the broad prospects of the industry, find my own position better in the future work and work hard for it. In the new year, while doing a good job in training, I will work hard to learn professional knowledge, enhance exchanges between peers and colleagues, learn from each other's strengths and make greater progress in the new year.
Selected models of personal business learning summary
In a blink of an eye, 20XX has quietly arrived. In XX years, the training of the comprehensive office focused on the company's business objectives, and with the care and help of the company's leaders and the unremitting efforts of all employees, the training task for the whole year was successfully completed. In order to sum up experience and find the gap, the work of the past year is summarized as follows:
1. Training: In XX, the General Office cooperated with other departments to organize more than 20 employee trainings, with more than 400 participants, and the qualified rate of each training reached over 90%, basically meeting the target requirements; (including fire fighting knowledge and fire fighting practice of all employees of the company).
2. Analysis of training work: Compared with XX years, the training work in 1 and XX years has made great progress, both in training courses and training quality. First, conduct skills training for front-line operators and hold relevant certificates; Training managers to master modern management concepts and methods; The second is: all-staff training, including safety education, laws and regulations education, corporate culture construction and teamwork education and training; Third, full-time and part-time training. The school sends students to other training institutions or large enterprises for training in innovative ideas and technological improvement. 2. Complete the training plan: establish the institutional training system. Compared with the previous training work, it lacks system perfection and systematization, the scope and intensity of training management are weak, the training awareness of employees is poor, and the training work is difficult to carry out. The general office has established a staff school. Relying on the platform of the staff school, on the basis of summing up the previous training experience, it optimizes the importance of training, pays attention to strengthening the comprehensiveness of training content, and improves the institutionalized management of training work. 3. Constantly improve the training methods and actively explore new training modes: for the training work in XX years, the method of combining slides, theory and practice is mainly adopted to improve the training work, so that new employees can master relevant knowledge and put into work as soon as possible.