First of all, introduce the business history, purpose, scale and development prospect of the enterprise, encourage employees to work actively and contribute to the prosperity of the enterprise;
Second, introduce the company's rules and regulations and job responsibilities, so that employees can consciously abide by the company's rules and regulations in their work, and all work is handled in accordance with the rules, standards, procedures and systems formulated by the company. Including: salary, bonus, allowance, insurance, vacation, medical care, promotion and transfer, transportation, accidents, complaints and other personnel regulations; Welfare plan, job description, job description, working conditions, work norms, performance standards, job evaluation mechanism, labor order and other work requirements.
Thirdly, it introduces the internal organizational structure, power system, service coordination network and process between departments, and the feedback mechanism of relevant departments. Make new employees clear the channels of information communication and suggestion submission within the enterprise, so that new employees can understand and be familiar with the functions of various departments, so as to contact relevant departments accurately in their future work and can make suggestions or complaints about problems in their work at any time;
Fourth, business training, so that new employees are familiar with and master the main skills and related information needed to complete their respective jobs, so as to quickly become competent;
5. Introduce business scope, main products, market positioning, target customers, competitive environment, etc. Enhance the market awareness of new employees;
6. Introduce the safety measures of the enterprise, so that employees can know what safety work includes, how to do safety work well, how to find and deal with common problems in safety work, and improve safety awareness;
Seven. Communication of corporate culture, values and goals. Let new employees know what the enterprise opposes, encourages and pursues;
Eight, introduce the norms of employee behavior and behavior to the enterprise. Such as requirements for professional ethics, environmental order, work and rest system, expenditure regulations, contact and service terms, appearance, mental outlook, speech, dress and so on.
Question 2: What are the enterprise trainings? 158 Education Online is at your service!
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Human resource training, strategic management training, procurement training, production training, logistics training, corporate culture training, business etiquette training, marketing training, sales training, employee specialization training, responsibility system training, financial management system training, etc.
According to the training method
Enterprise internal training: it is an enterprise course tailored by the training company according to the training needs of the enterprise, and the training time and place are fully flexible. In-house training is a training scheme widely adopted by the top 500 enterprises in the world. More and more domestic enterprises are beginning to realize that enterprise training can usually meet their training and development needs best.
It can be divided into company training, department training, on-the-job training, self-study and out-of-town training.
1, company training, company-wide training organized by the training management department according to the general training plan, such as GMP basic knowledge, pharmaceutical laws and regulations, microbiology knowledge, 6S knowledge, QC activity knowledge, safety knowledge, etc. ;
2. Departmental training: each department conducts various knowledge trainings related to the department according to the company's overall training plan, such as our company's job responsibilities and job operation methods. ;
3. On-the-job training refers to the training of employees' practical skills and mutual learning in their posts.
4, self-learning, employees take the initiative to re-learn professional knowledge, exercise operational skills.
Enterprise open class:
Enterprise open class is a training service for enterprises or individuals to improve their work skills in the form of public lectures. The crowd suitable for open class training covers all social strata, such as sales knowledge training for new recruits or senior president training with experienced experience.
Network online training:
Network training: the information revolution has had a profound impact on all fields of society. The development of society requires people to have an updated knowledge system and grasp the ever-changing times more quickly. However, the traditional education model obviously can't keep up with the pace of knowledge updating and information explosion. At the beginning of the century, education is developing towards "lifelong". As a natural carrier of information, the network will respond to the information trend through its unique function in the field of education.
According to the training responsibilities
The first category: On-the-job training, which aims to make employees meet the post requirements.
The second category: improve training and improve work performance.
The third category: development training, providing employees with training in career planning. There are10 million enterprises in China, and less than one thousandth of them provide such training.
The fourth category: humanities training, mainly in humanities, music, parenting education and clothing collocation, less than one in ten thousand.
The fifth category: outward bound training, which is an outdoor experiential training. Experiential training emphasizes that employees feel learning, not just listening in class. In experiential training, employees are the masters of the process. If employees feel that the course process is under their control, they will pay more attention to the process of activities-no one can be closer to their hearts than themselves. Outward bound training is also a type that enterprises prefer, which is more pragmatic.
Enterprise training experts attach great importance to employee training. High-quality training is the mother of efficient management, which shows the high evaluation and orientation of training work.
The development of enterprises can not be separated from long-term effective training, which is one of the best ways for batch manufacturing enterprises to need talents.
Bank training
Basic training mainly includes: introduction of internal situation of banks, banking business training, professional image training, etc. The main contents of this course are: strategic management, organizational behavior, human resources, corporate culture, information construction, corporate marketing, financial service planning, risk management, etc. Advanced training includes: macroeconomic analysis, policy interpretation, financial capital declaration and other special training.
outdoor training
Outward bound training combines high and low challenging elements. By training students' sense of crisis, leadership, communication, facing adversity and consulting at individual and team level, students can be improved. Outward bound training emphasizes students' "feeling" learning, not just listening to lectures in class. Research data show that the absorption of traditional classroom learning is about 25%, while the absorption of experiential learning that requires students to participate in practical operation is as high as 75%, which can convey information to students more effectively. Outward bound training is a typical outdoor experiential training.
Outward bound training in the form of experience and experience sharing has broken the traditional training mode. It is not instilling some knowledge or training some skills, but setting a special environment for you to directly participate in the whole teaching process ... >>
Question 3: What are the contents of enterprise training for employees? Well, I'm an internal trainer. Let me tell you something about our system. The contents of employee training are generally divided into three categories:
The first category: mentality and ideology, accounting for10%;
The second category: skills, with basic job skills and professional job skills. 60%;
The third category: knowledge category. Have company knowledge, industry knowledge, professional knowledge, professional post knowledge and marginal knowledge. It accounts for 30%.
Then there are different types of employees, which are divided into four categories: new employees, full-time employees, promoted employees and professional employees; According to the nature of work, we will be divided into service employees (mainly manual workers), departmental employees (ordinary clerks, suitable for inserting in that office), professional employees (those with professional skills, such as graphic design and planning copywriting) and management employees (referred to as "officials" for short, and accurately defined as middle-level cadres or above). Develop different training courses according to different employees or types.
This is a detailed list of new employees. This is what I did for our enterprise. I deleted something about the company's copyright. You can refer to others:-
New employee training course
First, the four stages of training:
The first stage: quality improvement
The second stage: industry knowledge
The third stage: skill mastery
Stage IV: Report and Acceptance
Second, the necessary skills of employees: 3 recite 5 songs and 8 do 16 lessons.
(1) Recitation (3 recitations): corporate culture of the company.
(2) Songs (5 songs): corporate culture songs of the company.
(3) sign language exercises (8 exercises): 8 sign language exercises.
(4) Courses (16):
Key points: teach new students 16 class and establish "three hearts" (three hearts: confidence in the industry; Confidence in the company; Confidence in whether you can make a difference on the company platform; The second meaning: service consciousness; Brand awareness).
(1) Orientation-Management by Objectives in Life
(2) just psychological education
(3) Introduction to Ming-industry
⑷ confidant-the evolution and development of enterprises
5. Taste-Corporate Culture
[6] Inspection-Market Analysis
(7) Remodeling-Recruitment Management
Politeness-workplace etiquette
(9) Introduction-Commodity Introduction
⑽ Self-knowledge-Park Tour
⑾ Initial development-customer development
⑿ Practice-Understand the whole process of post business functions.
[13] Promotion-Understand the promotion system.
14. Etiquette-Understanding business etiquette services
⒂ selling clothes-do a good job of after-sales service.
[14] Joining the Army-Welcome Ceremony for Newcomers
(5) Psychological investigation (10%): discussion, written examination and field observation.
(six) skills test (60%):
(seven) knowledge survey (40%):
(1) industry knowledge
⑵ Company knowledge
(3) product expertise
(4) Professional knowledge and operational skills
Question 4: What do enterprises need to train? The employee training content of an enterprise is mainly divided into three parts: (1) The knowledgeable employees should know the development strategy, corporate vision, rules and regulations, corporate culture, market prospect and competition of the enterprise; Job responsibilities of employees and basic knowledge and skills of their own jobs; How to save cost, control expenditure and improve efficiency; How to deal with all problems in work, especially safety problems and quality accidents. Such courses should be jointly completed by human resources and department heads, with division of labor and cooperation and mutual supervision. For some rules and regulations and corporate culture, all employees are required to understand, agree and abide by them. Just like Mengniu, if employees don't have a good code of conduct, why can the enterprise develop at a high speed? (2) Skills refer to the ability necessary to meet the needs of work, and skills can only be acquired through continuous practice. Practice makes perfect, just like typing. The more you practice, the more skills you have. The skills that senior cadres of enterprises must possess are the formulation and implementation of strategic objectives and the cultivation of leadership; The management skills of middle-level cadres in enterprises include target management, time management, effective communication, plan execution, teamwork, quality management and marketing management. , that is, the training of execution. Grass-roots staff shall implement the operation according to the plan, process and standards, and complete the training of necessary tasks. (3) Attitude Training Attitude is everything! Without a good attitude, even if you have the best ability, it is useless. The attitude of employees determines their professionalism, teamwork, interpersonal relationship and personal career development, and determines whether they can establish a correct outlook on life and values and shape their professionalism. Most enterprises don't have enough training in this field. Trainer Yu Shiwei thinks that the biggest difference between China enterprises and western enterprises is that our employees are not professional enough. The cultivation of employees' professional quality by enterprises is also pitiful. Many of our executives are not professional enough, let alone middle-level employees. The degree of specialization of employees seriously restricts the development of enterprises. Employees' working attitude should be guided by correct ideas, edified by good corporate culture and encouraged by reasonable system; Appreciate the progress of employees and let them build strong self-confidence; Only when we treat ourselves and enterprises correctly and arrange our work according to their own specialties can we create good performance. Only by helping employees realize their self-worth can enterprises and employees grow together. The impetuousness of society, the defects of education, the distortion of values and people's prejudice against wealth and success have seriously affected the development of enterprises and the progress of society. Whoever can educate and train employees first and guide their attitude will lay the foundation for the success of the enterprise. The training and management of Japanese enterprises, drawing lessons from and absorbing the experience of the United States, combined with their own national conditions, applied and practiced Confucianism in China, so it was very successful. At present, combined with the reality of our country, what SMEs need most is the attitude of employees, such as positive attitude, grateful attitude, team spirit, effective communication and communication etiquette. The application of practical knowledge and tools, such as eight principles of quality management, 5S, seven skills of QC, target management, time management, SWOT analysis, lean production, etc. , are very practical. But many enterprises have not been turned upside down, and these basic trainings have not been done well. It's really a pity to listen to NLP and success.
Question 5: What is the main content of enterprise training?
First of all, according to the classification of trainers
There are induction training for new employees, skills training for key talents, executive training for middle-level personnel and leadership training for senior management;
Secondly, according to the training of teachers:
Conduct internal training or external training.
According to the curriculum system
There are safety training, skill training, special type of work training, time management training, enterprise system training, enterprise culture training, target management training, etiquette training, etc.
Question 6: What is the most important training content of enterprise training in China? The contents of employee training in enterprises are mainly divided into three parts: (1) Knowledge employees should know the development strategy, corporate vision, rules and regulations, corporate culture, market prospects and competition of enterprises; Job responsibilities of employees and basic knowledge and skills of their own jobs; How to save cost, control expenditure and improve efficiency; How to deal with all problems in work, especially safety problems and quality accidents. Such courses should be jointly completed by human resources and department heads, with division of labor and cooperation and mutual supervision. For some rules and regulations and corporate culture, all employees are required to understand, agree and abide by them. Just like Mengniu, if employees don't have a good code of conduct, why can the enterprise develop at a high speed? (2) Skills refer to the ability necessary to meet the needs of work, and skills can only be acquired through continuous practice. Practice makes perfect, just like typing. The more you practice, the more skills you have. The skills that senior cadres of enterprises must possess are the formulation and implementation of strategic objectives and the cultivation of leadership; The management skills of middle-level cadres in enterprises include target management, time management, effective communication, plan execution, teamwork, quality management and marketing management. , that is, the training of execution. Grass-roots staff shall implement the operation according to the plan, process and standards, and complete the training of necessary tasks. (3) Attitude Training Attitude is everything! Without a good attitude, even if you have the best ability, it is useless. The attitude of employees determines their professionalism, teamwork, interpersonal relationship and personal career development, and determines whether they can establish a correct outlook on life and values and shape their professionalism. Most enterprises don't have enough training in this field. Trainer Yu Shiwei thinks that the biggest difference between China enterprises and western enterprises is that our employees are not professional enough. The cultivation of employees' professional quality by enterprises is also pitiful. Many of our executives are not professional enough, let alone middle-level employees. The degree of specialization of employees seriously restricts the development of enterprises. Employees' working attitude should be guided by correct ideas, edified by good corporate culture and encouraged by reasonable system; Appreciate the progress of employees and let them build strong self-confidence; Only when we treat ourselves and enterprises correctly and arrange our work according to their own specialties can we create good performance. Only by helping employees realize their self-worth can enterprises and employees grow together. The impetuousness of society, the defects of education, the distortion of values and people's prejudice against wealth and success have seriously affected the development of enterprises and the progress of society. Whoever can educate and train employees first and guide their attitude will lay the foundation for the success of the enterprise. The training and management of Japanese enterprises, drawing lessons from and absorbing the experience of the United States, combined with their own national conditions, applied and practiced Confucianism in China, so it was very successful. At present, combined with the reality of our country, what SMEs need most is the attitude of employees, such as positive attitude, grateful attitude, team spirit, effective communication and communication etiquette. The application of practical knowledge and tools, such as eight principles of quality management, 5S, seven skills of QC, target management, time management, SWOT analysis, lean production, etc. , are very practical. But many enterprises have not been turned upside down, and these basic trainings have not been done well. It's really a pity to listen to NLP and success.
Question 7: What are the aspects of enterprise training? At present, enterprise training not only pays attention to the improvement of employees' professional skills, but also is very important in many aspects. The following aspects are summarized by Shi Sheng Jucai Training Company: 1. Professional skills training of employees: The professional skills of employees have always been the most concerned issue for most enterprises, and many enterprises often attach importance to work experience in recruitment because of this demand. At the beginning, the training work of most enterprises was also aimed at improving the professional skills of employees, so this work is not a big problem for the current enterprise training work. What enterprises need to pay attention to is to avoid paying attention to only one thing while improving all aspects of training. 2. Training of corporate culture: When it comes to corporate culture, many people often have vague words in their minds. Corporate culture training is indeed somewhat vague, but the importance of corporate culture cannot be ignored. Specifically, corporate culture is not as vague as imagined, and actually plays a very important role. A good corporate culture can enhance the influence of the enterprise, and also play a very good role in promoting employees' sense of belonging in the enterprise. Those enterprises that attract worldwide attention often have their own corporate culture. 3. Long-term development: employees working in enterprises must try their best to stay long enough. Staying long enough doesn't mean fooling around. It's not just that you have to stay in which company long enough, but that you have to stay in your chosen industry long enough. Employees choose industries first, and then enterprises. What was our motivation for choosing this industry? Why are you doing this? Even if I can leave this enterprise one day, I can't leave this industry. The above is the content selection of current enterprise management training, reminding enterprise managers to pay attention to this work, effectively promoting training and ensuring the long-term development of enterprises.
Question 8: What does the training program include? Specifically, a complete enterprise training plan should include the following contents:
(A) the purpose of training
The purpose of training is mainly to explain why employees should be trained. No matter what kind of training plan you design, you should make it clear at the beginning and briefly explain the purpose of employee training. Only by clarifying the purpose of training can we establish the goal, scope, object and content of employee training, and fundamentally determine the scale and degree of various resources involved in training planning.
(2) Training objectives
The goal of training is mainly to solve what kind of standards staff training should meet. Based on the purpose of training, combined with the allocation of training resources, it makes the purpose of training concrete, quantitative, indicative and standardized. The determination of goals can also effectively guide trainers and trainees to master the scales and standards for measuring the training effect, find the answers to complex questions in the training process, further understand themselves and their roles in the organization, clarify the future development and efforts, and lay the foundation for the implementation of the training plan.
(3) Training object and content
Determine the training objectives and contents, that is, clarify who to train, what to train and what kind of training to carry out. This content is generally determined through a series of surveys and comprehensive analysis of work tasks in the analysis of retraining needs. Sometimes, the decision-makers of enterprises are interested in a specific training content, and often lack of in-depth technical analysis of training needs by using quantitative indicators. Therefore, when determining the training target and training type, we need to adopt a variety of systematic and scientific methods to clarify who needs training most, what needs training most, what method to adopt and what nature and type of training to organize.
Scope of training
The scope of enterprise employee training generally includes four levels: individual, grass-roots (team or project team), department (function and business department) and enterprise. Such as apprenticeship training, self-study, job skills training, labor discipline and regulations training, safety production and labor hygiene management, basic cultural knowledge training, computer skills training, public management training, job qualification training and so on.
(5) Training scale
The scale of training is influenced by many factors, such as the number of people, the location, the nature of training, tools and costs. If it is only for individual training, there is no need to set up a special teaching class, only need to provide training equipment, methods, procedures, teaching materials and other teaching conditions and instructors. If the number of trainees is large and the training time is long, it is necessary to consider the training place, accommodation, teachers, teaching materials, methods and procedures, formulate the necessary attendance system, schedule of work and rest, and form temporary student associations and organizations and management institutions. Under normal circumstances, professional training with high technical requirements is not very large; Lectures with celebrities can be expanded in scale; If lectures, discussions, case studies and role-playing are adopted, the training scale should be controlled within a certain range.
(6) Training time
The training schedule is influenced by the scope, object, content, method and cost of training and other factors related to training. For example, special reports can generally be arranged for half a day to one day; More complex training content generally requires key training, and the time needs to be specified according to the training content. For another example, continuing education characterized by improving job skills generally arranges students to study on weekends or in stages.
(7) Training places
Training places generally refer to the areas and training places where trainees receive training. Such as personal job skills training, generally arranged in the work site or workshop; Other types of training can be arranged in the workplace or in specific places, such as training centers, laboratories of vocational schools, computer rooms, classrooms, etc.
(8) Training expenses
Training cost, that is, training expenses, refers to all the expenses incurred by an enterprise in the process of employee training, including the preparation work before training, the implementation process of training, and the effect evaluation after training. The training fee consists of the following two parts:
1. Direct training expenses refer to the sum of all expenses of trainers and trainees during the implementation of training organization. For example, the cost of training teachers, transportation and accommodation for students, rental of classroom equipment, printing and purchasing of teaching materials, and other expenses in the process of training implementation.
2. Indirect training cost refers to the sum of all expenses paid by enterprises outside the implementation process of training institutions. Such as the design cost of training project, the management cost of training, the salary and welfare of students during training, the evaluation cost of training project, etc.
The training plan shall be accounted according to the direct and indirect training costs, so as to be reported and approved. & gt
Question 9: What are the contents of enterprise training for employees? The training of new employees should include four courses: will training, cognitive training, vocational training and skill training.
Will training The form of will training is mainly military training, which aims to cultivate new people's hard-working spirit, simple and diligent style and sense of teamwork.
The length of military training needs to be determined according to the actual situation of the enterprise, but at least one week and at most one month is appropriate. There is too little time, and the new employee is over before he enters the state. Too long time will cause employees' boredom, and the cost of enterprises will increase greatly.
During military training, it is suggested that it should not be used for military training at night, but should be used for various activities to enrich life and dilute the boring feeling of military training. For example, speech contests, debate contests and small get-togethers can be held in combination with the actual situation of enterprises, which can not only strengthen the familiar communication between new employees, but also discover some outstanding talents for enterprises.
Cognitive training
Cognitive training mainly includes the general situation of the enterprise, the introduction of the main managers of the enterprise, the enterprise system, the employee code, and the promotion of corporate culture. The learning method is centralized training, and lectures are given by company managers and human resources departments. Cognitive training is mainly to help new employees understand the enterprise comprehensively and accurately, so as to find their own position in the enterprise as soon as possible.
The cognitive training lasts for 2 days. It is recommended to add 1 day to lead new employees to visit the company's factories or representative places and arrange discussions and exchanges. After the cognitive training, cognitive tests must be conducted to strengthen employees' memory and understanding of the basic knowledge of the enterprise.
Vocational training
Vocational training is to make new employees, especially students who have just left school, complete the role transformation and become a professional employee. Its contents mainly include: social etiquette, interpersonal relationship, communication and negotiation, scientific working methods, career planning, stress management and emotional control, teamwork skills, etc. The training mode is centralized training, and lecturers can conduct it internally and externally according to the actual situation of the enterprise.
It should be noted that the forms of vocational training must be diversified, and it is not appropriate to use preaching, but to use interactive methods as far as possible, so that new employees can understand what they have learned in the process of interaction, so that they can use it freely in their future work. Of course, the assessment can still be carried out at the end of vocational training, and it is recommended to adopt an open assessment method, such as examination paper or scenario simulation.
Skills training
Skills training is mainly based on the professional skills training of new employees who are about to take up their posts. Nowadays, the "tutorial system" of many enterprises is one of the manifestations of skill training.
Personally, there are two training modes for skills training: one is centralized training, that is, training new employees with the same or similar job skills requirements together can expand the spread of skills and save training costs, but communication is difficult to go deep, and centralized training is only suitable for a certain number of people; One is decentralized training, that is, skilled old employees guide new people in corresponding positions and determine the guidance responsibility system. An old employee can coach one or more new employees. But in practical work, we often combine these two training modes to make skills training better.
Question 10: What kind of training does an enterprise need for its employees? (1) The knowledge they should know is mainly that employees should know the development strategy, corporate vision, rules and regulations, corporate culture, market prospects and competition of the enterprise; Job responsibilities of employees and basic knowledge and skills of their own jobs; How to save cost, control expenditure and improve efficiency; How to deal with all problems in work, especially safety problems and quality accidents. Such courses should be jointly completed by human resources and department heads, with division of labor and cooperation and mutual supervision. For some rules and regulations and corporate culture, all employees are required to understand, agree and abide by them. Just like Mengniu, if employees don't have a good code of conduct, why can the enterprise develop at a high speed? (2) Skills refer to the ability necessary to meet the needs of work, and skills can only be acquired through continuous practice. Practice makes perfect, just like typing. The more you practice, the more skills you have. The skills that senior cadres of enterprises must possess are the formulation and implementation of strategic objectives and the cultivation of leadership; The management skills of middle-level cadres in enterprises include target management, time management, effective communication, plan execution, teamwork, quality management and marketing management. , that is, the training of execution. Grass-roots staff shall implement the operation according to the plan, process and standards, and complete the training of necessary tasks. (3) Attitude Training Attitude is everything! Without a good attitude, even if you have the best ability, it is useless. The attitude of employees determines their professionalism, teamwork, interpersonal relationship and personal career development, and determines whether they can establish a correct outlook on life and values and shape their professionalism. Most enterprises don't have enough training in this field. Trainer Yu Shiwei thinks that the biggest difference between China enterprises and western enterprises is that our employees are not professional enough. The cultivation of employees' professional quality by enterprises is also pitiful. Many of our executives are not professional enough, let alone middle-level employees. The degree of specialization of employees seriously restricts the development of enterprises. Employees' working attitude should be guided by correct ideas, edified by good corporate culture and encouraged by reasonable system; Appreciate the progress of employees and let them build strong self-confidence; Only when we treat ourselves and enterprises correctly and arrange our work according to their own specialties can we create good performance. Only by helping employees realize their self-worth can enterprises and employees grow together. The impetuousness of society, the defects of education, the transformation of society, the distortion of values and people's prejudice against wealth and success have seriously affected the development of enterprises and the progress of society. Whoever can first establish a lofty position through education and training and guide the attitude of employees will lay the foundation for the success of the enterprise. The training and management of Japanese enterprises, drawing lessons from and absorbing the experience of the United States, combined with their own national conditions, applied and practiced Confucianism in China, so it was very successful. At present, combined with the reality of our country, what SMEs need most is the attitude of employees, such as positive attitude, grateful attitude, team spirit, effective communication and communication etiquette. The application of practical knowledge and tools, such as the eight principles of quality management, the seven technologies of 5S, PDCA and QC, the four-level principle, target management, time management, SWOT analysis and lean production, are very practical. But many enterprises have not been turned upside down, and these basic trainings have not been done well. It's really a pity to listen to NLP and success.