The training of new employees in enterprises mainly includes two parts: one is basic education, and the other is behavior training.
1. The main contents of basic education include: explaining enterprise history, rules and regulations, enterprise culture, new knowledge, new skills and new concepts related to enterprises, etc. Through basic education, the comprehensive quality of new employees has been improved and the training has achieved the goal.
2. The main contents of behavior training include: being familiar with the work flow, explaining the current situation and development goals of the enterprise, and learning the work manual. In order to cultivate employees' sense of belonging to the enterprise, help employees adapt to the new environment and integrate into the corporate culture.
Extended data
In the process of pre-job training, formal and systematic pre-job training tracking is necessary. The follow-up content is to conduct a comprehensive review of each new employee to find out whether the content of pre-job training has been truly understood and mastered, and simply repeat it if necessary.
The direct supervisor of the average employee should work in the new employee! Tianhe! Follow-up investigation will be conducted after weeks, and the human resources management department will work for employees for a long time (for example! A month later) to investigate. The general survey method is to hold a discussion between the representatives and supervisors of new employees, or to conduct a questionnaire survey of all new employees. The contents of the survey are as follows:
1) Whether the pre-job training activities are appropriate, and whether the educational places, documents and presentations make new employees have a correct impression on the enterprise.
2) Whether the educational content is easy to understand. If new employees of various occupations and backgrounds receive pre-job training together, it is necessary to know whether the content and style of pre-job training activities are universally applicable and easy to understand and accept.
3) Whether the training activities are interesting, how flexible the training activities are, whether the content of pre-job training helps employees communicate with others, and whether they can adapt to the changes in the business scale of the enterprise.
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