Supermarket employee training speech 1 Many enterprises only want to dig talents from other places, but they don't want to cultivate their own pillars. Since talented people can be poached from other places, they are likely to be poached sooner or later. Corresponding to the lack of trust in talents in enterprises, it is necessary to create a lack of loyalty to enterprises. In enterprises in high GDP countries in Europe and America, the focus of human resource management is how to retain talents, while enterprises in some low GDP countries in the Asia-Pacific region pay too much attention to how to recruit talents. Our enterprises pay too little attention to the training of employees and invest too little in retaining employees. For example, employees in many enterprises have no communication platform, and the information of enterprises lacks transparency. It is difficult for employees to participate in decision-making and it is difficult to combine their own destiny with the long-term development of enterprises.
When it comes to how to improve the quality of employees, I think this problem is only the appearance for a long time. In our industry, it is very important to improve the quality of employees at this stage, but the deeper and more important feeling lies in the improvement of the quality of decision makers and managers themselves. Why do you say that? First of all, there is an unavoidable fact that our operators, especially entrepreneurs who have worked in this industry for many years and accumulated some experience, have also adapted to the survival of this industry in the past specific industry environment, and they also have some thinking habits and behavioral characteristics of the industry, which requires our understanding and attention.
At the same time, we should strive to get rid of some negative habits in decision-making and management, and fully arm and enrich ourselves with modern enterprise management ideas. Because "now is not the time." Secondly, there is a saying in management theory that an enterprise, just like a person, also has a case of * *, and the personal case of * * is analogized to the corporate culture of the enterprise. The thinking and behavior characteristics of an enterprise decision-maker will directly determine and influence the behavior impression of subordinates and enterprises in the public. For example, if the decision-makers or managers of an enterprise are usually impatient, then we can imagine that the characteristics and behavior appearances of the management and executive layers at all levels of the enterprise will be stable. Moreover, we all know the meaning of "one tiger leads a flock of sheep" and "one sheep leads a flock of tigers". All these directly show that the premise of improving the quality of employees must be that our decision makers and managers first comprehensively improve their own quality.
While improving the quality of decision makers, I feel that improving the quality of employees is most closely related to the human resource management level of an enterprise. What we usually hear is how to improve customer satisfaction. However, one-sided pursuit of customer satisfaction can easily lead to neglect of employee satisfaction. We should know that the whole process of enterprise market behavior reflects the leading role of employee participation from beginning to end. Under the guidance of this idea, giving priority to inspiring employees' loyalty and enterprising spirit and creating a happy and comfortable working environment for everyone has become the primary factor for enterprises to gain advantages in the long-term competition. But the current reality is that in the eyes of some enterprise decision makers, China is now a country with a serious surplus of human resources.
They think that China lacks everything, that is, talents, because there are a large number of skilled employees in the market waiting for opportunities to choose from; On the other hand, if enterprises invest in employee training, employees will fly away when they grow up, and enterprises will not become training departments of other enterprises. Therefore, many enterprises only want to dig talents from other places, but they are unwilling to cultivate their own pillars. Since talents can be dug up from other places, they are likely to be poached by others sooner or later. Corresponding to the lack of trust in talents in enterprises, it is necessary to create a lack of loyalty to enterprises. In enterprises in high GDP countries in Europe and America, the focus of human resource management is how to retain talents, while enterprises in some low GDP countries in the Asia-Pacific region pay too much attention to how to recruit talents. Our enterprises pay too little attention to the training of employees and invest too little in retaining employees. For example, employees in many enterprises have no communication platform, and the information of enterprises lacks transparency. It is difficult for employees to participate in decision-making and it is difficult to combine their own destiny with the long-term development of enterprises.
According to the well-known principle that man is the most active factor in productivity. The human capital investment index of an enterprise is directly proportional to the enterprise's benefit, which shows that by increasing human capital investment, enterprises have finally contributed to a virtuous circle of "increasing human capital investment-improving the quality of employees-increasing loyalty and contribution rate to enterprises-improving enterprise's benefit-continuing to increase human capital investment". On the other hand, if enterprises are worried about becoming the training departments of other enterprises, eager to turn other enterprises into their own training departments, and only think about how to poach the talents trained by other colleagues all day, the result will inevitably be a vicious circle of "enterprises do not actively invest in human capital-the quality of employees is not improved quickly-they lack loyalty and contribution to employees-enterprises are inefficient-they are not attractive to employees-enterprises suffer from talent investment phobia".
Then, in the specific training of employees' quality, it is considered that it is necessary to carry out comprehensive and effective training from the aspects of employees' values, outlook on life, cultural quality, technical quality, ideological quality, innovative quality, moral level, communication ability, code of conduct, team spirit and the unique artistic quality of the industry, so as to create a positive corporate culture according to the characteristics of their own enterprises, form their own core competitiveness and maintain strong and lasting competitiveness in the fierce market competition.
We often say that whether a company has a future depends on three things: "first, whether it has a good product should be whether the final result of all its operations can be accepted by the market;" The second is whether there are good leaders, which means it is difficult for this company to maintain stable development in the future; The third is whether there are a group of good employees, which is an important basis for the company to take the initiative in the competition and develop successfully. "
Here is mainly about the role of employees in the development of the company.
In many people's minds, a so-called successful enterprise is mainly because the enterprise has a good leader, that is, now we often see big photos of people who turn to newspapers, and then these people should also talk about their experiences as "VIPs" on some occasions, but we should see that there are often a large number of people standing behind him, some of whom have made great strides and some are unknown, but it is undeniable that their.
Some of our managers and leaders are often confused by the morale of their subordinates. Let's discuss the morale of employees here.
Generally speaking, the lack of staff morale is related to low productivity, morbidity and rising turnover rate. Therefore, improving morale can improve employees' productivity and job satisfaction, reduce pressure and reduce turnover rate.
There are several ways:
A great fairy once said that the environment has an inestimable influence on people's psychology. The environment here not only refers to the natural office environment, but also includes the artificial "psychological environment".
It is suggested that the manager of each company should seek the opinions of interior decorators to see how the furniture should be arranged, what kind of furniture can create a suitable corporate image and a pleasing environment, what kind of floor or carpet should be used, and how to deal with the windows. And consider whether the color of wallpaper or paint is ideal. It is well known that color matching can affect mood.
The next thing to consider is how to solve the problem of "psychological environment".
The first is to reduce noise. In the change of natural environment, experts believe that noise can easily cause tension and reduce the ability of concentration.
The best way to reduce noise is to install sound insulation board. Increasing attention will lead to greater creativity and more innovation.
Similarly, for the construction of "psychological environment", noise refers to different voices that are not conducive to internal unity and employee progress. For example, after frequent employee turnover for a period of time, there are rumors such as "whether to close down" and "change" within the company. What leaders should do is to clean up some noise and make some powerful explanations for the current phenomenon, that is, the so-called "reassuring person"
It is important to provide enough working space for every employee.
Narrow space makes people nervous, which leads to faster heart rate and higher blood pressure, and some people even have a heart attack. It is impossible to change the space around everyone, but at least try to keep some places spacious and quiet, and set up some public places for employees to catch their breath.
Note that it is very important to provide public space. These public places should at least have some small chairs for employees to strengthen communication during rest. The purpose of this setting is to prevent isolation and separation between colleagues and the whole company.
In the construction of "psychological environment", a good space can also make employees have a good change in their work. Some companies think that employees are just "working" unconsciously, so they behave arbitrarily in some companies' decision-making, especially in some events related to employees' interests. This is actually not a good practice, at least from the perspective of the impact on employee morale.
In a certain sense, the construction of space also includes giving employees a good working space: whether all necessary facilities are ready; Whether there is a good development space: whether there will be good opportunities and opportunities for progress in the process of everyone's development; Is there any room for good suggestions: will you adopt suggestions that are useful to the company?
Good space is easier said than done.
Sending a thank-you letter shows that you have noticed the contribution of employees to their work. This kind of investment is not expensive, so you can have loyal and productive employees. If you can't show it in material interests, at least in spirit, you can issue some achievement certificates to outstanding employees, which can be a source of pride for your employees. We see that the leaders of some companies are often reluctant to say something positive, because they don't know what they think. In fact, sometimes a word of praise can boost employees' morale more than dozens of awards.
At the same time, as a leader, remember: don't be a ruler. The image of a manager as a ruler will cause dissatisfaction among employees. A more effective way to delegate tasks is to create the image of "we work together". You can send an anonymous inquiry form at an appropriate time, asking for new ideas and current dissatisfaction. And get something useful from it. Being an active listener is the most important quality, which can prevent mistakes that lead to huge losses and help others know that you understand their concerns.
Organize company activities and encourage participation, such as annual picnic, ball games, Christmas activities, etc. Provide home care benefits, including child care, flexible working hours or working at home with a computer. Issue holiday cards to all employees. Reduce their sense of estrangement between work and the company.
Finally, and most importantly, if we want to improve the productivity of employees, we should tell them about their work results and incorporate them into the whole production process. In this way, employees can see the computable results and contributions to the company. This is more advantageous than just letting employees work on the production line without the sense of participation in the whole production.
At present, the high turnover rate of employees poses a threat to production and increases the cost of employers, so it is a good business sense to satisfy the current employees. At the same time, doing so can usually have another consequence, which is to make employees' morale higher and their mentality more positive.
Speech on supermarket staff training 2 Leaders and colleagues:
Hello everyone!
Everyone is very happy, and my passion has been ignited again. I don't know if this is fate or if my efforts have paid off. As a squad leader in the mobile talent training base, I received a one-year systematic training from China Mobile Meizhou Branch, managed the operation of five departments of the training course, and planned a large number of data business activities of the mobile company. The practical management experience of the training class makes me feel that I am particularly suitable for everyone's music class. Everyone's music class needs not the best talents, but the most suitable students, who only need to agree with everyone's music.
After my junior year's retirement next semester, I began to launch a fierce attack on my favorite supermarket industry, especially when I learned that all China people are willing to fight against the myth of Carrefour in Nanshan. I decided to fight for everyone's happiness. In order to prepare for everyone's happiness, I have carefully read many supermarket books and got a profound and comprehensive understanding of supermarkets.
At the same time, I have worked in a mobile company for one year and have a deeper understanding of the nature of the service industry. I also worked in Shenzhen Rongshengyuan Supermarket for two months this summer vacation, which not only fully exposed me to the basic work and emergencies of the cashier department, but also involved the related work of the purchasing department, fresh food department, fruit department, grocery department and loss prevention department. I can proudly say here that neither my theoretical knowledge of supermarkets nor my practical experience in supermarkets are at the starting point. It's not a job for me, but a career. I hope I can achieve my goal as soon as possible and make my own contribution to everyone's happiness.
First of all, I really care about and respect employees psychologically, I really think about employees, and I really hope employees can make progress. On this basis, we should carry out targeted ideological communication and business training for employees, solve employees' ideas, set clear development goals, and really stimulate employees' initiative and enthusiasm, and then let employees know how to do it through business training.
How to do it better. In the management of work, we should always be strict. As long as we make mistakes in principle, we will never condone them. In this way, employees can be motivated from the inside and play a role from the outside. However, people are constantly changing and developing, and the management of personnel will also change and develop accordingly. This requires keeping a clear head, constantly learning and improving, and giving full play to the team's full potential.
Speech on supermarket staff training 3 Dear colleagues:
Hello everyone!
Today is your first day to report to the supermarket, which means that you will become a member of the supermarket family.
First of all, on behalf of the board of directors and the general manager's office of the supermarket, we would like to extend a warm welcome to you. I hope you will work hard in this study and training, and you will really gain something from it. Lay a solid theoretical foundation for entering the post in the future, and organically combine theoretical knowledge with practical work in the future to improve and innovate in practice. Only by innovation will our supermarket be greatly improved; Only by innovation can our supermarket develop greatly. On the other hand, only by innovation can you feel that your self-worth has been realized and your comprehensive quality has been comprehensively improved.
Our supermarket is a company that strives for development through progress and growth through development. The predecessor of the company is cosmetics co., ltd, which was established in. After years of efforts, Cosmetics Co., Ltd. has a high reputation in the business circles of this city, especially in the field of cosmetics. At present, we have four cosmetics chain stores.
In order to make our brand bigger and stronger, meet the needs of consumers and improve people's quality of life, 1 month, I overcome many difficulties and promote it through public opinion. Near the North Station overpass, our company's first supermarket opened smoothly. After more than one year's operation, with the concerted efforts of all the staff in Qi Xin, the benefits are considerable.
In order to further expand our scale and economies of scale, our company's largest store will also open in full dress on 1 month 1 day, which will be the largest and most functional community supermarket in this city and the first "fresh and enhanced" community supermarket, which is a turning point for our company's development and growth.
Our supermarket will take the development strategy of "based on the community, expanding the town" and the service tenet of "making friends with customers", and create marketing space according to the business philosophy of "high starting point, strict management, avoiding strong hands and steady development".
Our goal is clear, our thinking is clear, and our planning is scientific and reasonable. In 2008, we opened two stores with sales reaching 10,000 yuan. In XX, we will open five stores with sales reaching 1 10,000 yuan. In XX, we will open 8 stores with sales reaching 1 100 million yuan. By XX, we will open four stores with sales reaching 1 100 million yuan.
Strive to become a city star service enterprise.
I believe that our choice is very correct and our target positioning is also very accurate. As long as we work together in Qi Xin, we will succeed.
Do you have confidence?
I chatted with a friend who is 20 years younger than me the other day.
He asked me if I would like to change my social role with him, so that he would be older and become the chairman of the supermarket, while I would be younger and become an ordinary employee. I answered him categorically and without hesitation. I did, and I was willing.
Because youth means new hope, a new starting point and a new goal in life. With hope, success is half done, which can reflect new life value and create new social value.
Years ago, I was as ordinary as everyone else, and my life was bumpy.
I was born in the countryside. After graduating from high school, at the age of 18, like most rural youths, I returned to my hometown to farm. I have done watch maintenance, electrical maintenance and art decoration. Later, I worked as an assistant general manager in an industrial group company in Hong Kong, responsible for the following renovation projects. I contacted and experienced modern enterprise management in Wanbang Group Company, which provided emotional teaching materials for me to manage my own company later.
A year later, I quit my high-paying job, engaged in cosmetics trade, and later engaged in futures trading, and started my entrepreneurial journey.
The process of learning to walk is unforgettable.
When the cosmetics company was booming, I resolutely left the "big boss" and went to Shenzhen and Zhuhai to work alone. This time, it is mainly to learn and introduce the advanced management concepts and scientific management methods of foreign-funded enterprises. Practice has proved that my choice at that time was correct.
Due to proper management, the company continued to make profits and accumulated funds, I came up with new ideas. Only when I have tried will I know the taste of success, so I confidently put myself into the competition in the supermarket industry. I believe that with everyone's support and efforts, the prospects of supermarkets will be very broad and the future will be very bright.
The five-day study and training from today, in a sense, is the beginning of cultivating, discovering and developing talents in our company.
The supermarket will give you as many stages as possible, which is also an excellent opportunity to show yourself. I hope that all comrades will cherish this opportunity, obey the teacher's arrangement, make positive progress, study hard, complete the training task with high quality, play the work style of not being afraid of hardship and fatigue, and dare to lead, learn to enjoy it and move towards success.
Finally, I wish you good health and academic progress. I wish the first phase of study and training in the supermarket a complete success.
Thank you all.
Four people happily came to the supermarket staff training speech, and my passion was ignited again. I don't know if this is fate or if my efforts have paid off. As a squad leader in the mobile talent training base, I received a one-year systematic training from China Mobile Meizhou Branch, managed the operation of five major departments of the training course, and planned a large number of data business activities of the mobile company. The practical management experience of the training class makes me feel that I am particularly suitable for everyone's music class. Everyone's music class needs not the best talents, but the most suitable students. Only by recognizing the corporate values of music for all, can we truly regard customers as the only reason for our existence and dedicate our hearts to music for all.
After my junior year's retirement next semester, I began to launch a fierce attack on my favorite supermarket industry, especially when I learned that all China people are willing to fight against the myth of Carrefour in Nanshan. I decided to fight for everyone's happiness. In order to prepare for everyone's happiness, I have carefully read many supermarket books and got a profound and comprehensive understanding of supermarkets. At the same time, I have worked in a mobile company for one year and have a deeper understanding of the nature of the service industry. I also worked in Shenzhen Rongshengyuan Supermarket for two months this summer vacation, which not only fully exposed me to the basic work and emergencies of the cashier department, but also involved the related work of the purchasing department, fresh food department, fruit department, grocery department and loss prevention department. I can proudly say here that neither my theoretical knowledge of supermarkets nor my practical experience in supermarkets are at the starting point. It's not a job for me, but a career. I hope I can achieve my goal as soon as possible and make my own contribution to everyone's happiness.
First of all, I really care about and respect employees psychologically, really think about employees, and really want employees to do something.
Improve. On this basis, we should carry out targeted ideological communication and business training for employees, solve employees' ideas, set clear development goals, and really stimulate employees' initiative and enthusiasm, and then let employees know how to do it through business training.
How to do it better. In the management of work, we should always be strict. As long as we make mistakes in principle, we will never condone them. ambassador
Only when the workforce has internal motivation and external combat effectiveness can it produce benefits.
However, people are constantly changing and developing, and personnel management will also change and develop accordingly, which requires keeping a clear head.
Keep learning and improving, and give full play to the full potential of the team.
Speech on supermarket staff training 5 Dear colleagues:
Hello everyone!
First of all, thank you very much for the collective training of our new employees. I am also honored to attend this training. As the first employee of the company, I am deeply honored and proud ... This shows that the company attaches importance to the pre-job training of our employees and embodies the strategic policy of "attaching importance to talents and cultivating talents". For me who just set foot in the service industry, I also cherish this opportunity.
After half a month's training, I completely broke the idea that this was a very boring process before training, and I was not interested in the service industry, and gradually became interested in service. As a popular consumer group, I think the most important thing is that service is an industry full of challenges and self-improvement, which is closely related to life.
The training content of half a month is mainly: military training, related corporate culture and introduction of the company's basic operation. Especially after listening to teacher Wang's explanation, we all benefited a lot. The course content is lively and interesting. While we explain the corporate culture, we also incorporate a lot of extensive knowledge closely related to our work and life, so that we can understand the basic operation process and corporate culture of the company in a short time. Enterprise status, etc. , let us have a deeper understanding of the company, let us adapt to our jobs faster, better understand our responsibilities, let us have confidence in our future work, give full play to our initiative, make good use of the company's superior resources to create benefits for the company, and the rapid development of the company is also our personal development.
Through training, I really understand what service is. What are values? What is professionalism? As well as many principles and methods of dealing with people, so as to compare with my previous self, realize my own shortcomings and improve them in time, which is very beneficial to my future work and personal development.
Supermarket is a popular service industry. Before, I just thought it would be ok as long as I could sell the goods. After training, our service awareness has been strengthened, because the competition in supermarkets is no longer the competition of commodity prices, but depends on your service attitude. Service is a science now, with many skills and methods. How to serve customers well? In particular, it is necessary to carry out the smile service that Teacher Wang said. Our employees should have team spirit, and our every move represents the culture and image of the company rather than individuals.
In terms of professional attitude, let's be clear: we don't work for the company, let alone for the boss. Each of us works for ourselves.
This is the company's first training. From the effect of training, we can see that the company attaches great importance to training. General manager Wang and the trainers have made a lot of preparations, so that we can fully feel the company's responsible attitude and good intentions towards employees during the training, so that we can achieve mastery through a comprehensive study, and we will correct our mentality and work harder in the future! More confident!