Pre-service training-domestic and international situation
The most developed pre-job training in the world is the United States and Japan, and the domestic pre-job training has not yet formed a system. Compared with the United States, Japan and other developed countries, China's pre-job training lags behind for about 20 years. Most countries generally begin after graduating from junior high school or high school, and the training target is junior high school students or high school students who fail to enter the first grade school. In European countries, people attach great importance to vocational education and training. Many young students voluntarily receive vocational education or training after graduating from junior high school and senior high school. The expenses of pre-service education or training are generally borne by families or individuals. In terms of pre-service education, Germany, the United States and Austria have their own characteristics. Germany pays attention to secondary vocational training and is characterized by a dual-track system. The focus of the United States is higher vocational education, which is characterized by the diversification of vocational training institutions based on community colleges. Vocational education in Austria is also dominated by secondary vocational education, which is characterized by the combination of dual-track system and simulated company system. China's pre-service education and training is mainly aimed at college graduates and newcomers in the workplace. Japan is ahead in the research of pre-service education, and its pre-service training is also very developed. The so-called "induction training for new employees" is highly valued by Japanese companies. The most famous Japanese pre-job training is PHP College founded by Kōnosuke Matsushita. South Fuji Industrial Co., Ltd. has also been committed to the practice of pre-job training, and its pre-job training in South Fuji is quite influential in China.
Pre-job training-background
In the so-called personnel management system of teaching, examination, training and application, training is the premise of personnel appointment. Part of junior high school advanced training implemented by training institutions such as labor preparation training and technical schools belongs to pre-service training. The labor reserve system refers to a new training and employment system established and implemented by the state to improve the quality of young workers, cultivate the labor reserve army and promote the employment of young workers. According to the relevant regulations of the state, starting from 1999, the labor reserve system has been widely implemented in cities and towns across the country, and new laborers and other job seekers have been organized to receive 1-3 years of vocational training and vocational education before employment, so that they can obtain corresponding vocational qualifications or master certain vocational skills, and with the guidance and help of national policies, they can achieve employment through the labor market. In addition, workers who want to engage in the occupations stipulated by the state (mainly occupations (jobs) with complex technology and wide versatility, involving state property, people's life safety and consumers' interests) must undergo pre-job training and obtain professional qualification certificates before they can get employment. Under the premise that the employment situation is increasingly severe and the demand of school education and enterprises is out of touch, it is also an important task for schools and governments to do a good job in general pre-job training between school education and enterprise recruitment.
Pre-job Training-Category
According to the practice of domestic training industry, pre-job training can be simply classified as follows: according to the content, it can be divided into career planning training, vocational skills training and vocational literacy training. Among them, career planning education is the most mature in theory, vocational skills education is the most mature in practice, and the most far-reaching professional literacy training has just started. According to the audience, it can be simply divided into pre-job training for students and induction training for new employees, among which pre-job training for students is mainly aimed at college students. The pre-service training of students focuses on cultivating self-awareness, job-seeking skills, general professional quality and general ability. Orientation training for new employees focuses on more targeted training according to the industry where the target enterprise is located and the positions where the target students are located.
Pre-job training-content
The content of pre-service training varies according to different objects. The content of students' pre-service training is relatively basic, but it is also the most important. Generally, the training content is determined by referring to the recruitment requirements of well-known foreign companies such as Procter & Gamble, McKinsey and Panasonic. For example, self-awareness, personal etiquette, social etiquette, workplace communication, effective implementation, spinach principle, official document writing, initiative, responsibility, teamwork, time management, goal setting, customer awareness, quality awareness, cost awareness, network development, sales basis, etc. 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. Some enterprises regard this content as too simple, and often only send some manuals or show them to new employees around the enterprise. This kind of training can't achieve the expected effect. When new employees move from one environment to another, they will often be impacted by various aspects, such as the coordination of interpersonal relationships, the incompatibility between knowledge and experience and work, the gap between ideal and reality, and so on, and they will feel greater pressure. This leads to employees' inability to devote themselves wholeheartedly in practical work, which is not conducive to the operation of enterprises and the development of employees themselves. Therefore, pre-job training can not be ignored. The time of pre-job training can generally be about one week, but each enterprise's situation is different, and it can be arranged by itself to achieve the intended purpose.