I. Purpose

1. Let new employees know about the general situation, rules and regulations and organizational structure of the group, so that they can adapt to the working environment more quickly.

2. Familiarize the new employee with the job responsibilities, workflow and the company's expectations of him.

3. Let the new employees know the basic quality of the industry related to their work, cultivate the problem-solving ability of the new employees, and provide ways to seek help.

Second, responsibilities:

1, Human Resources Department:

Responsible for designing the unified training courses of the Group;

Responsible for regularly optimizing the course content;

Responsible for organizing unified training course implementation, effect evaluation and training file management;

Training is organized and implemented by the training specialist, and all departments must cooperate and support.

2. The employing department:

Responsible for the compilation of professional course courseware;

Cooperate with the training implementation process and teach;

3. Newcomers: They must attend various training courses arranged by the Human Resources Department and its departments and take part in the assessment.

Three. Training program

According to the working environment and procedures, the pre-job training for new employees is divided into three stages:

1, unified training of group headquarters.

2. Department professional training.

3, work guidance training

Four. Pre-job training course system (see course content for details)

(I) Training of Group Headquarters

1, company profile, understand the business scope and work items of various departments of the enterprise.

2. Corporate culture and development history.

3. Introduce the company's main management system.

4. Introduce the characteristics of functional positions.

5. Introduce relevant industry norms, standards and safety knowledge.

6. Introduce corporate culture and requirements for employees' moral sentiments and etiquette.

(two) professional skills training, professional backbone teaching in person, the head of the department is responsible for the training content.

(3) Training focuses on "should know" and "should know" training, and its requirements are as follows:

1, daily work of the post and possible temporary business.

2. Basic knowledge, skills and working methods for future work.

3. Time planning and time management.

4. Comprehensive evaluation of task completion.

Verb (abbreviation of verb) The implementation process and requirements of training institutions

All training is carried out with reference to the following process, which can be adjusted appropriately according to the specific situation.

(a), courseware production, head and lecturer

1. The Human Resources Department timely issues courseware production requirements to the heads of relevant departments according to the specific training needs, and the heads of departments elect courseware developers (usually courseware developers are training lecturers) according to the specific requirements of the course.

2. Courseware developers must submit the first draft of courseware (followed up by the training specialist) within 7 working days after receiving the task of courseware production, and submit it to the courseware review team for review. The review meeting will enter the group training database for standby through courseware, organize the first training when there is training demand for this course, and then modify the courseware in time according to various questionnaires and students' opinions after trial, so as to be on standby at any time.

3. The members of the courseware review team are composed of corresponding technicians (usually department managers), course demanders, human resource trainers, managers and directors. Evaluate the content from the aspects of accuracy, rationality, fit with training needs and visual experience (see the training courseware audit form for details).

(2), training organization personnel

1. Confirm the list of teachers

2. Material preparation: training sign-in form, lecturer satisfaction questionnaire, student satisfaction questionnaire, student self-evaluation form, training computer and courseware;

3, determine the training time and place, notify the relevant personnel to participate in the training;

4. After the training, issue questionnaires and recycle them;

5, training and assessment, recycling test papers;

6. End of training

7. Evaluate the questionnaire and generate an evaluation report.

8, marking, record the training results

9. Inform participants of the evaluation results.

(iii) Participant departments

The department where the trainees belong shall notify the relevant personnel to participate in the training according to the requirements of the training organization department, and make reasonable arrangements for their work, and shall not affect their normal work because of the training.

(4) Participants

1. Participants must arrive at the training site according to the specified time and maintain normal training and learning conditions.

2. All trainings must be signed in, and signatures on behalf of others are not allowed, otherwise it will be recorded as absence.

3. In the process of training, we must listen carefully and speak actively to achieve the training purpose and not disturb the training order.

4. After the training, you must take part in the relevant evaluation.

Sixth, the course time.

1, regular group introduction and system discipline every Friday;

2, "quality and production safety", "fire safety", "factory visit", "professional quality" and other group unified training once a month;

3. The training of newcomers in each department must be completed before the newcomers are full-fledged, and the time can be appropriately adjusted according to specific needs. After each training, the training sign-in form is submitted to the training specialist of the Human Resources Department together with the assessment records, and the training sign-in form is the only attendance record of all trainings;

Seven. Assessment and evaluation

1. The Human Resources Department regularly implements the unified training plan of the Group and ensures the quality;

2. The employing department should conduct targeted training for newcomers in different positions, and the training of each department should be completed before the newcomers become full members, and the quality should be guaranteed. After the training, the assistant should promptly feed back the training evaluation results to the training specialist of the Human Resources Department, who is responsible for inputting the training results;

3. Newcomers must attend the arranged training courses within the specified time and shall not be absent. If you can't attend the training due to special reasons, you should ask for leave from the training organizer in time, and you should not be absent without reason, otherwise it will be treated as absence.

4. Newcomers must participate in the assessment corresponding to the training and get credits. All course credits are 5 points, and those who pass the examination are 5 points. Those who fail must make up the exam, and no credits will be issued for the make-up exam.

5. The total credits of new employee training shall not be lower than the total credits required by the corresponding positions. For the total credits, please refer to the pre-job training courses (i.e. the number of courses to be attended for the corresponding post × 5).

6. After the induction training of all new employees is completed, the training specialist fills in the Pre-job Training Record Form for New Employees, submits it to the direct supervisor of new employees for comprehensive evaluation, and feeds it back to the Human Resources Department for filing after evaluation.

Eight. See the table of training tools for the attached table.