Pre-job training should be combined with the actual situation of the enterprise, and the training content should include training in corporate culture, corporate rules and regulations, operational procedures, job skills and job responsibilities. Secondly, in terms of training methods, offline on-site training, online training and field drills can be adopted.

I. Specific training

1. Company profile: Introduce the company's business scope, entrepreneurial history, current situation, position in the industry, future prospects, business philosophy and corporate culture, functions of organizations and departments, personnel structure, salary and welfare policies, training system, etc.

Second, the employee code: introduce enterprise rules and regulations, reward and punishment regulations, code of conduct, etc.

Third, the financial system: introduce the expense reimbursement procedures and related processes, as well as the application and use of office equipment;

4. Field visit: introducing and visiting various departments of the enterprise and public places such as work and entertainment;

V. On-the-job training: introducing job responsibilities, business knowledge and skills, business processes, and external relations of departments.

Second, in practice, most processes are to introduce new employees to their peers, visit the new working environment on the spot, distribute employee manuals and job guidance manuals, and then distribute reading materials or use multimedia carriers or arrange special personnel to explain the company, including the general situation of the company, various codes and systems. The department manager will explain the business processes, job responsibilities, working procedures and methods of the department.

Thirdly, in the whole training, understanding and cognition have been paid attention to and embodied. However, many enterprises have not been well implemented in helping employees to enter his new career starting point better and faster and lead him on the road, especially how to adjust their status in place. So more efforts can be made in this regard.

4. Whether the induction training itself is designed comprehensively, systematically, scientifically and methodically is a factor that affects the impression of new employees on the company. In terms of implementation, whether the training plan is clear and concise and let new employees know it at the first time, whether all kinds of materials are fully prepared at various stages of training, and whether the organization is efficient. It also affects the judgment of new employees on the company; The forms and venues of training are as diverse and flexible as possible, which is helpful to establish the humanized image of the enterprise and further enhance the emotional connection between new employees and the company.

5. In short, the realization of new training is not only between conventional preaching, but also extends to all aspects of new employees' contact with the new environment after they join the job. Paying attention to every small detail and showing more humanistic care can help establish employees' sense of belonging and enthusiasm for new jobs and do a good job in the early stage.