SMART principle is used as a guide when setting goals such as work and project management. Although it can also be applied to the training plan of new employees, it is a bit far-fetched. Therefore, I suggest that you can let go of your ideas and be free from any restrictions when making induction training for new employees.

In fact, the training plan for new employees is easy to find online. Here is a good one. I suggest you refer to:

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catalogue

I. Overview 2

Two. Overall goal 2

Three. Training principle 2

Four. Training content 2

Verb (abbreviation for verb) Measures and requirements 4

XX company employee training plan

I. Summary

This training starts from the strategy of XX company, closely follows the reform steps of XX company, and aims at improving the professional skills and management level of corresponding human resources in view of the present situation of human resources of XX company and the development requirements of the future company. The plan mainly involves the specific content, time arrangement and evaluation method of training effect.

Second, the overall goal

1. Strengthen the training of company executives, enhance managers' development and marketing concepts, broaden their thinking, and enhance their decision-making ability, strategic development ability and modern real estate management ability.

2. Strengthen the training of middle managers in the company, improve the comprehensive quality of managers, improve the knowledge structure, and enhance the comprehensive management ability, innovation ability and execution ability.

3. Strengthen the technical level training of the company's operators, constantly improve their technical theory level, business level and sales skills, cultivate innovative ideas and enhance their ability to strictly perform their duties.

4. Strengthen the academic training and vocational qualification training of employees at all levels of the company, improve the scientific and cultural level of employees at all levels, improve the overall cultural quality of employees, and further realize standardized and systematic management.

Third, the training principles

1, adhere to the principle of teaching according to needs and stressing practical results. According to the needs of the company's reform and development and the diversified training needs of employees, we will carry out training with rich content and flexible forms at different levels to enhance the pertinence and effectiveness of education and training and ensure the training quality.

2, adhere to the principle of independent training, supplemented by outsourcing training. Integrate training resources, establish and improve the training network with the company training center as the main training base and the surrounding colleges as the outsourcing training base, do basic training and routine training with independent training as the main training, and do relevant professional training through the outsourcing base.

3. Adhere to the principle of giving priority to amateur study. According to the needs of the company, the mainstream and related institutions jointly run schools, offer advanced undergraduate courses in related majors, organize employees to use weekends and holidays to concentrate on teaching, and combine self-study to complete their studies and obtain academic qualifications.

4. Adhere to the principles of training personnel, training content and training time. Senior management personnel have participated in business management training for a total of not less than 30 days; The accumulated training time for middle-level cadres and professional and technical personnel is not less than 20 days; The cumulative training time for general employees' operation ability is not less than 30 days.

Fourth, the training content

1, Finance Department:

According to the actual situation of financial personnel, senior professors and young backbone teachers teach together. We should not only pay attention to improving the management skills of her post, but also pay attention to improving the comprehensive quality, so that she can have a broader vision and a broader development space on the premise of strengthening her post skills.

The main training courses for financial personnel include financial management practice, tax planning practice, corporate strategic finance and so on. On the other hand, it is necessary to focus on the company's future development prospects and offer courses such as corporate financing, capital operation and corporate mergers and acquisitions, private equity placement and futures market.

Because financial training is a part-time study, it is designed to be taught face-to-face for 4 times, each time for 5 days, so that they can work and study correctly.

2. Construction Management Department:

The ultimate goal of training is to let managers know modern management knowledge, improve the enthusiasm of employees, and further strengthen the study and understanding of new policies and regulations on safety production, so as to further enhance the ability of safety production management and comprehensively improve the safety production management level of the whole enterprise.

The training course includes two subjects: basic knowledge of housing construction engineering and professional practice. Make employees familiar with and master building structure, construction mechanics, construction data, construction drawing structure, construction organization design foundation, project safety management system, construction safety inspection standards, new development trends of safety production, potential dangerous factors and preventive measures, and safety production awareness education.

The training time is 20~30 days, and the training is concentrated.

3. Material purchasing department:

Familiar with building materials procurement, decoration materials procurement, good professional ethics, serious and responsible work, able to work under certain pressure are the basic qualities that real estate buyers should have.

Therefore, it is most appropriate to use case teaching and on-site guidance for training.

Draw up a 20-day study time, and the training can be carried out at the same time as the work, so as to truly achieve the purpose of applying what you have learned.

4. Marketing Department:

Salesman is the most important and key link in the whole sales process. In order to realize the transaction process, whether the salesperson can persuade the customer to realize the transaction depends on the success of the interview, so this is a highly technical job.

According to the actual situation of employees in the company's sales department, professional trainers are hired to teach, and the main contents are basic reception etiquette, various telephone calls and interview skills. Training can be appropriately interspersed with classroom forms that simulate sales scenes to enhance the actual combat ability of marketing teams.

Efforts should be made to improve the professionalism of marketers in order to enhance the company's image and industry competitiveness.

The work and rest time is the same as that of the finance department, in the form of "5 days ×4 times".

5. Development Department:

Because the age structure of the staff in this department is not reasonable enough, we should recruit 1~2 project developers with considerable work experience before training. The main training contents of this department include real estate bidding, market research concept, market positioning and competitive decision-making ability, as well as architectural planning and design, real estate site selection and so on.

Professional knowledge and working attitude are more important, and efforts should be made to improve the innovative spirit of employees in this department.

Training for 30 days, focusing on teaching. Pay attention to classroom development.

6. Public Relations Department:

The public relations department is also a department that has a great influence on the company's image building, so the training is aimed at social skills, publicity and promotion skills, expression skills, adaptability and research skills. And strengthen the cultivation of knowledge and character.

Judging from the actual situation of the company, the overall ability of the staff in the public relations department is lacking, and the training form should be similar to that in the marketing department. The classroom form should be used to simulate the scene and strengthen the communication, coordination and negotiation ability of the staff.

The training lasts for 20 days and is divided into 4 classes.

7. Human Resources Department:

On the basis of recruiting 1~2 new employees, the employees of the human resources department, including managers, are trained in human resources management.

The main contents of training include job analysis ability, human resource planning ability, employee recruitment and training ability, performance appraisal and salary management ability.

The form of training can be selected from case analysis and practical training. The time is 30 days.

Verb (abbreviation of verb) measures and requirements

1. Leaders should attach great importance to it, and all departments should actively participate in and cooperate with each other, formulate practical and effective training implementation plans, implement the method of combining guidance with teaching, persist in developing the comprehensive quality of employees, establish the long-term concept and the overall situation concept, and actively construct the "big training pattern" of XX Company to ensure that the training plan is started as scheduled and all employees are trained.

2. Principles and forms of training. Organize training according to the principle of "whoever manages the training" and hierarchical management training. The company focuses on training management leaders, project managers, chief engineers, high-skilled talents and "four new" promotion; All departments should closely cooperate with the training center to do a good job in the rotation training of new employees and on-the-job employees and the cultivation of compound talents. three

3. Ensure the implementation of training funds. According to the current national regulations, that is, 65,438+0.5% of the total salary, the vocational education funds will be fully withdrawn, which will be mastered and used by the competent training department and supervised by the financial department, of which 0.5% will be turned over to the company for unified and overall use, and it is strictly forbidden to use the training funds for other purposes.

4. Ensure that the training effect is true and effective. First, strengthen inspection and guidance and improve the system. The company should establish and improve its own staff training institutions and places (such as staff universities and vocational and technical schools), and conduct irregular inspections and guidance on all kinds of training at all levels in the training center; The second is to establish a commendation and notification system. Commend and reward the units and training institutions that have made outstanding achievements in training; Informed criticism will be given to the units that fail to implement the training plan and lag in employee training; The third is to establish a feedback system for employee training, and insist on linking the assessment and results of the training process with my salary and bonus during the training period. Realize the promotion of employees' self-training awareness.

5. Strengthen the service awareness of on-site training for grass-roots units, give full play to the subjective initiative of the competent business departments, actively solve practical problems in on-site training, and put the annual training plan in place in a down-to-earth manner.

7. The company's class training and employee induction training should be organized and implemented in strict accordance with the procedures and requirements of the Measures for the Administration of Human Resources. All sponsoring departments (units) should make good planning and teaching design before the class starts, and all units should do a good job in selecting and sending students to ensure the effectiveness of training quality.

Today, with the great development of enterprise reform, we are faced with opportunities and challenges given by the new period. Only by maintaining the vitality and vigor of staff education and training can we create a team of staff with strong ability, sophisticated technology and high quality to adapt to the development of market economy, so that they can better play their talents and make greater contributions to enterprise development and social progress.

Human resources are the first element of enterprise development, but our company always feels that it is difficult to keep up with the talent echelon, and it is difficult to select, educate, use and stay outstanding employees? Therefore, how to build the core competitiveness of enterprises, talent training is the key, and the training of talents comes from the continuous learning and training of employees, constantly improving their professional quality and knowledge and skills, and building a high-performance team, so that XX Company can grow from excellent to excellent, and its foundation will last forever!

Hope to adopt, thank you.