In the ever-changing modern society, institutions are used more and more frequently, and institutions are rules or norms that members are required to abide by. Have you mastered the format of the system? The following is the company employee training management system that I helped you sort out. I hope it will help you.
Company employee training management system 1 1. Training purpose
Provide employees (except laborers) with the basic background of the company, so that employees can understand the basic contents of their work and clarify their job responsibilities, procedures and standards; Indoctrinate employees with the attitudes, norms, values and behavior patterns expected by enterprises and their departments, and help employees adapt to the enterprise environment and new jobs as soon as possible.
Second, the training content
(1) Basic information of the company
1. Introduce the company's operating history, purpose, scale and development prospects, and employees work actively to contribute to the company's prosperity;
2. Introduce the company's business scope, main products, market positioning, target customers and competitive environment. Improve employees' market awareness;
3. Introduce the communication of corporate culture, values and goals, and let employees know what the company opposes and pursues.
(2) Company management system
1, introducing the company's employee behavior and code of conduct, such as the requirements for professional ethics, work and rest system, contact and service terms, appearance, mental outlook, speech and dress.
2, introduce the company's administrative, human resources, finance, production site and other management rules and regulations and job responsibilities, so that employees consciously abide by the company's rules and regulations in their work, and their work behavior meets the requirements of the company's management rules;
3. Introduce the company's safety measures and management regulations, so that employees can understand what safety work includes, how to take safety precautions, how to find safety problems in their work, how to deal with safety problems in the production environment urgently, and strengthen employees' awareness of safety work.
(C) the organizational structure of the enterprise
This paper introduces the internal organizational structure of the company, the service coordination network and process between departments, and the handling feedback mechanism of relevant departments, so that employees can clearly understand the channels of information communication and proposal submission within the company, understand and be familiar with the functions of various departments, so as to accurately contact relevant departments in future work, and can make suggestions or complaints about problems in their work at any time.
(4) Business training
1. Conduct business training on job responsibilities, working knowledge, working methods, working skills and working standards. , so that employees are familiar with and master the main skills and related information needed to complete their respective jobs, so as to be competent for their jobs quickly;
2. For the quality management training of production technicians, it mainly introduces the content, specific requirements and standards of quality management, as well as the workflow, so that employees can master the specific rules of quality control and management and ensure the quality of products;
3. Conduct product knowledge training for production technicians, mainly introducing product production technology and safety technical specifications, so that employees can master basic product knowledge and emergency treatment methods at work as soon as possible, learn to protect themselves and ensure safe production;
4. For the operation skill training of production technicians, it mainly introduces the safety operation procedures (work instructions) to help employees master the basic production operation skills as soon as possible and be competent for job requirements.
Shaping professionalism
1, introduce the concept of professionalism, so that employees can understand what professionalism is and what professionalism includes (life values, work thinking concepts, etc.). ), how to shape professionalism, etc. Understand the positive role of shaping professionalism in company development and personal growth;
2. Introduce the concept of career planning, so that employees can master the purpose of career planning and the path to achieve career goals, know the path and direction of development in the company, and help employees avoid detours and realize their career dreams as soon as possible.
(vi) Improving professional management skills.
For the current managers and reserve managers, training and guidance should be given in the aspects of management thinking concept, skills, methods and means:
1. Understand the importance of managers in shaping their professionalism and skills, and clearly and accurately position their role in the organization;
2. Deeply understand the relationship between the improvement of managers' professional ability and the strategic development of enterprises, and master relevant methods and skills;
3. Promote the healthy and efficient development of enterprises through the improvement of managers' self-management and leadership ability.
Third, training methods.
Staff training adopts different training methods according to different training contents:
(1) The training of the company's basic profile, management system and organizational structure is combined with chart demonstration and content explanation, which is convenient for employees to enhance their knowledge memory.
(2) Business training, combining knowledge explanation, operation drills and mentoring, so that employees can master basic business skills as soon as possible through hands-on operation.
(3) Professional quality construction and management skills upgrading training adopt the methods of slide show, case explanation, analysis and discussion, role play, etc. It is convenient for employees to understand the truth and methods in depth.
Fourth, the training responsibilities
(1) The company office is responsible for organizing and implementing employee training.
(2) The functional departments of the company are responsible for the training of the company's basic information, management system and organizational structure.
(3) The job knowledge in business training is explained by the employing department, and the quality control department is responsible for teaching.
(4) The training of professional quality construction and management skills improvement is arranged by the company office for relevant managers or external lecturers to teach.
Verb (abbreviation of verb) training evaluation
(1) Evaluation content
1, attendance record
(1) Late or early leave: 2 points will be deducted for asking for leave in advance, and 5 points will be deducted for not asking for leave in advance; During the probation period, new employees will be dismissed for being late/leaving early for a total of 3 times.
(2) Asking for leave: 2 points will be deducted every 0.5 days for asking for leave in advance, and 5 points will be deducted every 0.5 days for not asking for leave in advance; For new employees during probation period, 5 points will be deducted if they leave for 3 days, and they will be dismissed after 6 days.
(3) Absence: 1 time (0.5 days), and 10 points will be deducted; New employees who are absent from work during the probation period 1 time will be dismissed.
2. Training written test: the written test questions are selected by one of three choices.
3. Practice: Practice according to the actual requirements of each position.
(2) Fractional proportion
1, production technical post
Attendance 20 points, written training 70 points, practical exercise 10 points.
2. Administrative logistics posts
20 points for attendance, 50 points for written training and 30 points for practical operation.
3. Sales position
Attendance record 20 points, training written test 40 points, product sample delivery or sales performance 40 points.
(3) Evaluation cycle
1. New employees should be trained and assessed before the probation period expires;
2. On-the-job old employees are assessed once every six months.
Sixth, the application of evaluation results.
(a) the comprehensive assessment score of 85 points or more is qualified.
(2) Employees on probation
1, the probation period expires, and the comprehensive score of the initial test is lower than 85 points, and the probation period is extended by one month;
2. The probation period is extended for one month, and if the comprehensive score of the retest is still lower than 85 points, the probation period will be extended for another month;
3. If the probation period is extended for the second month and the comprehensive re-examination score is still below 85 points, it will be dismissed.
(3) Old employees on the job
1, if the comprehensive score of the initial test is lower than 85, re-test one month later;
2. If the comprehensive score of the second interview is still below 85 points, retraining will be conducted within six consecutive months from the month of the second interview, and 80% of the basic salary will be paid during the period;
3. Retry at the end of the month when the retraining expires, and those whose comprehensive score is still below 85 will be dismissed;
4. The assessment results will serve as an important basis for personal salary adjustment standards.
Seven, other matters, should be supplemented.
General provisions of Chapter 1 of Company Staff Training Management System 2
Article 1 In order to meet the development needs of the company, improve employees' ideological concepts, moral quality, business knowledge and work skills, give full play to employees' potential, and continuously cultivate and bring up outstanding talents with both ability and political integrity for the company, this system is specially formulated.
Article 2 The training content should be closely related to the employees' work in this position.
Article 3 Self-study should be combined with training organized by the company, training should be combined with assessment, local conditions should be adjusted, and results should be paid attention to.
Chapter II Training Contents and Forms
Article 4 The training contents include: corporate culture, management concepts, moral cultivation, business knowledge and skills training.
Training forms: lectures, study and analysis of materials, discussion, audio recording, video playback, demonstration drills, photo exhibitions, field visits, case analysis, conferences, on-the-job internships, outward bound training, etc.
Corporate culture training includes:
1. Basic information of the company: the development history of the company; Core values of the company; The company's development strategy, business planning and the company's operating conditions;
Second, the company's organizational structure, staffing and scope of responsibilities;
Three. Various management systems of the company;
IV. Administrative management and business procedures of the company.
Management concept training includes:
First, modern management knowledge and management concepts;
Second, the advanced experience of successful enterprises and successful people;
Third, advanced academic and scientific achievements in the same industry at home and abroad today.
Moral cultivation training includes:
First, etiquette knowledge (clothing, figure, treating people);
Second, psychological quality (psychological endurance and ability to observe, judge and solve problems);
Third, moral quality (sense of responsibility, work attitude).
Business knowledge and skills training includes:
1. Professional knowledge and related knowledge involved in the company's business;
Second, the development prospects and forecasts of the majors involved in the company's business;
Third, advanced academic achievements related to the same industry at home and abroad today;
Fourth, professional skills.
Article 5 Training forms are divided into pre-job training and on-the-job training. On-the-job training is divided into full-time training and non-full-time training.
Article 6 Pre-job training
1. Employees who enter the company for probation must receive pre-job training organized by the company before taking up their posts;
2. Pre-job training includes corporate culture training and business knowledge and skills training.
Article 7 In-service training
The company organizes on-the-job training for on-the-job employees from time to time according to the needs of work. On-the-job training includes: corporate culture, management concepts, moral cultivation, business knowledge and skills training.
The company will also provide off-the-job training for some outstanding employees according to work needs.
Article 8 The company encourages employees to participate in job-related amateur training to improve their work skills and level.
Chapter III Training and Assessment
Article 9 At the beginning of each year, each department shall submit a half-year or annual departmental staff training plan to the company office, which shall be implemented after being approved by the general manager.
Article 10 Employees participating in the training shall be assessed by the company.
Eleventh employee assessment results will be recorded in my employee files, and as one of the contents of performance appraisal.
Chapter IV Evaluation of Training Effect
Twelfth training effect evaluation should be carried out from two aspects: effectiveness and efficiency. Effectiveness refers to the degree to which the training achieves the training objectives, and efficiency refers to the social and economic benefits that the training brings to the company.
Thirteenth evaluation methods: report, questionnaire survey and performance evaluation are used to check the changes of employees' new knowledge, new skills and work attitude, as well as employees' opinions or suggestions on training work, so as to improve future training work.
Chapter V Employee Training Contract
Article 14 Employees whose training is funded by the company shall sign an employee training contract with the company before training.
Article 15 If the employee who has paid the training fee fails to serve the company within the period stipulated in the employee training contract due to his own reasons, he shall pay compensation to the company according to the contract requirements. For employees who have paid training fees for many times, when the labor contract is terminated due to their own reasons, the compensation fee for each training should be calculated separately and paid to the company according to the accumulated compensation fee.
Chapter VI Supplementary Provisions
Sixteenth this system shall be implemented as of the date of promulgation.
Steps to make a training plan and implement it
step
operating duty
first step
Establish a training organization with the human resources department as the core and rationally allocate training resources.
Second step
Conduct training demand research
Third step
Make a training plan
Fourth step
Implement the training plan
Step five
Evaluate the training effect
Step 6
According to the evaluation results and job change requirements, adjust the training plan and conduct targeted retraining.
Company employee training management system 3 1. purpose
By strengthening the management of training assessment, we can enhance employees' awareness of learning and improve the training effect.
2. Scope of application
All employees of Junhao Company.
3. Responsibility
3. 1 The administrative human resources department of the company is responsible for the guidance, supervision and inspection of all kinds of training and assessment for the personnel above the assistant level in the company headquarters and project department.
3.2 Each project department is responsible for guiding, supervising and inspecting the training and assessment of personnel below the level of help in the project department.
4. terminology
5. Procedures
5. 1 Classification of training requirements
5. 1. 1 The department organizing the training should indicate in the column of "Requirements" according to the requirements of the training course when making the training plan.
5. 1.2 According to the needs of training levels, it can be divided into three types: understanding, familiarity and mastery.
5. 1.2. 1 understanding: knowing is enough, and you are allowed to consult or use relevant materials in your work.
5. 1.2.2 Familiarity: A course that should be proficient and clear, and can be used flexibly in actual work or operation without consulting materials.
5. 1.2.3 Mastery: the course of theory, principle and technology that should be fully mastered or applied.
5. 1.2.4 "Understanding" the training content does not need assessment; Familiarity and mastery must be evaluated.
5.2 Evaluation method
5.2. 1 can be written, oral and practical.
5.2.2 Test questions should be formulated in line with the principle of training content, and the test questions should be determined by the instructor.
5.2.3 There are six types of questions: fill-in-the-blank questions, multiple-choice questions, true or false questions, short-answer questions, expository texts and practical exercises, which can be selected according to needs.
5.3 Examination implementation
5.3. 1 written test
5.3. 1. 1 The training examination shall be completed within five days after the end of the training course. Overdue is regarded as the on-the-job training qualification rate is not up to standard.
5.3. 1.2 The examination shall be conducted by the training organization department, and the written examination paper shall be issued by the teaching teacher, and the invigilator shall be appointed.
5.3. 1.3 Before the examination, the invigilator shall count the number of candidates and explain the matters needing attention, examination discipline and examination time.
5.3. 1.4 After the examination, the invigilator will take back the test paper and send it to the invigilator after checking it correctly.
5.3. 1.5 marking shall be carried out by teachers. The reviewers should strictly implement the marking work in line with the principle of being serious and responsible and seeking truth from facts.
5.3. 1.6 The test paper is marked with the wrong score in red. The total score of the test paper is registered in the score column in the upper right corner of the test paper.
5.3. 1.7 The examiner will send the marked papers to the training supervisor at the corresponding level.
5.3.2 Oral Test and Practice
5.3.2. 1 The instructor will take the exam directly according to the oral test questions and practical operation questions.
The evaluation results of 5.3.2.2 should be filled in the evaluation report card, and the evaluation method should be indicated.
Examiners in 5.3.2.3 will issue the "Evaluation Report Card" to the training supervisors at the corresponding level.
5.4 Registration of results
5.4. 1 Training supervisors at all levels are responsible for filling in the written test report according to the test paper results and registering according to the written test report, oral test and practical exercise.
5.4.3 Registration shall be conducted in accordance with the Management System of Professional Qualification Training Certificates.
5.5 Data archiving
5.5. 1 The Administration & Human Resources Department and the Project Department shall file the examination questions and assessment reports in accordance with the Company's Training Archives Management Regulations.
5.6 Preventive measures
5.6. 1 The assessment results of oral test and practical operation are only used for the assessment of employees' daily training, and are registered in the daily training registration column of the qualification training certificate.
5.6.2 In the post qualification training registration column of the Practice Qualification Training Certificate, the written test scores must be registered, and the test scores of oral and practical exercises are not used for post qualification training.
5.6. The written test scores of employees who participate in new employee training should be recorded in the column of daily training registration form.
6. Monitoring implementation
Chief executive officer of the company
7. Relevant/supporting documents
Provisions on the Administration of Practice Qualification Training Certificates
Archives management regulations
8. Quality records and forms
Test report card
Vocational qualification training certificate
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