The formulation of the annual training plan for 20XX employees should be based on building a high-quality and highly skilled workforce, and do a good job in annual staff training. The induction training for new employees mainly includes medicine, science and technology, network, electronics, real estate, jewelry, property, department stores and other industries.

First, the status of new employee training

Judging from the current situation, the induction training system for new employees of the Group is not standardized, and there is no system to follow in operation, which is embodied in the following aspects:

There is no clear boundary between group companies and first-line companies in the operation of new employee training. That is, it is not clear who will participate in the training of new employees in headquarters, who will participate in the training of new employees in branches, and how to set up courses. Take the first new employee training to be held in April this year as an example. More than 20 people in the real estate company did not attend the new employee training. If you count all the people who have not participated in the new employee training in Shenzhen, it will reach about 40 people. This will have a negative impact on the organization and curriculum of new employee training, and because many people stay in the company for a long time before holding new employee training, the training will lose its meaning.

At present, the curriculum system of new employee training has not been fully established, especially after the promotion of "Golden Road", the relationship between the original new employee training curriculum and the "Golden Road" training promotion plan needs to be clarified.

Second, the purpose of new employee training

Provide new employees with correct and relevant company and work information and encourage their morale.

Let the new employee know what the company can offer him and what the company expects of him.

Let new employees know about the company's history, policies and corporate culture, and provide a platform for discussion.

Reduce the nervousness of new employees when they first enter the company, and let them adapt to the company more quickly.

Let the new employee feel the welcome of the company and let the new employee have a sense of belonging.

Let new employees understand their responsibilities and strengthen the relationship between colleagues.

Train new employees to solve problems and provide ways to seek help.

Third, the new employee training content

1. Pre-employment training

Before going to work:

Welcome letter to new employees

Let other employees in the department know about the arrival of new employees.

Prepare office space and office supplies for new employees.

Prepare internal training materials for new employees.

Designate a senior employee as a mentor for new employees.

Get ready for the first task assigned to new employees.

2. Department on-the-job training (department manager is responsible)

The first day:

Report to the human resources department and train new employees (the human resources department is responsible).

Report to the department, and the manager welcomes new employees on behalf of all employees in the department.

Introduction to the structure and functions of the department, and special provisions within the department.

Job description and responsibilities of new employees

Discuss the first task of a new employee.

Send old employees to accompany new employees to the company restaurant for their first lunch.

The fifth day after arriving at the post:

Within a week, the department manager has an informal conversation with the new employees, reaffirming their job responsibilities, talking about their problems at work and answering the new employees' questions.

Corporate culture, company system, product introduction.

Evaluate the performance of new employees within a week and set some short-term performance goals.

Set the time for the next performance appraisal.

On the thirtieth day after arriving at the post

The department manager interviews new employees, discusses the performance during the one-month probation period, and fills in the evaluation form.

Sales skill training

90 days after arriving at the post

Human resources discusses the performance of new employees with the training department and department managers, whether it is suitable for the current position, fills in the probation evaluation form, discusses the performance of probation evaluation with new employees, and informs them of the company's performance evaluation requirements and systems.

3. Overall company training:)

Company history and vision, company organizational structure, main business.

Company policies and benefits, company-related procedures, performance evaluation.

Functional introduction of all departments of the company, company training plans and procedures.

Distribute the company's overall training materials and answer questions raised by new employees.

Fourth, the new employee training project implementation plan

First, publicize the "new employee training scheme" within the company, and let all employees know this new employee training system and the company's emphasis on new employee training through various forms.

Each department recommends its own trainers.

For the recommended part-time trainer, attend the exchange meeting between new and old employees.

Distribute the information of "New Employee Training Implementation Plan" to all departments.

Every new employee must complete a set of "New Employee Training" forms.

According to the number of new employees, the company conducts overall new employee training from time to time.

Conduct cross-departmental functional training throughout the company.

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