Misunderstanding of induction training for new employees

It has been found that many enterprises are not successful in training new employees. The reason is that enterprises have fallen into a misunderstanding. This misunderstanding is that enterprises only regard the training of new employees as a routine behavior. It is precisely because many enterprises have this idea that new employees cannot quickly integrate into the enterprise, and even let new employees leave soon after they join the company.

1, there is no clear distinction between new employees.

We should know that the recruitment of new employees in schools and society are two completely different situations: the recruitment of new employees in schools is like a blank sheet of paper, with no experience, no ability and a lack of practical mentality, while the recruitment of new employees in society is just the opposite. It can be said that the recruitment of new employees by schools and the recruitment of new employees by society are two completely different situations, and they should be treated differently in training.

2. Many enterprises ignore the important role of the new employee's direct supervisor.

When recruiting new employees, enterprises hope that they can create value for enterprises and serve them for a long time. However, talent growth is a long-term training process. No enterprise can help its rapid growth through new employee training, but more can only be achieved through long-term training of new employee supervisors. It's just that many corporate executives don't have a clear understanding in this respect.

3. Lack of training methods.

Whether you choose internal training or external training, it is important to consider the training object and background. It is precisely this problem that many enterprises ignore, and even many professional training institutions ignore it. We should know that due to different backgrounds and experiences, the attitude of new employees towards training and the effect brought by the application of lecturer training methods are different, so the training content is also very different. If you train in the same way, it will inevitably lead to the low training effect of one of them.

New employee training plan (general 10)

In order to ensure the orderly and effective development of things or work, it is often necessary to make an excellent plan in advance. A plan is a written plan with clear content and clear steps. Do you know what kind of plan can really help us? The following is the new employee training plan (general 10) carefully compiled by Bian Xiao, which is for reference only and I hope it will help you.

New employee training plan 1

I. Purpose of training

Strengthen new employees' understanding and understanding of the company's corporate culture, development process and rules and regulations, inspire new employees' morale, improve new employees' corporate loyalty and work enthusiasm, and help new employees better integrate into the enterprise.

Second, be responsible for the training of the department.

The induction training for new employees is organized by the Administration and Personnel Department, with the cooperation of the Engineering Department, Planning and Technology Department and Finance Department.

Third, training time.

Xx year1October 12 9: 00- 17: 00.

Fourth, training places

Meeting room on the second floor of the group

Verb (abbreviation for verb) training participants

All employees who joined the company after xx years1October 10.

Training content of intransitive verbs

xxx

Seven. Matters related to training and the person in charge

1. Training Flag "New Starting Point, New Journey": Liu Yang

2. Training venue layout: Liu Yang/Li.

3. Training data collection: Li

4. Training Moderator: Dong Pengfei

Eight. Training requirements

1. All qualified new employees should attend the training.

2. During the training, we should consciously abide by the discipline of the venue, turn off the mobile phone or turn it to mute to ensure the normal training.

All participants in the training must submit their training experience to the Administration and Personnel Department within one week after the training.

Nine. List of trainees

xxx

New employee training plan 2

First, the purpose of new employee training

For new employees

Provide accurate and relevant company and work information, encourage the morale of new employees and let them know what the company can do.

Provide him with the relevant work situation and the company's expectations of him, so that new employees can understand the company's history, policies and corporate culture.

Provide a discussion platform to reduce the nervousness of new employees when they first enter the company, make them adapt to the company more quickly, make new employees feel welcome from the company, make new employees feel a sense of belonging, make new employees understand their job responsibilities, strengthen the relationship between colleagues and cultivate new employees' ability to solve problems.

Provide a way to ask for help

Second, the new employee training content

1. Pre-job preparation for new employees (department manager is responsible)

Let other employees in the department know about the arrival of new employees, prepare office space and office supplies for new employees, designate an old employee as the teacher of new employees, and prepare the first task assigned to new employees.

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

Report to the Human Resources Department, attend the pre-job training for new employees (which is the responsibility of the Human Resources Department), and report to the department. On behalf of all employees in the department, the manager welcomes new employees to introduce the department, introduces the structure and functions of the department, and discusses the job description and responsibilities of new employees.

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. Evaluate the performance of new employees in one week, set some short-term performance goals and set the time for the next performance appraisal. The department manager interviews new employees, discusses the performance during the probation period, and fills in

evaluation sheet

The manager of human resources department discusses the performance of new employees with the department manager, whether it is suitable for the current position, fills in the probation evaluation form, talks with new employees about the performance of probation evaluation, and informs them of the company's performance evaluation requirements and systems.

Third, the new employee training feedback and evaluation

On-the-job Training Feedback Form Company Overall Training Field Evaluation Form Company Overall Training Evaluation Form New Employee Probation Performance Evaluation Form New Employee Probation Performance Evaluation Form

Fourth, the new employee training materials

Training materials of various departments, training instruction for new employees, and overall training materials of the company.

Verb (abbreviation of verb) implementation of new employee training plan

plan

First, promote "new employee training" within the company.

Scheme ",let all employees know this through various forms.

Establish a new employee training system and the company's emphasis on new employee training. Each department recommends its own trainers. Conduct trainer training for the recommended internal trainers, and issue the New Employee Training Implementation Book to all departments.

Scheme "information 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, and conducts departmental function training among all departments of the company.

Pre-job training of new employees with intransitive verbs

plan

Training purpose: to help employees understand the general situation of the enterprise, work norms, professional ethics and other main training contents: enterprise development history, enterprise culture, enterprise organizational structure, knowledge of safety in production, discipline system (employee code of conduct), personnel welfare system, post-related professional knowledge, introduction of responsibilities of relevant departments, industry status and trend analysis, and official documents.

Writing, interpersonal communication, business etiquette, career development, etc. Small game activities interspersed with potential tests during the period.

New employee training plan 3

I. Purpose of training

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

2. Familiarize new employees with new job responsibilities, work processes, work-related safety and health knowledge and the basic qualities that the service industry should have.

Second, the training procedures

1. When there are a large number of college students or contract workers, and their education level and age structure are relatively concentrated, the vocational school of the group and the employing unit will train and evaluate together. (irregular)

2. When the number of people is small and scattered, the specific employer will be responsible for the training from the center to the specific team. The training results are confirmed in writing by the unit and employees, and the vocational school is responsible for spot checks.

Three. Training materials

1. Center (company) pre-job training-the center prepares training materials, mainly to welcome new employees; According to the industry characteristics, organizational structure and work nature of each center (company), the relevant rules and regulations of the center (company) and the basic quality of the company's service industry, a manual is compiled or explained by a special person; Designate the manager or team leader of the new employee's work department as the tutor of the new employee's personal study; Answer questions raised by new employees.

2. On-the-job training of the department-the actual work department of the new employee is responsible.

Introduce new employees to department employees; Visit the work department; Introduce the department environment and work data, as well as special regulations within the department; Explain the job responsibilities, workflow and treatment of new employees, and assign 1 old employees to give classes to new employees; 1 week, heads of departments exchange views with new employees, reaffirm their post responsibilities, point out the problems existing in the work of new employees and answer their questions; Evaluate the performance of new employees 1 week and put forward some specific requirements for new employees 1 step.

3. Overall training of the group: the vocational school of the group is responsible for it-irregularly.

Distribute employee training manuals ―― Briefly describe the history and present situation of Southeast University, and describe the geographical location and traffic situation of Southeast University in Nanjing; The history and development prospect of the group, the corporate culture and business philosophy of the group; The organizational structure and main leaders of the group, the functions of various departments of the group, the main service targets, service data, service quality standards, etc. ; Relevant policies and benefits of the Group, relevant rules and regulations of the Group, and channels reasonably recommended and adopted by employees; Answer questions raised by new employees. )

Fourth, training feedback and evaluation.

1, the training materials produced by each center (company) must be audited by the group employee training school and submitted to the group training school for filing. The training of the center (company) → department shall be conducted under the guidance of the Group Staff Training School. Each center (company) must complete 1 set of "new employee training" form every 1 batch of new employees, department → center.

2. The training implementation process should be serious and strict to ensure the quality. All training materials should be kept and constantly revised and improved during implementation.

3. After the training results are checked by the vocational school, 1 issue the training completion certificate; Vocational schools give each center 1 feedback on the training of new employees in each center every semester.

Verb (abbreviation of verb) implementation of new employee training

1. Call all centers (companies) to be responsible for training personnel, solicit the opinions of the participants on the training implementation plan for new employees of the Group, and improve the training plan.

2, each center (company) as soon as possible to come up with targeted training materials, the implementation of training candidates, with the group vocational schools to form a top-down training management network.

3. Publicize the "new employee training scheme" within the group, let all employees know about this new employee training scheme through various forms, and publicize the important benefits of carrying out new employee training.

4. All new employees must be trained in the center (company) 1 time before they officially take up their posts (see the pre-job training of the center for training materials); Then go to the specific work department for training (see departmental job training for training materials); Each center (company) can implement the corresponding training materials and time according to the basic situation of new employees. In general, 1, the training time is 1-3 days; According to the number of new employees, the vocational school of the group carries out the overall new employee training irregularly, and the overall training time is 1 week. Those who pass the training will be awarded a certificate of completion, and the list of qualified trainees will be submitted to the Human Resources Department of the Group.

New employee training plan 4

Haidilao Catering Co., Ltd., established in 1994, is a large-scale inter-provincial direct catering private enterprise, specializing in Sichuan-style hot pot and integrating local hot pot characteristics. Under the guidance of the service differentiation strategy established by Chairman Zhang Yong, the company always adheres to the concept of "service first, customer first", takes innovation as the core, changes the traditional standardization and single service, advocates personalized service, and devotes itself to service as the basic business philosophy. In management, we advocate the values of changing fate with both hands, create a fair and just working environment for employees, implement a humanized and affectionate management model, and enhance the value of employees. According to the corporate culture, development strategy and core competitiveness of Haidilao, the following new employee induction training plan is formulated:

I. Purpose of training

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

2. Let the new employee know what the company can offer him and what the company expects of him or her, and let the new employee know the company history, policies and corporate culture.

3. Reduce the nervousness of new employees when they first enter the company, make them adapt to the company environment more quickly, truly integrate into the company as soon as possible, make new employees feel the welcome of the company, make new employees feel a sense of belonging, and enhance team cohesion.

4. Let the new employees understand their job responsibilities, make a preliminary plan for their career development, cultivate their problem-solving ability, and comprehensively improve their comprehensive quality.

5. Make employees have a good impression on Haidilao Company through training, and control the annual turnover rate within 5%.

6. Reduce the time for new employees to learn to master their own work 15%.

Second, the training preparation stage

1. Analyze the training needs according to the specific situation of the company, make a ten-day training plan and make a training schedule.

2. Prepare training materials, such as training handouts and PPT, to ensure the normal use of training equipment. Print employee handbook, mainly including company profile, competitive strategy, corporate culture and vision, corporate organization chart, introduction of various departments and branches, salary system, welfare system, service requirements, system norms, employee promotion physique, etc.

3. Determine the training time, trainers and training places. , and inform the new employees of the training time, place and required materials in advance.

Third, the training implementation stage.

1, the first day: the new employees were called in the morning, and the Haidilao regional manager gave a speech to the employees before training and read a letter to all the new employees. Through the speech, the new employees have a preliminary understanding of the enterprise, and each employee has received the employee handbook. In the afternoon, the company held an introduction meeting for new employees. Through mutual introduction, we can get to know each other, chat freely, talk about work, life, ideals and life, which laid the foundation for future cooperation between colleagues.

2, the second day to the fourth day:

(1) These three mornings are theoretical courses, mainly training corporate culture, competitive strategy, salary system, company system, promotion mechanism, etc. It focuses on the service requirements, employee treatment and promotion system of Haidilao, and deepens employees' understanding of the concept of "customer first, service first" and the value of changing fate with both hands through key examples, because the two most important factors of Haidilao are employee satisfaction. Through the trainer's lectures and watching PPT and related videos, new employees have a better understanding of Haidilao and a clear career development route.

(2) In the afternoons of these three days, employees were given practical training. Trainers set up different scenarios, such as disputes between employees and customers and unreasonable guests, allowing employees to perform and express their own handling methods, and then the trainers commented and told everyone the correct handling methods. Through scenario simulation and role-playing, new employees learn a variety of service skills in a relaxed and pleasant atmosphere. In addition, we also led new employees to visit and study in Haidilao Hotpot Restaurant and watch the work of old employees.

3. From the fifth day to the ninth day: new employees are assigned to practice in hot pot restaurants in the region and apply the theoretical knowledge they have contacted to the service. Each new employee is led by a specific old employee. This traditional mentoring training method enables employees to quickly master work skills and better integrate into the enterprise. After the internship every day, new employees submit a work experience to their superiors and talk about their own work experience and existing problems. After reading carefully, the superior will interview and communicate with the employees to help them solve the problem.

4. Day 10: The new employees organized quality development training, and carried out small games such as trust back support, blind board, sitting on the floor, moving forward synchronously and rushing out of Amazon. These games make new employees realize the importance of teamwork while relaxing, which is of great significance for enhancing team cohesion and centripetal force. In the evening, Haidilao held a welcome meeting for new employees. The new employees watched the wonderful performance and shared their training experience in the past few days. Finally, everyone gets together to eat hot pot. At the round table, every employee rubbed his back and said, "Colleague, you have worked hard." Everyone sang the store song "Join Hands with Tomorrow" and shouted: "We are a family, and we will build a better future together." Through this series of training, new employees have been integrated into the big family of Haidilao.

Fourth, the training feedback stage.

Simply test the training effect of new employees, record what new employees have not mastered, and give feedback to employees during the interview so that they can continue their studies. Collect employees' opinions on training and make improvements to provide experience and reference for the next training.

Verb (abbreviation of verb) Estimation of training cost and benefit

According to statistics, after the implementation of training in Haidilao, the turnover rate of these new employees within one year is only 2%. Through training, new employees quickly adapt to their jobs, appear in their jobs with a good mental outlook, and serve customers enthusiastically, so that customer satisfaction can reach over 95%. In this way, Haidilao has better maintained its two most important core competitiveness-employee satisfaction and customer satisfaction. The cost-benefit ratio of this training is about 9: 1.