1, organize new outward bound training. As a newcomer in the same period, there must be a lot of introductory feelings that I want to share. Outward bound training will provide a platform for newcomers to get familiar with each other. Generally speaking, newcomers are generally divided into ten groups, each with about 20 people. Everyone Qi Xin worked together to complete the task (broken bridge in the air, rock climbing, etc.). ) and win honor for the group. During the training process, after each link, the results of the competition should be announced, each group should have a rest time, and the mentality of the team should be continuously improved and adjusted after the performance interview. The process of outward bound training not only cultivated their team tacit understanding, but also laid a good foundation for future cooperation.

2. Negative real cases are used as teaching materials. Post-90s employees disdain to do small things. When doing SWOT analysis, they usually write some extravagant words, such as "being a chief engineer for one year and a project manager for three years", which are reflected in their career planning. Impetuous psychology stems from their overly optimistic attitude towards unknown tasks. Put some practical work cases in front of them, let them realize the serious consequences of work problems, especially highlight the consequences, and the cases must be true and profound, which is very effective for standardizing the behavior of the post-90 s and changing their concepts. Let them understand that they should "despise the enemy strategically and attach importance to the enemy tactically". I believe all reactionaries are paper tigers, but we must fight every battle well.

3. Industry experts and technical experts train new employees. After 90, if you don't care what you know, you will be awed by the guidance of professionals. Trainers themselves must show high professionalism and highlight the company's requirements for employees' high professionalism. This needs to be carried out in line with the corporate atmosphere and corporate culture to avoid the psychological gap caused by their employment. You can communicate with them in highly refined professional language. If the cases explained are vivid, detailed and profound, a good job introduction training will be formed, which is entirely based on its thoughtful but not profound characteristics to enhance training awareness.

4. In the first month of employment, the tutor will familiarize himself with the environment. Arrange an experienced and patient teacher for them to take charge of the work of new employees and take care of them in life. Because no matter how confident they are, they are still timid about the new environment. We should show our concern for them and make them feel that they can get rid of strangeness as soon as possible and integrate into the big group of the company better and faster.

5, regular tracking, feedback. The training of newcomers can't be completed at one time. After arriving at the post, there must be post follow-up training to ensure that the effect can last. The monthly, quarterly and annual assessments should be carried out step by step, and the problems in the assessment should be put forward and corrected in time, and the achievements should be praised. Implement the tutorial system, communicate with new project managers and masters regularly, and organize seminars for new employees regularly to solve their practical problems in work and life. Don't turn the new training into formalism, so the previous induction training will be in vain.

In addition to the above, we can adopt the latest training methods, online training, which can not only stimulate their interest in training, but also achieve the purpose of training. .