1. Enhance the position of human resources in enterprises, strengthen the awareness of training new employees, and clarify the training responsibilities of managers at all levels. Divide training responsibilities, clarify responsibilities and authorities, determine specific responsible persons, emphasize the development and appreciation of human capital through top-down education and cultural guidance within enterprises, and form a relatively complete new employee training management system integrating "training, assessment, use and management", which plays a supporting and guaranteeing role in the training system.
2. Establish a standardized and systematic cultural system. The core of the systematization of new employee training is to provide qualified personnel training mechanism for enterprises to meet business growth through the continuous expansion of personnel in the rapid development stage. First of all, it is necessary to establish a clear and reasonable curriculum system and knowledge system, and form a scientific and reasonable curriculum system with compulsory courses as the main body, elective courses as the supplement, and self-study courses as the supplement, so as to educate people in all directions and provide a broad space for new employees to cultivate their professional ability, develop their personality and develop in an all-round and healthy way. Secondly, determine the training process of new employees from the overall work. The process is clear and the steps are clear, which is helpful for the transition of new employees and pays attention to the comprehensive training of new employees in multiple positions. Enterprises should pay attention to cultivating new employees' team spirit, customer care, self-management, establishing ownership and service rules, which is a process of "assimilation". It can be implemented in many ways, such as face-to-face teaching, outward bound training, sharing successful experience, team competition, etc. The ultimate goal is to enable new employees to enhance their sense of identity and belonging to the enterprise according to the expectations of the enterprise, complete the role change and improve their professional quality.
3. Pay attention to the moral education of new employees and improve their positive energy. Enterprises should help new employees to establish correct moral and professional concepts, guide them to establish correct professional ideas, improve their professional quality, and teach them how to be a man. Only when new employees have good quality and correct mentality can they have correct cognition, which seems to be the personality attribute of employees. In fact, it has a great impact on an enterprise. Paying attention to the cultivation of new employees' positive energy is actually the improvement of corporate culture soft power.
4. Create satisfactory jobs and make career plans for new employees. Enterprises make clear development plans for new employees and let them know their development opportunities in the enterprise. According to personal conditions and background, tailor the suitable career development path for each employee, provide opportunities for employees to realize their personal expertise, form interaction between employees and enterprises, and increase their sense of belonging. At the same time, we should pay attention to the organic combination of employees' own development goals and enterprise development goals, reduce conflicts and increase consistency.
5. Combine the personality characteristics of new employees, make full use of new learning tools and technologies, and carry out training around interests. Growing up under the Internet, being good at or enjoying the Internet and socializing are the distinctive personality characteristics of new employees. Therefore, enterprises should combine their own personality characteristics, establish training and learning programs suitable for their own development, adopt more flexible and diverse learning activities, and give learners more space to participate. Instructors should become guides, increase interaction and participation, encourage learners to actively explore and give them opportunities to practice. Moreover, each activity should be directly related to the learning objectives and specific tasks, and meet the needs of learners. Make full use of various new learning tools and technologies such as social media, communication forums and mobile Internet, and comprehensively apply online and offline mixed learning methods and autonomous learning through online open classes, online business schools, WeChat, Weibo and forums. 6. Establish the guidance system for new employees and implement the tutorial training mode. Change the simple training mode of "mentoring system" in the past, and introduce tutorial system to implement management and teaching activities. Select experts, leaders and backbones with strong internal professional theory and rich practical experience as tutors, clarify the responsibilities and obligations of training, establish an assessment and reward system, formulate phased training plans, quantify assessment standards, implement the plan, and implement target assessment in stages. With the project as the carrier, through "mentoring" training, we will give new employees accurate and fast ways to do things, realize the transfer of technical skills and knowledge, and help them become talents.
7. Build a learning platform for new employees, give them challenging jobs, and realize the organic combination of "training" and "training". For those young and energetic new employees, challenging work and successful satisfaction can motivate them more than actual salary. Job rotation with a purpose can enrich the work content of new employees, make competent new employees take more responsibilities, increase the challenge and participation of work, help new employees solve the problem of "knowing" to "doing" and realize the transformation of training effect. And actively provide and create learning and training opportunities for new employees, promote their continuous progress and development, and let them understand that work is the real beginning of training, and group training is just a run-up. Only by constantly improving one's talents can one cope with challenging work.
8. Strengthen assessment, increase crisis awareness, and give new employees moderate and stable pressure. Give pressure to new employees, let them feel the competition within the enterprise, improve their self-pressure, improve their learning ability, realize the change of consciousness from "I want to learn" to "I want to learn", and encourage employees to move forward quickly along the development path suitable for their own characteristics, so as not to fall behind and be eliminated, and realize the rapid change of roles as soon as possible.
(2) Pay attention to the growth of new employees and enhance the sense of corporate identity and belonging.
1. Pay attention to the guidance and cohesion of corporate culture. Give full play to the essence of corporate culture, truly penetrate into the work and life of employees, let culture take root, guide the behavior of new employees, and help them form good work habits. Set up enterprise role models and benchmarking figures, vigorously promote outstanding employees to pursue Excellence, maintain a positive attitude of new employees, and boldly encourage new employees to participate. Through the development of team activities, employees can get to know each other, help each other, learn to cooperate and form team cohesion.
2. Enhance new employees' induction care, strengthen emotional management and increase happiness. Enterprises should try their best to reduce the negative impact of new employees' "job anxiety" and do a good job care for new employees. Enterprises should have a timely insight into the psychological activities of new employees, pay attention to the changes of their emotions, words and deeds, find out the points of concern in time, innovate the ways of care, relieve the anxiety of new employees, and let them integrate into the new environment as soon as possible from the bottom of their hearts. Through psychological consultation, happiness promotion and psychological consultation, the old employees teach the new employees the ways to obtain great happiness, small happiness and small happiness, so as to improve the new employees' ability to adjust their self-happiness, thus helping the new employees to release pressure, resolve bad emotions and enhance their happiness.
3. Establish smooth two-way communication channels. Enterprises should establish smooth two-way communication channels, provide opportunities for new employees to express their opinions, and feedback their opinions and suggestions in time. Without interaction and feedback, the improvement of training work will become an armchair strategist. We can strengthen the communication between new employees and between new employees and enterprises by holding symposiums and team interaction activities. Through timely communication, friendly encouragement, interactive activities and other effective methods, enhance the sense of belonging and identity of new employees to the enterprise, and further meet the needs of self-esteem and self-realization.
Four. Concluding remarks
In short, in the current competitive social environment, enterprises should, according to the actual situation, use a variety of effective measures to strengthen systematic and scientific training for new employees, improve job satisfaction, highlight the vitality of enterprises, form enterprise cohesion and competitiveness, and make new employees quickly adapt to enterprises, become enterprise elites, and become the greatest potential for future development of enterprises.