A risk seed, a risk seed, the reason is not difficult to understand. To avoid the seeds of this risk, it is necessary to let the employees employed by the enterprise quickly enter the role and integrate into the enterprise in a short period of time, and change from an outsider to an enterprise person. This requires a standardized and systematic method to make them feel respect and care, form a sense of belonging of employees, and have confidence in their career development in the enterprise. Therefore, timely, standardized and comprehensive induction training is an important link that cannot be ignored in human resource management. It is not only the follow-up step of talent selection and recruitment, but also the first step for enterprises to do a good job of retaining people. General /HR training in two training aspects-industry overview, company's industry position, market performance and development prospect-enterprise's rules and regulations and organizational structure-salary and promotion system-safety and health-familiarity with workplace and office facilities and equipment-familiarity with internal personnel (superiors, subordinates and colleagues of the department; Other department heads, cooperative colleagues)-training in management methods such as professional technology, business and finance-depending on the position-while the second part is mainly drawn up and promoted by the direct supervisor/department head of new employees according to the actual work needs of different positions, and the required time can vary greatly, ranging from one or two days to several months, but generally the probation period is the upper limit. Here, the tutoring plan is a good tool. The supervisor can tailor the new employee according to his personal situation, taking into account his job needs at that time and future development, so that the new employee can have a specific direction of learning; According to the tutoring plan, the supervisor can regularly learn about the learning and adaptation of freshmen every week or month, interview them irregularly, exchange ideas with each other and correct inappropriate parts. In this way, the supervisor does not need to monitor the behavior of new employees all the time, and can also cultivate new employees' sense of identity and responsibility for their work. All relevant records, execution tracking and effect feedback of these two parts of training can be controlled by the human resources department as a whole. On the day of registration-welcome to join our company and take up this position-guide the location of lockers and toilets-introduce the inspection system and doormen entering and leaving the factory-show the work place and situation-introduce the work of departments/teams-guide new employees to start work, Introduce the work rules-remind him who he can turn to when he has problems/needs help after the first day-introduce the salary system-introduce the company's medical and health facilities-deeply introduce the cooperative relationship between the positions in the department/team-check his performance before work, comment and answer questions two weeks before work-introduce the company's welfare benefits-introduce the channels for complaints and reasonable suggestions-check whether the work habits violate the safety requirements-continue to check and answer questions. Several methods and means can be used for induction training. It can be lectures and seminars, on-the-job training or even outdoor training. Some companies also adopt BuddySystem, that is, each new employee is assigned an old employee with similar job responsibilities and enthusiasm as a pairing partner, and the old employee can give necessary help and guidance to the new employee at any time. Being selected as a partner is also recognition and honor for outstanding employees, and the company will also give them some rewards for their extra efforts. This one-on-one personal service can show the affinity and cohesion of enterprises, and it is also a reliable way to spread and strengthen corporate culture. Some enterprises will invite third-party training companies to adopt more novel outdoor development training as part of the induction training. This kind of outward bound training follows the basic theory of experiential training and combines the research results of psychology and organizational behavior of newcomers. Through scientific situational design, the course takes into account the individual behavior feelings of newcomers, the establishment of team role concept and the promotion of enterprise value recognition, so as to promote the integration of new employees into the enterprise and strengthen their sense of identity and belonging to the enterprise. At the same time, it also allows new employees to understand and identify with corporate culture in the experience. Impress the first day with a simple but warm welcome reception, prepare some coffee and refreshments (according to the budget), and invite company employees to meet new colleagues. Inform the most basic and urgently needed information, such as the layout of the office area, the most commonly used instructions for using telephones and emails, the use of office equipment such as copying, faxing and printing, the use of tea rooms, restaurants and bathrooms, and other welcome letters-you can prepare a lively and humorous welcome letter in company jargon or slang, (which can also reflect corporate culture and affinity), and invite it with company souvenirs (printed with company logo) * The successful training and development of new employees has penetrated into the behavioral and spiritual level of employees. In the process of transformation from outsiders to entrepreneurs, employees gradually become familiar with and adapt to the organizational environment, begin to plan their careers, position their roles, and begin to play their talents.