Staff training can directly improve the ability level of managers and the skills of employees. I have compiled a sample training plan for probationary employees, hoping to help you.

One: Purpose:

1. Provide correct and relevant company and work information for new employees and encourage their morale;

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

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

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

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

6. Make new employees understand their job responsibilities and strengthen the relationship between colleagues;

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

8. Probation period for new employees. Job performance and job adaptability.

Second, the object

A new employee of the company.

Third, time.

The new employee will be employed until the end of the probation period.

Fourth, the follow-up content

1, issue the employment notice and determine the employment time;

2, new personnel seating arrangement and computer configuration;

3. Handling employment procedures and tracking employment information;

4. Understand the relevant information of the company;

5. Communication between department heads; New employee interview;

6. Personal work situation, adaptability and stability;

7. Confirm the follow-up of evaluation and the handling of formalities.

Verb (abbreviation of verb) Follow-up time and specific content arrangement

The time manager will follow up the documents related to the content and form comments.

Pre-employment recruiter

1, determination of employment time;

2. Issuance of new employee employment notice

3, office space, seating arrangement and computer configuration employment notice;

Computer demand application form

Welcome letter to new employees

Head of employing department

1. Inform colleagues in this department that new employees have joined.

2. Assist in preparing office space and office supplies for new employees.

3. Prepare training materials for new employees in the department.

4. Appoint a senior employee as a mentor for new employees.

5. Prepare the first week's work arrangement for new employees.

The first day of recruiting experts

1, entry procedures;

2. Basic introduction of the company; Stationery preparation; The person in charge of the department introduced;

3. Send the first email to all new employees: self-introduction and related instructions, company employee address book,

Organization chart,

07 employee handbook;

New employee work summary template

Head of employing department

1, report to the department, and the manager welcomes new employees on behalf of all employees in the department;

2. Introduce new employees to employees in this department.

3, department structure and functions, special provisions within the department;

4, the new employee job description, responsibility requirements

5. Discuss work with new employees.

The next day, the recruiter confessed.

1. Communicate with new employees by telephone to find out their work adaptation and problems that need help;

2, communicate with the department head, understand its main work content and adaptability, clear the new work arrangement. Work schedule of new employees

Recruit supervisors/training experts within one week.

Interview with new employees:

(1) Communicate familiarity with colleagues;

(2) Working status and information to be known;

(3) The preparation for the next step.

(4) Weekly work summary

(5) the integrity of employment information

(6) Understanding and feelings about the company.

2. Communicate with department heads: understand the initiative and adaptability of new employees, interview records of new employees, and weekly work summary of new employees.

training commissioner

1, company rules and regulations and corporate culture

2, the company's history and vision, the company's organizational structure, main business.

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

4, the company's overall training materials, mail delivery training sign-in form,

Training site evaluation form

Training evaluation form

Feedback Form of Departmental Post Training

Head of employing department 1. Within a week, the department manager had an informal conversation with the new employees, reiterated their job responsibilities, talked about the problems at work, and answered the questions of the new employees.

2. Evaluate the performance of new employees in one week (in the weekly work summary of new employees) and determine some short-term performance goals.

3. Set the time interview record for the next performance appraisal.

Recruit experts in two weeks.

1. Interview with new employees: understand their recognition and working ability to the company;

2. Relevant annexes for signing labor contracts: labor contracts.

One month, the department head and the department manager interview new employees, discuss the performance during the one-month probation period, and fill out the evaluation form.

New employee evaluation form

Recruiting supervisors interview new employees: understand their work and work; Job satisfaction and short-term planning, follow-up interviews with department heads, and interview records of new employees.

Training specialists follow up departmental training, collect departmental training materials and evaluation results, and put them into the internal training materials of various departments in the company database.

Training effect evaluation form

Week 6 Recruiting Specialist

Self-evaluation of new employees' employment;

New employee confirmation evaluation form;

Social security application form;

Weekly work summary

In the seventh week, the person in charge of the employing department/recruitment supervisor, the manager of the human resources department or the recruitment supervisor will discuss with the department manager the performance of the new employee, whether it is suitable for the current position, fill in the probation evaluation form, and talk with the new employee about the performance of the probation evaluation. Interview record form

Recruiters follow up and summarize the completeness of all normalization related information.

And report to the vice president of human resources department.

In the eighth week, the manager of human resources department interviewed the employees about the result of becoming a full member.

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