2022 factory employee training plan 1
The purpose of this plan is to:
In order to reasonably use and correctly maintain the workshop machines, strengthen the production management of the workshop, comprehensively improve the operation skill level of the workshop staff, and improve the production output and product quality of the workshop, the following training scheme is specially formulated:
A, the company's basic rules and regulations training:
Workshop employees are required to keep in mind the company's basic rules and regulations, abide by the company's relevant systems, and do their jobs well within the scope required by the system.
Second, the employee responsibility:
1. Purpose: To make employees clear their job responsibilities, do their jobs well in an all-round way, give full play to their abilities, and improve the team production capacity of the whole workshop.
2. Training method: Through the daily production of the workshop, the pre-shift meeting and the on-site explanation and inquiry, learn from the excellent employees in the workshop and learn in writing.
3. Evaluation: feedback inspection is conducted after the study, and evaluation and assessment are made through the daily work performance of employees, evaluation by supervisors and employees in the same workshop, and question and answer of test papers.
4. Effect: Every employee in the workshop is required to clarify his/her job responsibilities and do his/her job well.
Third, the workshop product quality requirements:
1. Objective: To fully understand the product categories of the workshop and the quality and technical requirements of related products, strictly control the quality of products opened by ourselves in daily production, achieve high yield and high quality, and maximize the basic production capacity of the workshop.
2. Training method: Through the explanations of masters and technicians, the quality requirements of quality inspectors when inspecting products, learning the quality requirements of products in actual machine operation, learning and discussing with each other among employees, writing, etc.
3. Evaluation: product quality inspection issued by employees, inspection results of supervisors and quality inspectors, and questions and answers on test papers.
Four, the basic operation skills and common production failure solutions:
1. Objective: To comprehensively improve the skill operation level of workshop employees, improve the overall production level of the workshop under the requirements of high quality and high standards, and require employees to skillfully operate machines, skillfully solve some common production failures, and improve their self-ability in daily startup.
2. Training method: through practical training and relevant experience summary, explanations and operation drills by the person in charge, the captain and relevant personnel, the leading role of outstanding employees in the workshop, written learning, etc.
3. Evaluation: On the one hand, the employee's personal description (or questionnaire survey); On the other hand, employees' daily work performance and on-site actual operation prevented and solved some production failures in time.
Verb (abbreviation for verb) Operation, use and maintenance of workshop production equipment:
1. Objective: To require employees to operate the machine skillfully, understand the basic working principles of some production equipment, master how to maintain the production equipment, minimize the damage times of the production equipment in the workshop, and really do a good job in the maintenance of the production equipment.
2. Training method: through the explanation and practical operation drills of workshop supervisors, masters and excellent employees, the explanation and explanation of mechanics and electricians, the guidance of professionals and written materials.
3. Evaluation: the daily performance of employees, the inspection and supervision of foremen and related personnel, the use and maintenance records of production equipment, etc.
Description of plan:
The above are five aspects of employee training. Please refer to the details of each aspect for the detailed training contents of these five aspects. Each employee is required to be strict with himself/herself first, be prepared for study, improve his/her level in all aspects in the shortest time, and maximize his/her personal value.
In daily production, in strict accordance with the requirements of all parties concerned, do your own job, work hard for the production in China, comprehensively improve the skill level of the production line in this workshop, and form an excellent work team in the workshop.
2022 factory employee training plan 2
First, training demand analysis-the premise of scheme design
Training experts should adopt various methods and techniques to analyze the necessity, objectives and contents of training. Demand analysis is the premise of determining training plan and the basis of training evaluation. Training needs can be carried out in three aspects:
1, tissue analysis.
According to the vision and mission of the enterprise, determine the requirements for employees to ensure that the design concept of the training plan meets the overall goals and strategic requirements of the enterprise.
2. Job analysis.
If a new employee has a mature job description, you can directly refer to the requirements for employees in the reference book.
3. Gap analysis.
It refers to comparing the current level of employees with the requirements of their skills and attitudes in future jobs, studying the gap between them, and determining what kind of training is needed to improve employees' post competence.
Two, clear training objectives, set the overall goals and specific goals at different levels.
The overall training goal is the design basis of the whole training scheme, which has the characteristics of macroscopic and operability. A typical performance is to help new employees understand and be familiar with the general situation of the company through induction training, so as to adapt to the various environments of the enterprise and be competent for new jobs, so that new employees can have an all-round understanding of the company, know and recognize the career and corporate culture of the enterprise, strengthen career choices, and understand and accept the language and code of conduct of the enterprise. The specific goal of training is to decompose and refine the overall goal, which is operable. Generally, it includes understanding the culture and business philosophy of the enterprise and being familiar with various general policies, rules and regulations of the enterprise; Understand the business situation of the enterprise and the basic knowledge of products, and understand the basic requirements of the post; Can skillfully apply various basic work skills, etc.
Third, follow the training principle.
The training principle is the definition of the concept of scheme design, such as on-the-job training, supplemented by off-the-job training, and rapid growth in practice; Conduct targeted training for different categories of new employees; The training process is strictly managed and evaluated.
Four, clear the applicable object of the training plan.
If this scheme is suitable for the training of new employees in a company or department.
Fifth, set a reasonable training time
Pre-job training in general companies ranges from 7 to 30 days, and some positions in a few large companies need 2 to 3 months for sales; The culture period after arrival is long, lasting 6 months-1 year.
Six, choose the right training department.
Pre-job training is arranged by the company headquarters, and the responsible department is the human resources department or a special training center; During the on-the-job exercise, the business department where the employee works is responsible; If it is exercised across departments, several business departments will be responsible.
Seven, design training content
Generally speaking, the content of induction training for new employees should include training in knowledge, skills and other qualities, which should be consistent with the results of demand analysis and related to the requirements of the job. Knowledge should include geographical location and working environment, corporate culture and business philosophy, strategy and development prospects, signs and origins, historical development stages, products and services of enterprises, etc. Professional positions should increase the corresponding professional knowledge. For example, the new technical staff of a company need to learn 10 professional-related books and pass the exam in a short time. Skills should include effective communication, teamwork, time management, meeting management and other general skills. Other qualities mainly refer to the ability to identify with corporate culture at the level of values. In addition, different training levels have different content focuses. For example, enterprise-level training tends to macro-level such as culture and policy, while department-level training tends to departmental structure, functions, job responsibilities and key performance indicators.
Eight, choose the appropriate training method
Training methods usually include teaching method, demonstration method, case method, discussion method, audio-visual method and role-playing method. , each with its own characteristics. In the induction training of new employees, they should be selected reasonably according to their needs and possibilities. According to the law of adult learning, the induction training of new employees should adopt the way of high participation of students as far as possible to improve the training effect.
9. Prepare relevant training support resources.
Training content and training methods determine how to choose training support resources. Generally, it should include classrooms, conference rooms, workshops, teaching materials, notebooks, pens, models, projectors, televisions, videos, etc. These arrangements can make employees feel the care of the enterprise from different angles, so we should consider the employees' feelings as much as possible when designing.
2022 Factory Staff Training Plan 3
First, the overall goal
1. Strengthen the training of the company's senior managers, enhance the operators' business philosophy, broaden their thinking, and enhance their decision-making ability, strategic development ability and modern management ability.
2. Strengthen the training of middle managers in the company, improve the comprehensive quality of managers, improve the knowledge structure, and enhance the comprehensive management ability, innovation ability and execution ability.
3. Strengthen the training of the company's professional and technical personnel, improve the level of technical theory and professional skills, and enhance the ability of scientific research and development, technological innovation and technological transformation.
4. Strengthen the technical level training of the company's operators, constantly improve their business level and operational skills, and enhance their ability to strictly perform their duties.
5. Strengthen the academic training of employees, improve the scientific and cultural level of personnel at all levels, and improve the overall cultural quality of employees.
6. Strengthen the qualification training of managers and industry personnel at all levels, speed up the work of holding certificates, and further standardize management.
Two. Principles and requirements
1, adhere to the principle of teaching according to needs and stressing practical results. According to the needs of the Group's reform and development and the diversified training needs of employees, we will carry out training with rich content and flexible forms at different levels and categories to enhance the pertinence and effectiveness of education and training and ensure the quality of training.
2, adhere to the principle of independent training, supplemented by outsourcing training. Integrate training resources, establish and improve the training network with the training center of the Group as the main training base and the surrounding colleges as the outsourcing training base, do basic training and routine training mainly with independent training, and do relevant professional training through the outsourcing base.
3. Adhere to the principle of running schools jointly by factories and schools and giving priority to amateur study. According to the needs of the company, the mainstream and related institutions jointly run schools, offer advanced courses in related professional colleges, organize employees to give lectures on weekends and holidays, and combine self-study to complete their studies and obtain academic qualifications.
4. Adhere to the principles of training personnel, training content and training time. In 20__ years, the senior management personnel have participated in business management training for a total of not less than 30 days; The accumulated training time for middle-level cadres and professional and technical personnel is not less than 20 days; The cumulative training time of general employees' operation skills is not less than 10 days.
Third, the training content and methods
(1) Company leaders and corporate executives
1. Learn the major policies of the central government, the state and the government, analyze the political and economic situation at home and abroad, and study and interpret relevant state policies and regulations. Organize training through the superior competent department.
2. Develop strategic thinking, improve business philosophy, and improve scientific decision-making ability and management ability. By participating in high-end entrepreneurs, summits and annual meetings; Visit and learn from successful enterprises at home and abroad; Attend high-end lectures by senior trainers from well-known enterprises at home and abroad.
3. Degree training and qualification training. Participate in academic studies or MBA or EMBA studies at Peking University, Tsinghua, Nankai, Tianda and Party Schools of the Central and Provincial Committees; Participate in vocational qualification training for senior managers.
(B) Middle-level management cadres
1, management practice training. Production organization and management, cost management and performance appraisal, human resource management, motivation and communication, leadership art, etc. Invite experts and professors to give lectures in the company; Organize relevant personnel to attend special lectures; Accept the Times Guanghua course in the group training center.
2. Academic education and professional knowledge training. Actively encourage qualified middle-level cadres to participate in university (college) correspondence, self-study or MBA and other master's degree studies; Organizational management, business administration, accounting and other professional management cadres took the qualification examination and obtained the qualification certificate.
3. Broaden your horizons, broaden your thinking, master information and learn from experience. Organize middle-level cadres to study and visit upstream and downstream enterprises and affiliated enterprises in batches to understand the production and operation situation and learn from successful experiences.
(3) Professional and technical personnel
1. The deputy chief engineers and chief engineers of all disciplines will give special technical lectures on a regular basis, make full use of the Group's distance education and training base, and carry out special training on new technologies, new materials and quality management knowledge, so as to cultivate innovation ability and improve research and development level. The training arrangements during the year are as follows: **3 10:
2, organize professional and technical personnel to learn from advanced enterprises in the same industry, learn advanced experience, broaden their horizons. During the year, it is planned to arrange two groups of personnel to visit and study in Shandong Haihua and Lianyungang soda plants.
3. Strengthen the strict management of personnel who go out to participate in training. After the training, write written materials and submit them to the training section. If necessary, learn and popularize some new knowledge in the company.
4, accounting, economics, statistics and other professionals who need to pass the exam to obtain professional and technical positions, through planned training and pre-test counseling, improve the qualification rate of professional title examination. For professionals who have obtained professional and technical positions through evaluation, such as engineering, experts from related majors are invited to give special lectures to improve the technical level of professional and technical personnel through multiple channels.
Basic training for employees
1, induction training for new workers
In 20__ years, we will continue to further strengthen the company's corporate culture training, laws and regulations, labor discipline, safety in production, team spirit and quality awareness training for newly recruited employees. Each training year shall not be less than 8 hours;
Through the implementation of "Master with Apprentices" and professional skills training for new employees, the signing rate of apprenticeship contracts for new employees in each subsidiary must reach 65,438+000%, and it will be assessed once every six months. If the two examinations fail, the new employee will be dismissed, and those who pass the examination will be rewarded.
2. Re-employment training for transferred workers
In 20__ _, we will continue to train the re-employment center staff in corporate culture, laws and regulations, labor discipline, safety in production, team spirit, concept of choosing a job, company development strategy, company image and project progress. , not less than 8 hours at a time.
At the same time, with the expansion of the company's scale and the increase of internal employment channels, professional and technical training should be carried out in time, and the training time should not be less than 3 months.
3, staff technical level training
The group company plans to train 15 technicians and 2 senior technicians in 20 years. In alkali industry and joint-stock companies, the proportion of technicians above intermediate level is above 70%. In the past 20 years, on the one hand, we will continue to popularize and expand the proportion, with the focus on training senior technicians. It is planned to train 2 senior technicians, including technicians 10. And try out the chief technician system to form a perfect skilled personnel system and provide experience for other subsidiaries.
Other subsidiaries should focus on basic work, focus on training intermediate workers and senior workers, strive for intermediate workers and above to account for more than 30% of the total number of skilled workers, and improve the overall quality of skilled workers. On this basis, we will select a single post with strong maturity and focus on training 5 technicians and 50 senior workers.
(five) to carry out academic education.
1. The Group Training Center runs a school jointly with the University of Technology, and offers junior college classes in chemical technology and mechatronics technology. Through the national adult college entrance examination, the employees who meet the admission conditions will be trained intensively in a planned way to obtain academic qualifications.
2. Jointly run schools with HKUST and hold correspondence courses in chemical engineering; Recommend outstanding middle-level and above managers to Tianjin University and Nankai University to study for master's degree. Improve the academic qualifications, business level and decision-making ability of company executives, and better serve the company.
3, mobilize the enthusiasm of employees for self-study. Provide good service for employees' self-study exams, help employees sign up and provide correspondence information; Adjust the existing academic reward standards for on-the-job employees; Take education level as the condition for taking up posts and promoting administrative and technical positions, and increase the motivation of employees to learn.
Fourth, organize and lead.
1, the group and its subsidiaries should put the cadre training work on the agenda and implement the responsibility system. The general manager of the company is fully responsible for the training work, and the competent leaders (in charge of cadre and personnel work) should do a good job of implementation.
2. The organization is in place and the funds are in place. The personnel organization department of the company organizes, coordinates, serves and supervises according to the training plan, and the company allocates training funds (65438+ 0.5% to 2.5% of the total salary) according to relevant regulations to ensure that the training work is put in place.
2022 Factory Staff Training Plan 4
The staff training in 20__ years aimed at the hotel's development and job requirements, effectively improved employees' awareness of the importance of training, actively guided employees to study consciously, master service skills, enhance post competitiveness, cultivate employees' self-confidence, cultivate a high-quality staff team with excellent service and unique skills, and continuously strengthen Yi Jiaxian's brand image and market competitiveness.
The training work takes stores (departments) as the basic training unit. Carry out the training principle of combining operation skills, service skills and service attitude, and organize the implementation of the training mode of filling vacancies in one post and being versatile in one post. It is expected that targeted training will be carried out in three aspects to continuously improve employees' job awareness and job skills.
Professional skills training
(1) Brand-new management concepts and ideas have become an urgent knowledge demand for hotel employees, including managers. So this year, we are going to increase the training of professional knowledge for managers. If conditions permit, some employees will be sent to participate in some scientific research and training of tourism management majors, so that hotel management tends to be standardized and standardized. At the same time, it also strengthens and improves employees' loyalty to the enterprise. Yi Jiaxian first solved the problem of employee turnover rate in the catering industry.
(2) Hotel lobby is an important window to create quality service and enhance corporate image. The lack of service skills and nonstandard operation procedures will inevitably have a vital impact on hotel management. Therefore. This year, we will strengthen standardized service process training and continuous skill competition, and strengthen the continuous improvement of employees' service skills. In the training of service skills, we should combine outsourcing with internal training, increase efforts, and strive to successfully complete this task in the case of business and training.
(3) According to the pre-job training assessment of the hotel years ago, the basic service theory and operation skills are generally not strong. This year will be regarded as a key point to improve the quality of employees. If conditions permit, front-line staff and service personnel will be organized to tackle technical problems again in the second half of the year.
2022 Factory Staff Training Plan 5
Second, the new employee training
New employees are a new force in hotel management activities. Improve one's own quality, master job skills skillfully, and let oneself upgrade synchronously with the fast-developing hotel as soon as possible. According to the principle of combining on-the-job training with on-the-job training, new employees are trained in a planned and step-by-step manner. Employees' manuals, safety knowledge and service skills should be regarded as basic training contents, and they should be included in one of the conditions for formal installation after passing the examination.
Third, professional multi-functional training
Building a learning team and being intelligent workers is the theme of hotel training for 20 years. It is the starting point of our work to cultivate a versatile and versatile compound talent. Therefore, this year we will start training from these two aspects.
(1) Send some business backbones to some professional schools and training institutions for training, learn relevant business knowledge and improve service level.
(2) Carry out follow-up training of different skills in some positions in the store, strengthen personnel flow, solve the problem of insufficient personnel in emergency, and provide necessary conditions for employees to master service skills in an all-round way, so as to become versatile and intelligent employees.
Fourth, quality inspection.
Employees will only do the work we check, not the work we ask. This is a disadvantage of the hotel at present, and it also shows that some employees are not motivated, do not pay attention to rules and regulations, and have low team awareness and execution. Therefore, this year we will comprehensively improve and gradually solve some existing problems through the combination of training and inspection.
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