Job-transfer training refers to the training for changing jobs, enabling job-transfer personnel to master the technical and business knowledge and work skills of new jobs and obtain new job qualifications. Generally, the target of job transfer training has certain work experience and practical experience, but the job of job transfer is quite different from the original job, so comprehensive training is needed to master new knowledge and skills.

Mode: 1. Participate in the pre-job training for the post to be transferred with the new employees.

2. Accept on-site one-on-one guidance.

3. Go out for training.

4. Accept the induction training of enterprises.

Procedure: If it is necessary to change jobs due to organizational reasons and personal incompetence, the following procedures can be followed:

1. Determine the transfer position: the employee leaders will make suggestions after soliciting their own opinions according to their specific conditions, which will be determined by the personnel department.

2. Determine the training contents and methods: determine the training contents according to the specific requirements of the positions that employees will be engaged in, and determine the training methods according to the training contents and the number of trainees.

3. Implementation training: The difference between job-transfer training and pre-job training is that job-transfer training focuses more on the training of professional knowledge, skills and management practice.

4. Assessment and evaluation: After the training, the trainees should be assessed or evaluated. If they pass the examination and evaluation, the human resources department will go through the formal transfer procedures.