Four-step training for new employees, the main purpose of new employee training is to make employees adapt to the working environment quickly, reduce mistakes in work and improve efficiency; At the same time, let new employees integrate into the corporate culture as soon as possible and enhance their understanding of the company. Next, I will introduce you to the four steps of new employee training.

Four Steps of New Employee Training 1 Step 1: Five Mentality Necessary for New Employees.

1, proactive attitude: being proactive means not only one's attitude, but also taking responsibility for one's own life.

Do everything with your heart: this is the professional ethics that employees should have. A proactive employee will put all his thoughts into his work. Only by working hard can he get good quality and effect, and be worthy of customers and companies. In his work, he should keep in mind that "if you don't do it, do it well". It will bring maximum benefits to the company and the boss. Therefore, in every company, hard-working employees are favored by the boss.

Not affected by the outside world: I feel that social weather will not affect me and will not be controlled by people and things.

Enterprising: We should constantly temper ourselves and improve ourselves. They often find problems in their work and find the best way to solve them through careful study. Be able to treat your work like a boss.

2. Sense of responsibility:

The sense of responsibility is the psychological characteristics of clearly knowing what responsibility is, consciously and conscientiously fulfilling social responsibilities and participating in social activities, and transforming responsibility into action. Have a sense of responsibility, no matter how dangerous the work is, it can reduce the risk; Without a sense of responsibility, no matter how safe the post is, it will be dangerous. Strong sense of responsibility, no matter how big the difficulties can be overcome; Poor sense of responsibility, small problems can also lead to great disasters. Responsibility is an opportunity for self-development, a means of self-development, and something we must do to develop ourselves. Let's listen to the call of responsibility and cherish every responsibility.

3. Gratitude: Work with gratitude.

Treating work with gratitude is the cornerstone of success for a person, a team and a unit. In a sense, gratitude is a watershed between mediocrity and Excellence. Let gratitude change the inertia of thinking and fate, and fill the heart with warmth and sunshine. Put all your enthusiasm into your work, and put unlimited passion into your work, so that you can have unlimited creativity in your work, feel a great and real sense of accomplishment, and feel the happiness brought by excellent work.

4. Self-awareness and learning:

Self-awareness, also called self-awareness, or self-cognition, is an individual's knowledge and understanding of himself, including self-observation and self-evaluation. Self-observation refers to the awareness of one's own perception, thinking and intention; Self-evaluation refers to the judgment and evaluation of one's own thoughts, expectations, behaviors and personality characteristics, and is an important condition for self-regulation. If a person can't correctly understand himself, can't see his own shortcomings, and feels inferior everywhere, he will feel inferior, lose confidence, and balk at doing things ... On the contrary, if a person overestimates himself, he will be arrogant and blindly optimistic, leading to mistakes in his work. Therefore, it is an important prerequisite for self-regulation and personality improvement to know yourself correctly and evaluate yourself realistically. Only with correct self-awareness can we choose our own career plan and get out of the misunderstanding of growth.

5. Grasp the role orientation:

In an enterprise, everyone's division of labor is different, and everyone's responsibilities are different. Just like "stomach" and "limbs", each has its own tasks and personal responsibilities. The "limbs" can't ask the "stomach" to do things that are not within his duties. Is to know where you are, stand in your position, say what you should say in this position, and do what you should do in this position. Only when people in each post perform their duties, can a whole operate organically and everyone's interests can be obtained from the operation of the whole. Supervisors recognize the professionalism of management in their own duties. Middle management only manages its own department within the scope authorized by the boss. On the basis of division of labor, all departments cooperate with each other to do a good job for the boss and improve the efficiency and productivity of the whole organization. A company has many supervisors, and each supervisor is responsible for a management affair, so in the company, you have the same rights and obligations as other supervisors. You are independent in managing internal affairs, but you coordinate your work within the framework of the whole company.

Step 2: Code of Conduct for New Employees

1, etiquette and process of answering the phone

2. Professional attire for men and women is necessary

3. Various business etiquette: introduction, handshake, seating and other etiquette.

4. Etiquette in business banquets: the etiquette of ordering, toasting and leaving.

The third step: the workplace skills that new employees should master.

1. Communication and cooperation in the workplace: methods and principles of effective communication.

2, clear job responsibilities, learn to adapt to the environment: how to work with people with different personality characteristics?

Step 4: Self-management and promotion of new employees

1, building personal professional brand: setting goals and working with passion.

2. Management by objectives: formulate the SMART+C goal principle/goal management workflow.

3. Efficient execution: key factors affecting execution/result-oriented criteria for efficient execution.

First of all, the induction training of new employees is related to the position of employees and the situation of enterprises. Different industries and enterprises have different positions, and the training content and process are also different. We are a sales-oriented company. The company * * * has 120 employees, 80% of whom are salespeople, and February and March are our recruitment seasons every year. Therefore, the induction training of new employees is the key. What we are doing now is as follows: first, divide the positions of new employees. Usually we will be divided into sales posts and functional posts, and sales posts are divided into face-to-face sales and telephone sales. The whole training is divided into two parts:

The first part is a brief introduction of the enterprise. The main content of this training is the situation of the enterprise, including the structure, department heads, salary system, assessment system and promotion system.

The second part is the general situation and prospect of the industry. Because the company is engaged in a special industry, we will popularize the basic knowledge of some industries for all new employees and arouse everyone's interest and confidence in the industry.

The purpose of the above two parts of training is to increase everyone's recognition and goodwill towards the company, because only by recognizing and liking a company can people stimulate their enthusiasm. The training of enterprise introduction is done by human resource manager, and the introduction of industry introduction is done by our marketing manager and training lecturer. The training methods are lectures, questions and team games.

The third part is the training of corporate culture. Corporate culture training is about the company's concept, mission, vision, business purpose, service purpose, employment concept and other aspects of training, as the saying goes, not a family, not a door. On the one hand, this training is to select employees who are consistent with corporate values, on the other hand, it is also to inform everyone of some soft requirements of the company. Cultural things are sometimes more binding than institutions. This training mainly shares cases, which are basically true stories of the company, to set an example for new employees and give them a motivation to make progress. The trainer is the human resources manager or general manager.

The fourth part of the training will be separated. If we are telemarketing employees, we will have professional training related to telemarketing, including the evolution of telemarketing model, workflow, skills, common problems and so on. This training is a combination of theory and practice, with half-day theory and half-day online practice. The trainer is the department manager or supervisor. If it is a face-to-face salesperson, we have training in face-to-face sales skills, processes, requirements and other aspects closely related to the actual work. Functional departments. Employees are being trained in job responsibilities and job requirements.

Starting from the fourth part, our professional training is usually 1 class to 6 class hours, depending on the position. 1 2 hours.

After the fourth part is finished, we will have the fifth part: professional training, including etiquette, professional working methods, how to achieve your work as soon as possible, and so on, to give new people some methods. Usually two class hours.