On the premise of clarifying these two purposes, we need to think about the content, methods and effects of training. The first step is to clarify the content of training. It mainly includes corporate culture (basic knowledge such as corporate culture, industry prospect, product cognition, company system, code of conduct, etc.) and job skills (job responsibilities, workflow, job skills, etc.). Corporate culture is the general program, which expounds the history and honor of the company's development, and defines the company's social mission and corporate vision. Standardize the employee's behavior system in the company, analyze how the company's cultural values are implemented in practical work from the perspectives of logical analysis, historical facts, enterprise activities and experience summary, and guide the employees' behavior standards after entering the company. More importantly, it is clear from all aspects that the standard for employees to judge right and wrong in the company's work process must be the ideology of taking the company's interests as the greatest interest and taking the company's career as their own career platform. For more detailed analysis, please refer to Interpretation and Analysis and Industry Outlook to clarify the correctness of the company's corporate culture in industry selection and market strategy from the perspective of industry. He solved employees' doubts about the company's development space and established a realistic foundation for employees to serve the company for a long time. At the same time, it is also clear that there are still many things we need to do in the development of this industry, and we still need to work hard for our common cause. For more detailed analysis, please refer to Interpretation and Analysis, and "product cognition" is the product positioning decided by the company in response to the market. The most critical part of the company's vision and social value is the company's products. Through the product company to provide services to the market, gain profits and realize more value of the company. Let employees know the correctness of our product positioning, and we all need to make our own efforts to spread and improve this product with social value. For a more detailed analysis, please refer to the explanation and analysis of the Company System, which strictly stipulates the things and behaviors that all employees of the company can and cannot do in the course of work from the perspective of system. It should mainly include human resource management system, administrative management system and financial management system. Other work regulations shall be in the form of process management regulations. For a more detailed analysis, please refer to Interpretation and Analysis (Note: the human resource management system mainly explains why employees can enter the company, how to enter the company, how to do things in the company, what are the consequences of doing right and wrong, what are the consequences of doing well and doing bad, what are the interests of employees and the company, what is the cooperative relationship between the company and employees, and how to break the relationship between the company and employees. The administrative management system mainly explains how to manage, use, maintain and maintain the company's rooms, equipment, tools and consumables, so as to ensure the most effective use of the company's fixed assets and materials and maximize the use value. The financial management system mainly explains the reasonable regulation of the company's funds in and out, and ensures the safe and efficient use of funds. In all systems, there must be a part, that is, in order to ensure the realization of these effects, the distribution of power and the scope of rights in decision-making, supervision, execution and inspection in the management process) "Code of Conduct" is the expression of basic qualities such as words and deeds, gfd and time concept. These are what employees want to express in the process of internal communication and external communication, and also reflect the quality image displayed by a company's habitual behavior. It is an effective supplement and the best extension of the company system. For more detailed analysis, please refer to the explanation and analysis of other basic knowledge, including the requirements and capabilities of using and maintaining the software and hardware related to the company's information platform, and the requirements and capabilities of using and maintaining office equipment and office environment. (For details, please refer to "Computer Basic Operation Ability Training Textbook" and "6S Basic Management Training Textbook". ) Job Responsibilities expounds the job responsibilities and job contents of employees from three aspects: the evaluation standard of work results, the implementation of assessment and the reward and punishment of results, and the right to use relevant resources of the company and get support for completing the work. "Workflow" is to let employees clearly know who is the top of each job from the perspective of standards and norms of work coordination and mutual cooperation, how to judge whether the handover is in line with the norms, who is the bottom, and what kind of results are provided for the bottom. And what resources, tools, more time and rights are needed in the process of completing this result task. In order to achieve effective work results, work skills require us to transform the tasks received from the upper end and the existing resources at hand into effective results through our own labor. The ability reflected in the process of integrating resources, innovating tools, using tools and achieving results is work skills. Different positions and different results require different abilities, but only when we have the ability can we have results. The second step is to clarify the training methods. For basic knowledge (including induction process description, daily work service manual, information platform management, office environment maintenance, etc. ), because its content is trivial and effective, instant training is generally adopted, that is, it is implemented in the daily work process. For example, the introduction of the induction process and the daily work service manual are all carried out by the human resources Commissioner during the induction process, so that new employees can understand the procedures and materials needed to enter the company, as well as the administrative support and life help they can get when entering the company. The management of information platform and the maintenance of office environment can be carried out by combining publicity, self-study and immediate guidance. That is, the company and leaders publicize the value of this content and the implementation of the process, distribute relevant training materials to employees for self-study and discussion, and give immediate guidance, correct and explain immediately when encountering problems in the actual work process. The training of corporate culture, industry prospect, product cognition, company system and code of conduct is best preached through big classes, because the training of corporate culture needs an atmosphere, which in itself is an influence. The training of job responsibilities, work flow and work skills can be implemented in the process of basic training in combination with personnel explanation, teaching materials self-study and real-time training. Personnel explanation is to explain the basic contents of new employees' work when they join the company, and then they read written documents to understand and learn the actual situation. Finally, their professional leaders provide timely training and guidance in the actual work process. The third step is to think about the efficiency of training. Training is an investment. Since it is an investment behavior, we need to think about the input-output ratio of investment, and analyze the cost mainly from the following aspects: 65,438+0, manpower invested: the manpower cost invested in training organization, implementation and teaching. 2. Financial resources invested: the cost of capital invested for effective training. 3. Time invested: the time cost of employees participating in training. 4. Occupied materials: relevant equipment, tools and consumables occupied for the effective implementation of training. Based on the value of training described in the last article, we have a clearer understanding of how to carry out training as the most efficient investment method of enterprise management. Generally speaking, it's an old saying of China: Sharpening a knife doesn't mistake a woodcutter. At the same time, in order to achieve better training results, only positive people can do things, only positive people can do things, and only positive people will accept the company's corporate culture and contribute to the team. So at the beginning of training, the first thing is the training arrangement of "positive attitude".