1) Assignment: When assigning new people to the work unit, it is not necessary to assign new people to the understaffed unit. It is very important to have excellent teachers for this job. If possible, even if the nature of the work is different, the newcomers should be sent to work units with excellent instructors for one or six months of training. Because everyone needs experience, for an enterprise, the boss who comes into contact with the company first has the greatest influence on him. If this boss is excellent, newcomers can learn a lot from him. On the contrary, if the boss who comes into contact for the first time is a person who does nothing but complain, then the newcomers will be negatively affected unconsciously, and the new employees who should have the actions of the newcomers will often learn some bad habits.
2) Before new employees take up their posts, if they want to educate new employees about work processes, rules, habits and working methods, the first thing to do is to ask the old employees to follow the standard process. Therefore, about one month before new employees go to work, we should first implement the education of old employees. The content of education can be discussed by employees themselves, and the educational projects that they plan to require new employees are put forward one by one, but new employees can only take up their posts after reaching their own educational content.
3) Make a good plan: The more detailed the plan for new employees, the better. First of all, we should make the knowledge, technology and traditional spirit inherent in each job detailed and easy to understand. Perhaps what is more difficult in the plan is "attitude training". The most important thing in attitude training is to set specific goals that can be put into action, not abstract slogans. For example, teaching newcomers to have a "sense of responsibility" may be at a loss if they are asked to do it themselves at once. At this time, it is useless for seniors to be angry again. It is better to teach them calmly according to the following rules. Really finish the work that has been set. Keep close contact with relevant personnel. When something goes wrong or you can't keep up with the progress of your work, don't be silent, but try to solve it. Do it well afterwards. No matter who can teach new people in a positive and beneficial way, they will succeed.
4) Education for employees: the plan mentioned in the previous paragraph has been completed, and then the actual education problem is followed. What is most needed at this time is specific reasons. The life experiences of new employees and old employees can be said to be completely different. What old employees take for granted, new employees may find incredible. For example, newcomers may not write down the attendance time of one week on the attendance list until the weekend, while old employees may feel "outrageous" and newcomers will face it with an attitude of "this is more relaxed". At this time, the old employees must explain the reasons for making the new employees conform to the regulations. If there are rules that cannot explain or convince new employees, it is better to cancel them.
5) On-the-job training: The focus of training new people should be on-the-job. For example, if you want to cultivate the team spirit of new recruits, you can give them a group of 2-3 people, and give them time limit, ask them to complete something within the specified time, such as mechanical decomposition, educate them how to work together and complete mechanical decomposition within the specified time. Such training can not only make them realize the importance of team spirit, but also enable them to establish good interpersonal relationships with each other.
6) Responsible working attitude: You must have a responsible working attitude after becoming a company employee. You should have a sense of responsibility, such as "You represent the company now" and "You should do your own work". This kind of teaching should also try to give education at the right time while working.
7) Method of correcting mistakes: Clearly pointing out mistakes is very important and can improve training results. But it is important to correct my attitude; Be sincere, aim at things, not people. 8) Relax once in a while. Newcomers are generally worried about whether they can establish good interpersonal relationships. It turns out that interpersonal relationships in the company are also established through work. But here I want to teach you to pay attention to the methods of establishing interpersonal relationships. First, gossip at work. Occasionally talk to colleagues about some light topics. Second, rest after work. Get together to play tennis during lunch break. Third, build social relationships. Now, young people like to eat dinner. Eating and drinking, listening to the voices of young people in a pleasant atmosphere, it is easy to establish good interpersonal relationships.
9) Understanding employees' sexual orientation: Understanding employees' sexual orientation will have a great impact on future job assignment and employees' development at work. However, it is not a simple matter to know the sexual orientation of every employee, and it is not easy to get the results by buying some sexual orientation tests in the market. This test is just a reference. The most correct way is to get along with each other in practical work, and then combine the opinions of each senior. After detailed discussion, the gender of each employee is made clear before deciding the work distribution.
10) Those who do not meet the standards should be eliminated: when recognizing the sexual orientation of employees, if they find that their sexual orientation is not suitable for working in the company, they should also have the courage to eliminate them. Some companies are reluctant to give up new employees easily because they spend a lot of time, spirit and money from adoption and training to understanding their sexual orientation. However, if the new employee's sexual orientation shows that he is really incompetent for any job in the company, even if he stays, it will not help the company at all, but will delay a person's future. So it is good for the company and myself to find out as soon as possible and decide whether to stay or not. It is better for employees to fry early than late. If you are fired early, you still have time to prepare for the next company. Coupled with this experience, people who have been fired can also find jobs that suit their sexual orientation. Therefore, for laid-off workers, it is an aid to decide whether employees will stay or not as soon as possible.