New employee training plan model:
First, the purpose of induction training:
1. Make new employees have an all-round understanding of the company, know and identify with the company's occupation and corporate culture, strengthen career choice, and understand and accept the company's * * * language and code of conduct;
2. Make new employees clear their job responsibilities, tasks and goals, master the work essentials, work procedures and working methods, and enter the post role as soon as possible.
3. Help new employees adapt to work groups and norms; Encourage new employees to form a positive attitude.
Second, the training object:
All the new employees in the company
Three. During the training:
The induction training period for new employees is 1 month, of which 2? Three days of full-time intensive training and later on-the-job guidance training. The human resources department determines the training date according to the specific situation.
Fourth, the training method:
1. Off-the-job training: The Human Resources Department will formulate training plans and programs, and organize their implementation in the form of centralized lectures. 2. On-the-job training: The person in charge of the new employee's department compares and evaluates his existing skills with the skills required by the job, finds out the gap, determines the training direction of the employee, and designates a special person to implement training guidance, and the human resources department tracks and monitors it. You can take daily work guidance and one-on-one counseling.
Verb (abbreviation of verb) training materials
Employee handbook, department post guidance handbook, etc.
Contents of intransitive verbs induction training:
1. Enterprise profile (company history, background, business philosophy, vision, mission and values)
2. Organization chart;
3. Overview of the industry where the organization is located;
4. Overview of welfare portfolio (such as health insurance, holidays, sick leave, retirement, etc.). )
5. Performance evaluation or performance management system, that is, the way of performance evaluation, when and by whom, and the overall performance expectation 6. Salary system: payday, how to pay;
7. Labor contract, welfare and social insurance, etc.
8. Job description and specific job specifications;
9. Staff physical examination schedule and physical examination items;
10. Career development information (such as potential promotion opportunities, career paths, and how to obtain career resources information) 1 1. Employee manuals, policies, procedures and financial information;
12. Obtain company access cards and badges, keys, e-mail accounts, computer passwords, telephone numbers, parking spaces, office supplies, etc.
13. Familiarity of internal personnel (superiors, subordinates and colleagues of this department; Heads of other departments, main cooperative colleagues) 14. Dress code;
15. Official etiquette, code of conduct, business secrets and professional ethics
16. Activities outside work (such as sports teams and special activities).
Seven, training assessment:
The examination during the training period is divided into two parts: written examination and application examination. Full-time training is mainly based on written examination, while on-the-job training is mainly based on applied examination, each accounting for 50% of the total assessment results. The written test questions are provided by teachers, and the human resources department prints the test papers uniformly; Application evaluation examines the application of training knowledge or skills in practical work and the improvement of performance and behavior of trained employees through observation and testing, and is evaluated by the leaders of the department, colleagues and human resources department.
Eight, the effect evaluation:
Through direct communication with trainees, teachers and heads of training departments, the Human Resources Department and the departments where new employees work have formulated a series of written questionnaires for follow-up after training, so as to gradually reduce the deviation of training direction and content, improve training methods, make training more effective and achieve the expected goals.
Nine, training work flow:
1. The human resources department coordinates the entry index and entry time according to the manpower demand plan of each department, determines the training time according to the scale of new employees and formulates specific training plans; And fill in the "Full-time Training Plan for New Employees" and submit it to the Human Resources Center and relevant departments;
2. The Human Resources Department is responsible for coordinating relevant departments to organize and manage the whole training process, including fund application, personnel coordination and organization, venue arrangement, course adjustment and progress promotion, training quality monitoring and guarantee, training effect evaluation, etc.
3. The Human Resources Department is responsible for conducting a feedback survey on the trainees at the end of each training session, filling in the Feedback Form for Induction Training for New Employees, proposing suggestions for improvement of the course and the instructors within seven days according to the opinions of the trainees, and sending the feedback form to the instructors for reference;
4. The teacher will come up with an improvement plan within seven days and fill in the teacher feedback information form and submit it to the Human Resources Department for consideration;
5. The Human Resources Department shall submit the summary and analysis report of this training within one week after the centralized off-job training for new employees, and submit it to the President for review;
6. After centralized off-the-job training, new employees are assigned to relevant departments to receive on-the-job guidance training (on-the-job training), and the heads of various departments designate instructors to implement the training. After the training, they fill in the Record Form of On-the-job Training for New Employees and report it to the Human Resources and Knowledge Management Department;
7. The Human Resources and Knowledge Management Department shall assign special personnel to conduct irregular follow-up and guidance during the induction training of new employees.
And through a series of observation and testing methods, we will investigate the trainees' application of training knowledge and skills and the improvement of their behavior in practical work, and comprehensively, statistically and analyze the impact and return of training on the business growth of enterprises, so as to evaluate the training effect and adjust the training strategies and methods.
New employee training plan model:
I. Purpose of training
This scheme belongs to one of the induction systems for new employees. It aims to help new employees quickly integrate into the company's corporate culture, establish unified corporate values and behavior patterns, understand the company's relevant rules and regulations, cultivate good work mentality and professional quality, and lay a solid foundation for competent work.
1. Provide accurate and relevant company and position information for new employees, and enhance the confidence of sales staff to enter the market.
2. Let new employees know about the company's product knowledge and enter the working state faster.
3. Let new employees know about the company's history, policies and corporate culture, and build confidence and expectations for the company.
4. Let the new employee feel the company's welcome to him, and let the new employee have a sense of belonging.
5. Let new employees understand their job responsibilities and strengthen the relationship between colleagues.
6, improve the salesman's ability to solve problems and provide ways to seek help.
Second, the responsibility of the trainer.
1, the new job must be taught and guided wholeheartedly.
2, according to the new training time in the process, performance evaluation and skill evaluation.
3. Trainers should promptly report the performance of new employees to the Administration Department.
Third, new employees.
1, strictly abide by the company's rules and regulations.
2. Accept the guidance and arrangement of the trainer with an open mind.
3. Strictly implement post operation standards and systems.
4. Submit the work contents, work achievements, suggestions and personal experiences of this position to the Administration Department in written form every week and month.
Fourth, the new salesman training schedule
New employee training plan Fan Wensan:
1. target
1. 1 Realize the understanding and recognition of company culture, values and development strategy.
1.2 master the company's rules and regulations, job responsibilities and work essentials.
1.3 Improve the knowledge level of employees and care about their career development.
1.4 Enhance employees' ability to perform their duties and improve their work performance.
1.5 Improve work attitude, enhance employees' work enthusiasm and cultivate team spirit.
2. Responsibility
Centralized management, overall planning, all implementation departments (business, functional departments and subordinate branches) perform their duties, employees actively cooperate, and Qi Xin cooperates to complete the training task.
2. 1 responsibilities of training management center:
2. 1. 1 According to the company's development plan, formulate the company's education and training strategic plan and implementation outline.
2. 1.2 Formulate employee career development plans, form implementation plans, and urge all departments and subsidiaries to implement them.
2. 1.3 according to the company's annual work plan, assessment results and the training needs put forward by various departments, analyze the training needs, make overall arrangements, and form a short-term training plan. Focus on organizing the implementation of management cadre training and business backbone training.
2. 1.4 is responsible for developing and managing training resources.
2. 1.5 according to the development of the company's training work, do a good job in the establishment and management of key personnel training projects and training files.
2. 1.6 Conduct training effect evaluation.
2.2 Responsibilities of all professional departments and subsidiaries of the Company:
2.2. 1 according to the needs of work and the needs of employees in this major, department and system, put forward training requirements to the training management center, and organize and implement training according to the training plan of the training management center.
2.2.2 Be responsible for providing trainers and teaching materials for related majors in this department to the company.
2.3 Personal responsibilities of employees:
Employees have the right to participate in training, but also have the obligation to receive training and train others. In addition to actively participating in various trainings organized by the company and various departments, employees pay attention to self-study in improving their professional knowledge, work skills and comprehensive quality, and at the same time make specific plans for their career development, which will be implemented under the guidance of the company's direct leadership and competent departments.
4. Operating rules of several major trainings
5. Operating procedures for induction training, on-the-job training and post adjustment training
5. 1 induction training: the first training each new employee receives after entering the company, including general knowledge training and professional knowledge training. General knowledge training is presided over by the training management center (and the administrative departments of each division, the same below); Professional knowledge is presided over by the employing department.
5. 1. 1 general knowledge training
① The specific contents include: company management system (working hours, clock-in regulations, leave regulations, absence treatment, overtime management, holiday management regulations, salary settlement methods, employee rewards and punishments regulations, fire protection knowledge training), corporate culture, company development history and direction, introduction of company leaders, organizational structure and functions with relevant institutions, and introduction of employees' rights and obligations.
② After explaining these contents, new employees will discuss with each other or consult with the training management center. 5. 1.2 professional skills training
(1) Training knowledge includes: job description, department functions, department-related workflow, matters needing attention, operation flow and other business-related knowledge.
(2) If the new recruits are middle-level or above positions in the company, the training management center or the leaders in charge shall provide professional training.
(3) Instruct the teacher to guide the new employees to operate, and gradually get familiar with the work according to the step-by-step steps from shallow to deep, until they can operate independently.
④ During the full-moon inspection of new employees, new employees should submit the induction training summary to the department, which will forward it to the training management center for the record. At the end of the probation period, the work should be further reported in the employment application report. As a basis for regular assessment.
5.2 Post adjustment training
5.2. 1 cadres' induction training: the training target is those who have already worked in the company and intend to hold management positions above the middle level. The training plan includes:
(1) Explain the job description, department responsibilities, related work processes, precautions, operating procedures and systems of the post.
(2) Training in management concept, communication ability, leadership ability, decision-making ability and quality requirements. Generally, it is provided by the dean and the leaders in charge, and it is conditional to take the form of external lecturers or overseas training.
5.2.2 For the training procedures of job transfer training for ordinary employees, refer to 5. 1 Professional Skills Training in Induction Training.
5.3 on-the-job training
In different periods of the year, according to the needs of work and business development, the management departments of training management centers at all levels plan and implement training to improve their business and skills.
5.3. 1 Training management centers at all levels collect training items through training demand survey from June to February every year, and the training scope includes: leadership and management, finance and decision-making, human resource management, market and marketing, professional quality, problem solving, etc.
5.3.2 After the training plan is collected, make a comprehensive analysis, formulate the annual training plan in combination with the company's development direction, draw up the annual training schedule, and determine the internal lecturers of each training plan, which are generally taught by the heads of professional business departments.
5.3.3 According to work needs, arrange specific training items and training time, and distribute them to all departments and internal lecturers.
5.3.4 After receiving the training plan, all lecturers should prepare training handouts one week before the implementation of the training they are responsible for and submit them to the training management center for management.
5.3.5 Before the training, the training management center issues handouts according to the trainees.
5.3.6 After the training, the training management center issues the Internal Training Evaluation Form to investigate the training effect. 5.3.7 After each training, the training management center will update the training file resume of each trainee.
5.3.8 The training management center shall summarize each training project and submit a summary report to the superior (the administrative department of the subsidiary shall report to the general manager and the training management center, and the training management center shall report to the President after summarizing).
6. Training effect evaluation
After the training, the training management center issues the Internal Training Evaluation Form to the trainees, and collects and sorts out the training feedback information to guide the training work.