Overview of business training (1) In order to further improve employees' business skills and cultivate professionals to meet the needs of enterprise development. According to the arrangement of the company at the beginning of the year, after research and discussion, our department hired professional and technical personnel on August 27th, 20XX, and organized front-line production personnel to conduct soft water testing and service etiquette business training in the company conference room. Training content: soft water treatment, common fault analysis and treatment, and service etiquette training for toll collectors. The training work is summarized as follows:
First, elaborate organization, clear division of labor and reasonable arrangement.
In order to organize this business training well, ensure the smooth development of this business training and achieve practical results, our department has set up an activity leading group, with Comrade He Daquan as the team leader, Comrade Luo Wei as the deputy team leader and the leaders in charge of the company as members. There is an office headed by our production section chief, Comrade Cai Xiaojun. Due to strict organization and clear division of labor, this training was successfully completed and achieved good results and functions.
Second, employees in each position have a strong learning atmosphere and high learning enthusiasm.
In this training, employees in all positions changed their attitude of going through the motions in previous years and improved their attitude with the spirit of serious study. In class, employees speak actively, ask questions to teachers and take study notes carefully. When they have new knowledge points, they always take the initiative to ask questions from the training teachers and put forward their own opinions. Some comrades, because of the gap between memory and understanding, even took pains to ask the teacher questions once or twice until they fully understood them, and then took notes. This fully shows the students' positive and serious attitude.
Third, strict assessment to ensure that the training results are true and effective.
After the study, organize a unified examination. Both trainings were conducted in the form of written test and practical operation. In the training of soft water laboratory, all employees mastered the practical operation assessment through hands-on and active learning, and the qualified rate of training reached 65,438+000%. In the theoretical examination, the training content basically meets the requirements and the results are excellent. Service etiquette and service standard training, in the learning courseware, the training teacher leads everyone to simulate the operation, and the simulation scenario requires two students to exchange roles for training, and each employee participates in it personally, which greatly improves the initiative ability of employees. Through strict examination, the qualified rate of all employees' training is over 96%.
Through learning, the professional level of employees has been improved to a certain extent. At the same time, everyone also deeply feels that their lack of professional knowledge is inconsistent with the situation of heating development. They think that in order to adapt to the development of the new situation, we must study professional knowledge harder. In all the training next year, we will continue to use this year's training mode. (Summary of Teachers' Continuing Education)
In the future business training, we will continue to implement Scientific Outlook on Development as the guiding ideology, combine with the company's "Ten Standards for Heating", strengthen the business quality through on-the-job training, comprehensively improve the professional and technical ability and post operation ability of the personnel in each position of the production system, achieve the goal of building a first-class staff team, a first-class industry image and a first-class work performance, constantly seek new business knowledge and constantly innovate the working mode. In order to constantly improve their business ability, each of our employees will have higher morale. In order to ensure the smooth and efficient development of heating work, we constantly enrich ourselves, constantly strengthen our business capabilities, and make our due contribution and strength for the development of enterprises.
Summary of business training (2) Looking back on the past time, it has been more than a year inadvertently. During this time, I came into contact with all aspects of human resources, and finally training gradually shifted to my focus. In the process of work and exploration, I realized that "training is the long-term investment of the company, the greatest stamina for development and the greatest welfare of employees". Here is a summary of previous training work:
I. Development of training work
Up to 20xx65438+February 4th, this year * * * held more than 300 trainings with 4 105 participants. Among them, internal training accounts for more than 90%, external training and training organized by the group head office account for about 10%, and the training funds reach 20,680 yuan. The training scope includes professional knowledge training, induction training for new employees and on-the-job training. The completion rate of annual training plan is over 86%.
Second, the training courses are mainly divided into the following categories:
1. orientation training for new employees: with the declaration of new products and the construction of new workshops, the scale is gradually expanding, and new employees are employed every month. According to the relevant training requirements, organize monthly induction training for new employees, mainly involving corporate culture and rules and regulations; Safety education; Basic knowledge of microbiology; Basic knowledge of GMP; Basic knowledge of salary and welfare system and social security
The training is supported by courseware provided by relevant departments and taught by relevant personnel. Finally, the training is evaluated on the spot to realize timely feedback on the training effect. This kind of training is routine and will be carried out every month.
2. Professional knowledge training: the quality of products depends on the efforts of all employees in the company, but the professional quality of on-the-job employees is uneven. In order to ensure the product quality at every step, and at the same time respond to the relevant calls of National Medical Products Administration and the Group Company, the company has invested a lot of manpower, material resources and financial resources to carry out pharmaceutical research and professional knowledge training related to production quality, improve the professional quality of employees, and ensure the production of qualified and excellent products. Training mainly involves process research and analysis, new drug research and analysis, quality control, etc.
3. On-the-job training: This kind of training covers a wide range, such as on-the-job SOP training, GMP related documents training, equipment operation training, health management training, safety production training, etc. It is the largest part of the whole training system, with about 20 training sessions per month, which will be assessed according to the actual situation and training needs.
4. Intra-departmental training: After the induction training for new employees, the new employees will be assigned to new posts, and the department will arrange various practical trainings according to the actual situation. This kind of training is mainly organized according to the needs of the department.
Third, the training work analysis
1, score:
A: The training support required for GMP certification in the second workshop of 20XX injection was successfully completed.
B: Successfully completed the training support required for the inspection of the new drug project of sofinazone.
C: Basically completed the relevant training in the 20XX annual training plan.
2. Existing shortcomings:
A: Insufficient understanding of professional training leads to insufficient training demand planning, training course design and training implementation.
B: In terms of training implementation, most employees are still relatively supportive of training, but a few department leaders and employees don't know enough about training. They think that training delays working hours and is dispensable, and the support for training is not enough.
C: The responsibility of training instructors is not high. There is a problem in some training, that is, the lecturer talks to himself on it, whether he understands it or not, and reads the training materials from books, ignoring the principle of training interaction.
D: The principle is not strong, or there is no corresponding training reward and punishment system. Can not strictly enforce the training discipline and related regulations, turn a blind eye to violators. This is the main reason for lax training discipline and disorder.
E: The teaching skills of internal lecturers are generally not high, which needs to be improved. The level of courseware production is insufficient, and they lack the ability to independently develop courses. Therefore, it is necessary to improve and further standardize the management of internal trainers, improve the teaching level of internal trainers, promote the certification of internal trainers, and truly build a qualified team of internal trainers.
F: According to the requirements of training-related materials, one of the materials that a complete training must include is the pictures or videos of the training site, so as to urge the practical implementation of the training work.
According to the shortcomings in the past year's work, in the new year, I will mainly start from the following aspects, gradually optimize the training work and rationalize the implementation:
1: Learn and train professional knowledge from various channels, interpret and analyze it according to the actual situation, improve your professional level and become a qualified trainer or even lecturer.
2. Effectively understand and analyze the actual needs of employees for training, and truly do training for employees.
3. Strengthen communication with all departments, so that the training work can be fully understood and supported by all parties.
4. The training is based on the annual plan and supervised every month. After completion, you must provide relevant information, including live videos or pictures, so that the training can be implemented and employees can benefit from it, and they are no longer just vassals of various inspections.
Over the past year, I have been engaged in training, human resources and other aspects of daily work, gradually deepening my understanding of the industry, but also have a deeper understanding of my own shortcomings. Thanks to the guidance of department leaders and colleagues and the infiltration of professional fields, let me know the broad prospects of the industry, find my own position better in the future work and work hard for it. In the new year, while doing a good job in training, I will work hard to learn professional knowledge, enhance exchanges between peers and colleagues, learn from each other's strengths and make greater progress in the new year.
Summary of Business Training (3) In a blink of an eye, 20XX has quietly arrived. In XX, with the care and help of the company's leaders and the unremitting efforts of all employees, the office comprehensive training has successfully completed the training tasks throughout the year around the company's business objectives. In order to sum up experience and find the gap, the work of the past year is summarized as follows:
1. Training: In XX, the General Office cooperated with other departments to organize more than 20 employee trainings, with more than 400 participants, and the qualified rate of each training reached over 90%, basically meeting the target requirements; (including fire fighting knowledge and fire fighting practice of all employees of the company).
2. Analysis of training work: Compared with XX years, the training work in 1 and XX years has made great progress, both in training courses and training quality. First, conduct skills training for front-line operators and hold relevant certificates; Training managers to master modern management concepts and methods; The second is: all-staff training, including safety education, laws and regulations education, corporate culture construction and teamwork education and training; Third, full-time and part-time training. The school sends students to other training institutions or large enterprises for training in innovative ideas and technological improvement. 2. Complete the training plan: establish the institutional training system. Compared with the previous training work, it lacks system perfection and systematization, the scope and intensity of training management are weak, the training awareness of employees is poor, and the training work is difficult to carry out. The general office has established a staff school. Relying on the platform of the staff school, on the basis of summing up the previous training experience, it optimizes the importance of training, pays attention to strengthening the comprehensiveness of training content, and improves the institutionalized management of training work. 3. Constantly improve the training methods and actively explore new training modes: for the training work in XX years, the method of combining slides, theory and practice is mainly adopted to improve the training work, so that new employees can master relevant knowledge and put into work as soon as possible.
Iii. Problems and shortcomings in training: 1, lack of training assessment, resulting in a negative situation of "taking part in training is the same as not taking part, and learning well is the same as learning poorly", which leads to the passivity of training. 2. Although the training system has been changed, the training form lacks innovation, and the form of "speaking above and listening below" is just adopted blindly, which is boring and unable to arouse employees' interest, leading to employees' inattention and affecting the training effect. 3. Training is too formal: short training time and class hours are the main manifestations leading to formalization, and short 1 class hours cannot fully integrate the courses to be taught into the training work. 4. The training implementation is not targeted, and the follow-up effect evaluation is not in place. At present, the overall training is still in the push stage, and the training plan relies more on the supervision and implementation of the competent department, which is relatively lack of business support and not targeted. 5. The skills of internal lecturers are generally not high, which needs to be improved, the level of courseware production is insufficient, and the ability to independently develop courses is lacking. Therefore, the above needs to be improved, further standardize the management of internal lecturers, improve the teaching level of internal lecturers, promote the certification of internal lecturers, and truly build a qualified lecturer team. The above is my summary of the training work. Seriously summing up is a process of continuous learning and improvement. Only by constantly summing up in the actual work process can we find the rules in the work through summing up, so as to cultivate and improve the work efficiency and the ability to complete the work.
Summary of business training (4) In the hot summer, it is a vibrant green. Under the correct leadership of the Municipal Education Bureau and the town center middle school, Fangling Primary School insists on taking quality education as the center, taking everything for children as the starting point, taking improving the quality of teachers as the core, especially the quality improvement of teachers with the head teacher as the backbone as the starting point, constantly strengthening the education and teaching management and constantly enhancing the school's popularity. All the work of the school is at the forefront of our town. In order to carry forward the achievements and find out the gap, this paper summarizes the training work of head teachers in our school.
First, the understanding of the work of the class teacher
The work of a class teacher is to cultivate, educate and shape people. The work of class teachers should keep pace with the times, which is the vitality of moral education. He should be a process of continuous improvement. We have always called the head teacher a moral education worker. He truly reflects that the main job of a class teacher is to educate students in morality, ideology, politics and discipline. Modern family economy is relatively rich, and children have a unique position in the family. If education is improper, it is easy to have some ideological deviations. Therefore, it is our top priority to attach importance to children's moral education and improve students' psychological quality. However, to do this work well, it is not enough to rely only on tradition and experience, but also to follow the objective laws of educational work. In order to improve the comprehensive quality and management ability of the head teacher, our school has always insisted on regularly summarizing and reporting the work of the head teacher, and timely organizing the head teacher to carry out relevant learning exchanges, so as to make efforts to better manage our class.
The following is a brief report on the training of class teachers in our school:
Second, the specific measures of teacher training
1, leaders attach importance to it and organize it carefully.
(1) Our school has always insisted that the class teacher should strengthen study, reflection, cooperation and communication in addition to the unified study organized by the school, so that one person's experience can become more people's wealth. Our monthly work report, problem exchange at the end of the term and work exchange are of great help to the class teacher. They can do it in middle school or school, which keeps the freshness of class management level in our school and has won unanimous praise from leaders, parents and society.
(2) The class teacher is trivial and tired, especially the junior class teacher. While strictly demanding the head teacher, the school leaders have also given appropriate improvement to the treatment of the head teacher. Therefore, they are paid according to the evaluation results. Although the amount of money is not much, it is enough to show that the leaders attach importance to the work of the head teacher, and it is enough to show the importance of the work of the head teacher and lay a good foundation for better preparation for the work of the head teacher.
2. Make plans and train in time.
In order to do this work well, we have specially made a training plan, selected and determined the training content. According to the actual needs of teaching, we also recommend articles or experiences related to the management of class teachers to the class teachers, so that teachers can learn something and innovate on the basis of learning, thus improving their level and ability.
3, determine the object, strict requirements.
For primary school educators, everyone should have the ability of class management, and everyone should be proud of being an excellent class teacher. We hope that each of our teachers can be a class teacher and be a good class teacher. These class teachers can seriously participate in every training activity and achieve good results.
4, select content, pragmatic. The training and learning content we choose has the following aspects.
(1) Qufu's Basic Provisions on the Management of Class Teachers explores the general rules and requirements of class teachers' work.
(2) Experience and methods of excellent class teachers.
(3) Theories or cases on how to arouse students' learning enthusiasm, strengthen close cooperation with teachers and win the understanding and support of parents.
(4) Improve the case analysis and experience summary ability of the class teacher.
5. Flexible training methods.
It adopts the form of combining moral education theory study with moral education practice and combining practical work with experience exchange. Combining the opportunity of national primary and secondary school head teacher training, our school organized all head teachers to communicate more conveniently and quickly by modern means, which greatly improved the ability and level of head teachers' work and received good results.
6, careful assessment, into the assessment.
What is the effect of teachers' learning? The school committee of our school has compiled examination questions to evaluate each teacher, and the teacher's grades are included in the final exam.
Third, the training is practical and effective.
Because our school attaches great importance to teachers' learning and summing up exchanges, many class teachers have their own ideas. At the same time, organizing communication also enables many class teachers to have learning goals and role models, so as to better promote the management level of the whole class and gradually form a virtuous circle. Our class work will get better and better, and the management of the school will become more and more standardized, and we will strive to make our own characteristics. A journey of a thousand miles begins with a single step. Our Fangling Primary School will definitely take this class teacher training as an opportunity, strengthen the class teacher training, take the promotion of class teacher work as a breakthrough, comprehensively improve the education and teaching level of our school, and add another force to create a school that people are satisfied with.
Summary of business training (V) Looking back on the training work in 20XX years, our hydraulic equipment factory has always carried out the spirit of building a learning company and cultivating learning employees, firmly established that "training is the company's long-term investment, the greatest stamina for development and the greatest welfare of employees", and promoted the company to make positive contributions to higher goals.
Over the past year, I have made the following training summary.
I. Training work
20XX * * held 25 trainings, including 9 trainings for special jobs, 4 1 person-time, 5 trainings for vocational skills, 18 person-time, and 9 trainings for safety technology, 143 person-time, * * counted as 230 class hours.
Second, the training work analysis
(1) Achievements:
Compared with the year of 20XX, the training work in 1 year and 20XX year has increased in terms of the number of training projects, the number of training courses held and the number of trainees.
2. Establish institutional training system. On the basis of summarizing the previous training experience, optimize the training management process and improve the education and training system. Focus on strengthening the training demand analysis and training project approval process, and comprehensively improve the institutionalized management of the company's training work after soliciting employees' opinions for many times.
3. Gradually master the training management system and working procedures in line with international standards, and establish and improve the quality assurance and effect evaluation system of employee training and education.
4. Continuously improve training methods and actively explore new training modes.
(B) the existing problems and deficiencies
1, lack of training assessment, resulting in a negative situation of "participating in or not participating in training, learning well and learning badly", leading to passive training work.
2. Lack of innovation in training forms. Just blindly adopting the form of "speaking above and listening below" is boring and can't arouse students' interest, which leads to students' inattention and affects the training effect.
3. The principle is not strong. Can not strictly enforce the training discipline and related regulations, turn a blind eye to violators, can not act according to the rules. This is the main reason for lax training discipline and disorder.
4. In the process of mid-year training, we can easily find that some employees feel that training is too frequent, while others feel that they can't get the corresponding training. This is an unavoidable problem. As an enterprise committed to learning organization, the primary task of training is to make all employees establish training awareness and be responsible for the development of the enterprise and its own development. The imbalance of training level needs to be greatly improved.
5. The teaching skills of internal lecturers are generally not high, which needs to be improved, and the ability of independent research and development courses is lacking. Therefore, the above needs to be improved, further standardize the management of internal trainers, improve the teaching level of internal trainers, promote the certification of internal trainers, and truly build a qualified and competent team of internal trainers.
Third, improvement measures.
Favorable conditions
1. After the restructuring of the company, the organization and personnel of the enterprise were adjusted, and the comprehensive quality and work skills of employees were improved. The reconstruction of corporate culture is bound to be the focus of the next stage, the task of training will increase, and the good training effect and quality will be paid more and more attention by company leaders.
2. The company's education and training system is being initially established. With the guidance and restraint of the system, the training work will greatly benefit the future work.
(2) Specific measures
1, do a good job in basic training.
In the specific implementation process, we will certainly encounter all kinds of difficulties, which need to be constantly summarized and adjusted in time. The specific workflow needs to be further straightened out, and the management system needs to be supplemented in many ways. It is also necessary to further strengthen the collection of training materials and the provision of training equipment, and strengthen the professional quality training of relevant staff.
2. Establish a training resource network to further enrich enterprise training resources.
In order to better meet the training needs of company members, select appropriate training courses, train lecturers and allocate appropriate training resources, we must obtain a large number of timely and accurate training information, expand training business contacts and establish our own effective training resource network. In particular, it is necessary to actively maintain good strategic cooperative relations with relatively strong professional institutions, keep abreast of cutting-edge dynamic information, horizontally understand industry-related hot demand, adjust ideas, and reach cooperation agreements on some specific projects.
3. Focus on building an internal lecturer team with rich practical experience and familiarity with the real situation.
The contradiction between the diversity of enterprise training needs and the limitation of training resources is becoming more and more prominent. It is becoming more and more important to establish an internal lecturer team with rich practical experience and familiarity with the real situation. Training our own team of internal lecturers has greatly saved the company's limited training funds. Secondly, it has trained a group of experts in various fields for the company. Third, it can also set an example for employees to learn and cultivate their independent learning ideas. Past practice shows that employees who have listened to lectures given by internal leaders of the company can feel that it is easier for everyone to accept and understand the profound understanding and thorough explanation of enterprise management by senior managers, and they should actively advocate senior managers to set an example for training. In terms of specific measures, while paying attention to strengthening the training of managers, we also clearly select outstanding managers as internal lecturers from the system. And establish a set of daily management, incentive and assessment system for lecturers within the enterprise.
I recommend it carefully.