1. 1 Purpose: This system is formulated in order to clearly standardize the work flow of the company's training management and make the training work continuously improve in planning, implementation, effect evaluation and skill application.
1.2 scope: this system is applicable to all training management work of the company.
2. Responsibility
2. 1 company leaders
2. 1. 1 Responsible for the examination and approval of various training plans and training expenses;
2. 1.2 Send the training demand instruction to the competent training department.
2.2 Human Resources Department
2.2. 1 the human resources department is the centralized management department of the company's training work;
2.2.2 Organize all departments to prepare training plans and distribute the company's annual training plans to all units;
2.2.3 Organize company-level training and provide training resources;
2.2.4 Collect the company's training performance data, evaluate and evaluate the training performance, and continuously improve the company's training performance;
2.2.5 Preservation of company-level training materials.
2.3 Various functional departments
2.3. 1 Organize and implement the training of employees in this department according to the training plan;
2.3.2 According to the work needs of the department, put forward training requirements to the company.
3. Workflow
3. 1 training classification:
3. 1. 1 The relationship between training and work is divided into the following three categories:
A. on-the-job training,
B. Pre-job training,
C. off-the-job training.
3. 1.2 The purpose of training is divided into the following categories:
A. knowledge updating training or job transfer training,
B. Training to improve business ability,
C. professional training,
D. personnel promotion training.
3. 1.3 The management level of trainees in the company is divided into the following categories:
A. training of middle and senior managers,
B. training grass-roots managers,
C. Training of professional and technical personnel,
D. general staff training.
3. 1.4 Training is divided into the following two categories:
A. internal training,
B. external training.
3. 1.5 According to the organization and implementation of training, the management levels are divided into the following two categories:
A. company-level training,
C. departmental training.
In the training implementation of our company, the above training methods are usually used comprehensively, and the specific content of training determines the training methods and participants. The training plan will determine the form of training.
3.2 Training plan:
3.2. 1 annual training plan: the human resources department organizes all departments to prepare the company's annual training plan according to the training performance evaluation of the previous year and the company's business plan for the new year at 5438+0 every June. The Human Resources Department first sends out a training demand survey to all departments, and then organizes the preparation of company-level training plans, which will be issued for implementation after review.
3.2.2 Temporary training shall be proposed by the training demand department to the Human Resources Department, reviewed by the Human Resources Department, and implemented after the approval of the competent deputy general manager.
3.2.3 The training in the department shall be arranged by the department manager (if you need to use the company's public resources, you must apply to the Human Resources Department, which will arrange and implement it in a unified way).
3.3 Training implementation:
3.3. 1 training sign-in: every time centralized training is conducted (centralized training: the training is organized by the company and attended by employees of more than three departments, which is regarded as centralized training), training sign-in is required, indicating the training time, place, training content, training teachers and training targets.
3.3.2 Training discipline: During intensive training, students must turn off their mobile phones or vibrate, and they are not allowed to answer or make phone calls in the training room without the permission of the training teacher; Trainers are not allowed to walk around or smoke in the training room at will; Don't be late or leave early; Don't talk privately without discussion.
3.3.3 Provision of training resources: According to the actual needs of training, if training resources such as projectors, whiteboards, cameras, etc. are needed during training, the Human Resources Department will prepare company-level training for them; When self-training within the department is needed, the department will borrow it from the human resources department.
3.3.4 Implementation requirements for routine personnel training of the company:
3.3.4. 1 pre-job training:
Pre-job training includes three levels: company (factory) level, workshop level and team level. The training period is a probation period. The Human Resources Department formulates the training schedule according to the new employees' work types, including the teaching time, place, lecturers, etc., and issues the training plan to the corresponding lecturers. The induction training for new employees is mainly organized by the Human Resources Department, and the training contents mainly include the company's entrepreneurial history, company business, company organization and company management system. Workshop-level and team-level training: After new employees enter the company, they will also receive training in job responsibilities, authority, workflow and job performance evaluation. The training is conducted by the department head or the personnel designated by the head.
3.3.4.2 job transfer training:
Employees who are promoted horizontally or vertically by various departments in the company must receive relevant professional training from the employing department within 7 days after the job transfer, and must pass the examination of the employing department, otherwise they will be returned to the original department. The training content will be determined by the Human Resources Department in conjunction with the manager or supervisor of the employing department according to the job responsibilities of the newly established post.
3.4 Outsourcing training:
3.4. 1 The company provides employees with paid training opportunities according to their work needs and personal performance, and helps employees plan their future development through a series of training combined with work practice. Employees enjoy full salary and bonus during the training period.
3.4.2 In order to broaden our horizons and inspire our thinking, the company will also organize middle and senior managers, professionals and outstanding employees to study abroad.
3.4.3 All trainees sent by the company whose training expenses exceed their two-month salary income shall sign a training agreement with the company, and the training-related expenses shall be reimbursed according to the relevant regulations of the company.
3.5 Training effect evaluation:
3.5. 1 Training effect evaluation includes two aspects: one is the effect evaluation of training teachers and training institutions; The other aspect is the evaluation of the training effect of students.
3.5.2 The evaluation method of training effect is selected and determined by the training organization department according to the specific training content and training requirements.
3.6 Training expenses and control
Before the annual training plan is organized and implemented, the human resources department will budget the training expenses and report them to the general manager for approval before implementation. In principle, the training expenses in the implementation process shall not exceed the annual training expenses budget standard.
3.7 Other provisions:
3.7. 1 When developing new products, the company shall organize at least one training on products and related processing technologies.
3.7.2 The company shall organize a training when distributing various management systems and procedures.
3.7.3 Safety knowledge training shall be organized at least once every quarter.