John: On the first day, I arrived at the Human Resources Department 10 minutes early and was told, "Please sit down, and someone will show you around later". An hour later, I was taken to a conference room. A few minutes later, the interviewer found that I was not applying for a job, but a new employee. After apologizing, I was taken to see my supervisor. The supervisor called a clerk loudly and asked him to show me around. When I was introduced to other employees, the employee kept complaining about how bad-tempered the supervisor was. At lunch, I asked if I could ask to be transferred to another department. They said it would take six months to transfer. I wonder if I should change my job before it's too late.

Jackson: My orienteering training is great! When I arrived, I was taken to the lounge. After coffee and snacks, I got an employee handbook, which explained most of the company's benefits and policies. Then an interesting film was shown to explain the company's history, facilities, important people and the relationship between various departments. The next hour is a question and answer. We walked a short distance along the factory, and then the company invited us to have lunch. At lunch, my supervisor joined in to introduce our department and answered some questions while eating. After dinner, the supervisor introduced me to my colleagues and the on-the-job training began.

These are two extreme examples. It is rare to meet a person who is mistaken for a candidate, and of course it is rare to have coffee and snacks. This shows that induction training directly affects employees' self-esteem, self-confidence, sense of identity with the enterprise and whether they want to stay in your company in the future.

The purpose of induction training for new employees

What is the purpose of new employee training? What is the purpose of ranking high? This purpose is as follows:

Reduce employee turnover rate. We have introduced the "232" principle. The better your training, the more willing he is to stay in your company.

Let employees adapt to work, which can reduce mistakes and save time. Tell him what he needs to do and the rules and regulations, so that he can make fewer mistakes, save time and improve the efficiency of the company accordingly.

Show a clear position and the organization's expectations of individuals. Tell him where he is, what he does and what you want him to do.

Help new employees to do their jobs faster.

Enhance the stability of enterprises. In fact, in other words, it is to reduce the wastage rate.

Reduce employee complaints. No one will complain when employees come in. A good training will reduce employees' anxiety and complaints and make them really concentrate on their work.

The most important purpose is to integrate him into the corporate culture. We use Lenovo's words to "enter the model", that is, no matter what background, history or company he comes from, let him strengthen training and quickly adapt to the company's organizational culture. Everyone speaks with the same voice. In fact, this is the most important purpose of induction training for new employees.

Topics covered in induction training

The training content should cover four topics:

1. Organization Settings

As for the first organization, you should introduce the company's history, organizational structure and material environment. Then give him an organization chart, and mark your position in the organization, who is above and who is below, and he will see at a glance, and the organization will be clear at once.

Then give him the employee handbook, the company's system and policies, the general situation of the products he wants to contact, or the introduction of production lines and services, the provisions of the probation period and so on. , these are the contents to be included in the organization.

2. Employee benefits

We should tell employees what paydays, holidays and legal holidays are. What are the benefits of training and education? What insurance does he have? And what special services the company provides him, such as some companies lend money to buy a house or a car or provide psychological counseling services to employees. These are some special projects of the company. Be sure to tell employees the date of pay. When new employees enter your company, they worry about many things, and the most worrying thing is money-related things. How many days will they be paid this month, whether in passbook or debit card? He is always thinking about these things. Then you might as well tell him naturally: the company pays wages on June 5438+05 every month. If there is a legal holiday, try to postpone it as far as possible, and when you can get the salary. When employees are practical at once, these doubts will be relieved, and employees will naturally pay more attention to their work.

3. Job responsibilities

What are the job responsibilities, including location, tasks and safety requirements? What is the most important relationship with other departments? Who will he deal with in the future? These are usually introduced by the department manager in case he doesn't know who to look for, so in order to avoid these, we told him who to look for in this department and who to look for in that department at the first time, all of which were clearly written, which swept him a lot of concerns.

Introduce the new employee to others and show him around the factory or company.

Introduce new employees to department leaders, people in the same department, people related to other departments, people in finance department and human resources department. Visiting factories, hospitals, canteens, dormitories, sports fields, and then the copy area and product showroom in the office, sometimes we think, let employees find it themselves, but when new employees come in, I repeatedly emphasize that they are particularly insecure. Why not give him an icon marked everywhere so that he can know where to look at it at once?

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