Work plan for skills training of enterprise employees 1
First, the purpose of formulating enterprise training system
In order to meet the company's development goals, improve people's performance, improve employees' quality, enhance employees' working ability and understanding of corporate culture, enrich employees' knowledge and skills in a planned way, give play to employees' potential ability, establish good interpersonal relationships, and further develop the company's entrepreneurial spirit, this enterprise training system is specially formulated as the basis for the implementation and management of personnel training at all levels.
Second, the scope of application of enterprise training system
The training plan, implementation, supervision, evaluation and improvement suggestions of all employees of the company shall be handled in accordance with this system.
Third, the division of power and responsibility of enterprise training system
1, the responsibilities of the training department
1) Formulate and modify the enterprise-wide training system;
2) Formulate and report the annual and quarterly training plan of the whole company;
3) Collect and sort out all kinds of training information and release it in time;
4) Contact, organize or assist in the implementation of various training courses throughout the company;
5) Check and evaluate the implementation of training;
6) Manage and control training expenses;
7) Manage the internal lecturer team of the company;
8) Be responsible for all kinds of training records and filing of relevant materials;
9) Track and check the training effect;
10) Formulate other talent development plans.
2. Responsibilities of each department
1) Report to the department training plan;
2) Formulate the training outline of the professional courses of the department;
3) Collect and provide relevant professional training information;
4) Cooperate with the implementation, feedback and communication of departmental training;
5) Determine the lecturers of the department, and cooperate and support the internal training;
Four, the relevant management of enterprise training system
Article 1: General requirements
1. Training arrangements should be based on employees' job responsibilities and personal interests, and be as reasonable and fair as possible.
2. All employees of this company have the right and obligation to receive relevant training.
3, enterprise training system planning, enterprise training system establishment and modification, all training expenses budget, audit and summary report, as well as training record registration and data archiving and other related training matters, with the training department as the main responsibility unit, all relevant departments have the right and obligation to put forward improvement suggestions and cooperate with the implementation.
4. The training department is the main responsible unit for the implementation, effect feedback and evaluation of the enterprise training system, and the responsible department responsible for supervising and reporting the implementation of the enterprise training system should give necessary assistance.
Article 2: Enterprise Training System
2. 1 orientation training for new employees.
1) Training target: all new employees.
2) Training purpose: to help new employees adapt to the new working environment as soon as possible and enter the working state smoothly.
3) Training form: centralized training by the company.
4) Training content: It involves company profile (including company development history, corporate culture, functions of various departments, etc. ), product/business introduction and market analysis of enterprise training system, business experience and business process of each branch, working methods suitable for company habits, etc.
2. The enterprise trains 2 on-the-job employees.
1) Training target: employees in the company.
2) Training purpose: Rely on the strength of internal lecturers, make the most effective use of internal resources, strengthen internal communication, form a learning atmosphere of mutual assistance within the company, and enrich employees' spare time study life.
3) Training form: lectures, seminars and exchange meetings are held within the company.
4) Training content: It involves all aspects of the company's projects, marketing and management, as well as amateur knowledge and information that employees are interested in.
2, 3 external training.
1) Training target: all employees.
2) Training purpose: relying on external experts to improve the professional knowledge and skills that employees should have in their own work, so as to improve the quality of each work and improve work efficiency.
3) Training form: Participate in external open classes and exchange seminars, or invite external lecturers to teach in the company.
4) Training content: involving professional technical knowledge, sales skills, management methods, leadership skills, business philosophy, enterprise strategy and development, etc.
Article 3: Draft enterprise training plan.
1. In combination with the company's overall strategic objectives and development plan, the training department coordinates the needs of various departments according to the results of the investigation on the training needs of internal employees, as well as the company's relevant training policies and financial budgets, and draws up an annual training plan at the beginning of each year and submits it for review.
2. Each department shall, according to the needs of their respective business development, determine the training demand plan of the department and report it to the training department for overall planning.
3. According to the actual situation, the training department breaks down the annual training plan, draws up the quarterly plan, prepares the training course list and reports it.
Article 4: Implement the enterprise training system.
4. 1 orientation training for new employees.
1) employees generally receive centralized training in the first week of employment, and then they can receive decentralized training, with 2-4 class hours each time. For some special positions, the training time can be extended as needed.
2) Training is organized and implemented by the Training Department according to the training plan, and the implementation is tracked throughout.
3) Training for new employees of graduates is conducted before taking up their posts, and the course is more comprehensive and in-depth. The training time is arranged within working days, usually about one week.
4) Every new employee must receive new employee training before or within ten working days after taking up his post, except in special circumstances.
5) After the training of the training department is completed, the training arranged by the receiving department is mainly aimed at the work that the new employee will be engaged in, and the contents to be learned in order to improve his work performance, including knowledge learning and skills training, so that he can meet the requirements of independent posts.
6) Each training course shall be taught by a qualified lecturer or the person in charge of the corresponding department, and shall be responsible for checking the writing and auditing of test papers as required.
7) Students must attend the training on time, strictly abide by the training norms, fill in the internal training evaluation form, and objectively and fairly evaluate the teaching situation and teachers.
8) If necessary, the training effect can be assessed in the form of written examination, and only those who pass the examination can be successfully employed; Those who are unqualified shall be repaired or retried according to the specific situation. (generally applicable to the training of fresh graduates)
4, 2 on-the-job staff training.
1) Make full use of available resources in the company to form an internal lecturer team.
2) Formulate internal lecturer management measures.
3) Constantly enrich and improve internal training courses, and gradually fix and circulate key courses.
4) Participants should strictly abide by the training specifications.
4, 3 external training.
1) The selection of training courses should be strictly examined and approved in combination with the internal needs of the company and the company's situation.
2) The choice of students should be purposeful and voluntary, combined with everyone's career development plan.
3) Training related materials (including textbooks, PPT, certificates, etc. ) must be backed up and filed in the training department.
4) Participants in the training should fill in the training evaluation form and submit it to the training department for the record; Students who go out for training must give feedback on the training effect in an appropriate way, including the evaluation of the overall level of training courses, lecturers and training institutions, and submit them to the training department for the record;
5) Relevant personnel of each department should check the effect of trainees' training in an appropriate way and conduct long-term follow-up when necessary. The training department is responsible for supervision, tracking and recording.
Work plan for skills training of enterprise employees II
First, the overall goal of staff training
1. Strengthen the training of company managers, improve their comprehensive quality, improve their knowledge structure, and enhance their comprehensive management ability, innovation ability and execution ability.
2. Strengthen the training of the company's professional and technical personnel, improve the level of technical theory and professional skills, and enhance the ability of scientific research and development, technological innovation and technological transformation.
3. Strengthen the technical level training of the company's operators, constantly improve their business level and operational skills, and enhance their ability to strictly perform their duties.
4. Strengthen the training of new employees in the company, so that new employees can have an all-round understanding of the company before joining the company, clarify their job responsibilities, tasks and goals, enter the post role as soon as possible, adapt to the work groups and norms, and form a positive attitude.
Second, the principles and requirements of staff training
1, adhere to the principle of teaching according to needs and stressing practical results. According to the needs of the company's reform and development and the diversified training needs of employees, we will carry out training with rich content and flexible forms at different levels to enhance the pertinence and effectiveness of education and training and ensure the training quality.
2, adhere to the principle of independent training, supplemented by outsourcing training. Integrate training resources, establish and improve the training network with the company training center as the main training base and the surrounding colleges as the outsourcing training base, do basic training and routine training with independent training as the main training, and do relevant professional training through the outsourcing base.
3. Adhere to the principles of training personnel, training content and training time. _ During the year, the management personnel have participated in enterprise management training for a total of not less than 4 days; Professional and technical personnel business training accumulated time of not less than 8 days; The cumulative training time of general employees' operation skills is not less than 12 days.
Three. Contents and methods of staff training
(A) the management of cadres
1, management practice training. Production organization and management, cost management and performance appraisal, human resource management, motivation and communication, leadership art, etc. Invite experts and professors to give lectures in the company; Organize relevant personnel to attend special lectures.
2. Strengthen the training of project managers (builders). This year, the company will make great efforts to organize rotation training for on-the-job and backup project managers, and strive to achieve more than 50% training, focusing on improving their political literacy, management ability, interpersonal communication ability and business ability.
3. Broaden your horizons, broaden your thinking, master information and learn from experience. Organize middle-level cadres to study and visit upstream and downstream enterprises and affiliated enterprises in batches to understand the production and operation situation and learn from successful experiences.
(2) Professional and technical personnel
1. Deputy Chief Engineer and professional engineers will hold special technical lectures regularly to cultivate innovation ability and improve research and development level.
2, organize professional and technical personnel to learn from advanced enterprises in the same industry, learn advanced experience, broaden their horizons. During the year, it is planned to arrange two groups of personnel to visit and study in the unit.
3. Strengthen the strict management of out-going trainers, write written materials and submit them to the training center after the training, and learn and popularize some new knowledge in the company when necessary.
4, accounting and other professionals who need to pass the exam to obtain professional and technical positions, through planned training and pre-test counseling, improve the qualification rate of professional title examination. For professionals who have obtained professional and technical positions through evaluation, such as engineering, experts from related majors are invited to give special lectures to improve the technical level of professional and technical personnel through multiple channels.
(c) induction training for new employees
Please refer to the new employee orientation plan for details.
Four. Staff training measures and requirements
(1) Leaders should attach great importance to it, and all departments should actively participate in and cooperate with each other, formulate practical and effective training implementation plans, implement the method of combining guidance with compulsion, adhere to the long-term and overall concept in developing employees' comprehensive quality, and actively build a "big training pattern" to ensure that the training plan starts at more than 90% and the training rate of all employees reaches more than 35%.
(2) Principles and forms of training. According to the principle of "who cares about people, who trains", the training is organized according to the classification management and classification training. In the form of training, we should combine the actual situation of enterprises, teach students according to local conditions and aptitude, combine external training with internal training, combine base training with on-site training, and adopt flexible and diverse forms such as skill drills, technical competitions and appraisal examinations; In terms of training methods, we should combine teaching, role-playing, cases, seminars and on-site observation with each other. Choose the best method and form and organize training.
(3) Strengthen the construction and development of training infrastructure. First, strengthen the alliance with institutions of higher learning, set up training practice bases in nearby institutions, give full play to their training resources and professional expertise, actively integrate and rationally develop them, and make them play a key role in the company's human resources training and development; Second, according to the enterprise's own professional expertise, choose a major or topic, and organize the preparation of training materials or handouts suitable for the characteristics of the enterprise; Third, it is necessary to strengthen the construction of full-time (part-time) trainers in enterprises and implement paid services for resources.
(four) to ensure the implementation of training funds. It should be in accordance with the current national regulations, that is, 1 of total wages. 5% of the vocational education funds shall be fully extracted and used by the competent training department and supervised by the financial department, of which 0.5% shall be turned over to the company for unified use, and it is strictly forbidden to use the training funds for other purposes.
(5) Ensure that the training effect is true and effective. The first is to establish a commendation and notification system. Commend and reward the units and training institutions that have made outstanding achievements in training; Give informed criticism to departments with inadequate training plans and lagging staff training; The second is to establish a feedback system for employee training, and insist on linking the assessment and results of the training process with my salary and bonus during the training period. Realize the promotion of employees' self-training awareness.
Work plan for skills training of enterprise employees 3
Now the importance of training has become a * * * knowledge, and many enterprises are strengthening the training and promotion of employees, especially for new employees, and the training content is also varied. According to my own work experience, the author thinks that the training of new employees should include four courses: will training, cognitive training, vocational training and skill training.
1, will training
The form of will training is mainly military training, which aims to cultivate new people's hard-working spirit, simple and frugal style and team cooperation consciousness.
The length of military training needs to be determined according to the actual situation of the enterprise, but at least one week and at most one month is appropriate. There is too little time, and the new employee is over before he enters the state. Too long time will cause employees' boredom, and the cost of enterprises will increase greatly.
During military training, it is suggested that it should not be used for military training at night, but should be used for various activities to enrich life and dilute the boring feeling of military training. For example, speech contests, debate contests and small get-togethers can be held in combination with the actual situation of enterprises, which can not only strengthen the familiar communication between new employees, but also discover some outstanding talents for enterprises.
2. Cognitive training
Cognitive training mainly includes the general situation of the enterprise, the introduction of the main managers of the enterprise, the enterprise system, the employee code, and the promotion of corporate culture. The learning method is centralized training, and lectures are given by company managers and human resources departments. Cognitive training is mainly to help new employees understand the enterprise comprehensively and accurately, so as to find their own position in the enterprise as soon as possible.
The cognitive training lasts for 2 days. It is recommended to add 1 day to lead new employees to visit the company's factories or representative places and arrange discussions and exchanges. After the cognitive training, cognitive tests must be conducted to strengthen employees' memory and understanding of the basic knowledge of the enterprise.
3. Vocational training
Vocational training is to make new employees, especially students who have just left school, complete the role transformation and become a professional employee. Its contents mainly include: social etiquette, interpersonal relationship, communication and negotiation, scientific working methods, career planning, stress management and emotional control, teamwork skills, etc. The training mode is centralized training, and lecturers can conduct it internally and externally according to the actual situation of the enterprise.
It should be noted that the forms of vocational training must be diversified, and it is not appropriate to use preaching, but to use interactive methods as far as possible, so that new employees can understand what they have learned in the process of interaction, so that they can use it freely in their future work. Of course, the assessment can still be carried out at the end of vocational training, and it is recommended to adopt an open assessment method, such as examination paper or scenario simulation.
4. Skills training
Skills training is mainly based on the professional skills training of new employees who are about to take up their posts. Nowadays, the "tutorial system" of many enterprises is one of the manifestations of skill training.
Personally, there are two training modes for skills training: one is centralized training, that is, training new employees with the same or similar job skills requirements together can expand the spread of skills and save training costs, but communication is difficult to go deep, and centralized training is only suitable for a certain number of people; One is decentralized training, that is, skilled old employees guide new people in corresponding positions and determine the guidance responsibility system. An old employee can coach one or more new employees. But in practical work, we often combine these two training modes to make skills training better.
Finally, it is added that the training of new employees does not end after joining the company, but should be kept for a certain period of time, preferably 1-2 years, because this period is the rapid adaptation and growth period of new employees, and enterprises need to give support and guidance from different angles, so that employees can make faster progress and better development, and can also make greater benefit contributions to enterprises.
Enterprise staff skills training work plan 4 pages
I. Purpose of training
Hotel new employees are facing the role change from social person to professional person, and they need positive professional mentality and standardized professional behavior to meet the role needs of professional people. In order to make new receptionists adapt to the working environment as soon as possible, be familiar with the working process, enhance their sense of identity and belonging to the enterprise, develop good professionalism, professional image, communication and coordination skills, and dare to face challenges, so as to participate in their own work roles and improve their work efficiency and performance, this training for new receptionists is specially conducted for 12 days.
Second, the training object
The hotel's new receptionist.
Third, the training scale.
10 people
Four, the training content (see table)
(A) common sense of hotel culture
(B) Hotel profile business knowledge
(3) Business knowledge of the front desk position
(4) the foreground operation process
(5) The overall practice of the front desk
Verb (abbreviation for verb) training time
20 _ _ ~ 20 _ _, May 28th at 8: 30 am ~10, 6:5438+07:30 pm,
Training place for intransitive verbs
The training room on the third floor of our hotel.
Seven. training cost
This training belongs to internal training, so it does not cost much. Provide standard meals and drinking water for 8 yuan/meal to trainers and trainees at noon and evening every day, and give the lecturer 500 yuan/class allowance, which is estimated to be around 20,000 yuan.
Eight. trainee
Old employees and reception ministers in the corresponding fields.
Nine. Training methods
Combine PPT explanation, case analysis, mentoring explanation and self-study practice.
X. Evaluation method
1. Examination: After the receptionist completes each training course in the course, the trainer will conduct written and oral tests and give the trainees a stage test.
2. Assessment: It embodies the training concept of "taking skills as the final result". The assessment team composed of hotels will conduct on-site assessment of the reception staff at the training point. The assessment can take the form of on-site operation, oral question and answer, simulation operation, examples and so on, focusing on checking the work skills, professionalism and professionalism of the reception staff, and extending the probation period or persuading them to leave according to their personal circumstances.
XI。 Training evaluation and feedback
1. Instructors and HR specialists summarize the problems in the training process and change the training courses in time.
2. Trainers should fill in the New Employee Training Feedback Form after each class and report it to the Human Resources Department.
3. After the training, invite the evaluation team members to summarize the training effect.
Enterprise employee skills training work plan 5 pages
I. Purpose of the event
Employees are the most important assets of smart companies, and the ability of employees is the most precious wealth of enterprises. It is an urgent need for the planning company to institutionalize and prolong the employee's ability training activities, improve the professional ability and business level of employees and cultivate a professional team as soon as possible.
Second, the principle of activities
The cultivation of employees' ability is not achieved overnight, and it takes a lot of time and energy, nor can it be completed by one person, because there can be no teachers without the audience, and all employees need to actively participate. Therefore, if "knowledge sharing and * * * grow together" really achieve results and can be implemented for a long time, instead of a temporary act, there are three problems to be solved: how to give play to the leading role of a few people; How to stimulate everyone's enthusiasm for learning; How to ensure the continuity of participants and institutionalize activities for a long time. Here are my thoughts:
III. Contents of activities
1, according to the needs of employees at different levels and professional abilities, make course plans and learning directions, so as to be targeted; First of all, we must determine what we can do, and then in what direction, to what extent we can achieve through learning, and what we need to focus on learning. Everyone should answer this question.
2. According to the different abilities of employees, some people have more classes, while others have less classes. It is necessary to give play to the leading role of a few people and give more subsidies in class. Otherwise, the company will forcibly ensure that everyone has a certain class task, otherwise someone who comes to class by himself will be pushed from pillar to post (there are such people), and just listening and not talking will occupy the fruits of others' labor, and others will feel unbalanced and affect their enthusiasm. The company is not a people's commune, and no one wants to do something purely paid. Over time, it will become a mere formality.
Many times, teachers' enthusiasm comes from students. Only when everyone is in class can the activity last for a long time. Otherwise, what's wrong with listening to music, shopping and sleeping in your spare time? If you want to have a good class, you must first ensure the quality of the course. Therefore, every course should have an evaluation and reward standard. Well said, there must be motivation. If you don't speak well, you must repeat or deduct points. Only in this way can you ensure that every lecturer is fully prepared to speak well and wonderfully, instead of trying to make up for the company's tasks, which is ultimately unsatisfactory.
4. To ensure the continuity of participants, it is necessary to ensure that the whole activity is organized and planned, that is to say, someone should take the lead in doing this, and someone should be responsible for the time, venue, content, contact with lecturers and notice of personnel, otherwise it will become a mere formality and take up time and energy. The leader is also responsible for making the curriculum plan and training theme for this month. For example, April is "sales training month" and May is "planning training month", so it is necessary to coordinate and arrange corresponding people to give lectures.
5. Finally, the course content. Personally, I suggest giving priority to training in sales, planning, engineering and planning. The tasks of the first batch of lecturers will be completed in one month, and new employees can be arranged to join in the next round, and others will rotate. In short, five classes, ten class hours and one class per major every month can ensure the best results.
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