Company Staff Training Plan 1 I. Purpose of the activity
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.
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. We should give play to the leading role of a few people and give some subsidies to those who attend more classes. Otherwise, the company will forcibly ensure that everyone has a certain class task, otherwise some people will be pushed from pillar to post in their own classes (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 and going shopping and sleeping in our 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. Those who speak well must be encouraged, and those who don't speak well must be repeated or deducted, so as to ensure that every lecturer is fully prepared to speak well and brilliantly, instead of completing the company's tasks and ultimately being 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.
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.
In view of the weak adaptability, innovation and execution ability of employees, Scheme 2 of the Company's employee training plan combines the five-year development plan outline and the overall development strategy of the company, vigorously promotes the quality improvement project of employees, highlights the training of high-skilled and high-tech talents and the reserve training of professional and technical forces, provides suitable human resources for the company to establish outstanding enterprises with sustainable competitiveness, comprehensively improves the comprehensive quality and business ability of employees, and promotes the healthy and rapid development of enterprises.
First, the overall goal
1. Strengthen the training of the company's senior managers, enhance the operators' business philosophy, broaden their thinking, and enhance their decision-making ability, strategic development ability and modern management ability.
2. Strengthen the training of middle managers in the company, improve the comprehensive quality of managers, improve the knowledge structure, and enhance the comprehensive management ability, innovation ability and execution ability.
3. 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.
4. 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.
5. Strengthen the academic training of employees, improve the scientific and cultural level of personnel at all levels, and improve the overall cultural quality of employees.
6. Strengthen the qualification training of managers and industry personnel at all levels, speed up the work of holding certificates, and further standardize management.
Two. Principles and requirements
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 "company+colleges" joint school model, the principle of amateur learning. According to the needs of the company, the mainstream and related institutions jointly run schools, offer advanced undergraduate courses in related majors, organize employees to use weekends and holidays to concentrate on teaching, and combine self-study to complete their studies and obtain academic qualifications.
4. Adhere to the principles of training personnel, training content and training time. In 20xx years, the senior management personnel have participated in business management training for a total of not less than 30 days; The accumulated training time for middle-level cadres and professional and technical personnel is not less than 20 days; The cumulative training time of general employees' operation skills is not less than 10 days.
Third, the training content and methods
(1) Company leaders and senior managers
1. Learn the major policies of the central government, the state and the government, analyze the political and economic situation at home and abroad, and study and interpret relevant state policies and regulations. Organize training through the superior competent department.
2. Develop strategic thinking, improve business philosophy, and improve scientific decision-making ability and management ability. By participating in high-end forums, summits and annual meetings of entrepreneurs; Visit and learn from successful enterprises at home and abroad; Attend high-end lectures by senior trainers from well-known enterprises at home and abroad.
3. Degree training and qualification training. Participate in academic studies or MBA and EMBA studies in Peking University, Tsinghua and Party schools of the Central and Provincial Committees; Participate in vocational qualification training for senior managers.
(B) Middle-level management 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; Accept Guanghua course in the company training center.
2. Academic education and professional knowledge training. Actively encourage qualified middle-level cadres to participate in university (undergraduate) correspondence, self-study or MBA and other master's degree studies; Organizational management, business administration, accounting and other professional management cadres took the qualification examination and obtained the qualification certificate.
3. 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. At the same time, the "Global Vocational Education Online" distance vocational education network was launched to provide employees with a green learning channel. All units of the company are required to select employees who meet the requirements of construction engineer registration and have professional development ability, organize centralized training and take the social construction engineer examination, and strive to achieve an annual net increase of more than 10.
4. 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.
(3) Professional and technical personnel
1. The deputy chief engineer and professional engineers will give regular technical lectures on special topics, build the company's own distance education and training base, and carry out special training on new technologies, new materials and quality management knowledge, so as to cultivate innovation ability and improve the 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 XX and XX units.
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, economics, statistics 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.
Basic training for employees
1, induction training for new workers
In 20xx, we will continue to strengthen the corporate culture training of the company, and train new employees in laws and regulations, labor discipline, safety in production, team spirit and quality awareness. Each training year shall not be less than 8 hours; Through the implementation of mentoring system and professional skills training for new employees, the signing rate of new employees in grass-roots units and branches must reach 100%. The probation period is based on performance appraisal. Those who fail the examination shall be dismissed, and those who pass the examination shall be commended and rewarded.
2. Transfer employee training.
In 20xx, we will continue to train the personnel of the human resources center in corporate culture, laws and regulations, labor discipline, safety in production, team spirit, concept of choosing a job, company development strategy, company image and project progress. , not less than 8 hours at a time. At the same time, with the expansion of the company's scale and the increase of internal employment channels, professional and technical training should be carried out in time, and the training time should be no less than 20 days.
3, staff technical level training
In 20xx, the company plans to train 2 senior engineers and 3 deputy senior engineers. More than 70% of technicians are intermediate workers or above; On the one hand, we will continue to popularize and expand the proportion in 20xx, and the focus of our work is to train senior technicians. It is planned to train 2 senior technicians and 2 intermediate technicians 10. Form a relatively perfect system of skilled personnel. Grass-roots units and branches should focus on basic work, focus on training intermediate and senior workers, and strive to make more than 40% of the total number of employees with technical workers above intermediate level, so as to improve the quality of technical management personnel as a whole.
4. Accelerate the training of high-skilled personnel and the pace of vocational skill appraisal.
This year, the company will select some main positions for rotation training, and timely organize employees in relevant technical schools in this city who meet the requirements of technicians and senior technicians to conduct centralized training and assessment, and strive to add more than 30 technicians and senior technicians. Make its structure and total amount tend to be reasonable and gradually meet the requirements of enterprise development. Vocational skill appraisal should enable skilled workers under the age of 35 to complete preliminary appraisal and evidence collection on the basis of vocational skill training.
5. Strengthen the training of compound and high-level talents.
All departments and grass-roots units should actively create conditions, encourage employees to study by themselves and participate in various training organizations, and realize the unity of personal development and enterprise training needs. To expand and improve the professional ability of managers in different management occupations; The professional ability of professional and technical personnel is expanded and improved to related majors and management fields; So that construction workers can master more than two kinds of skills and become a high-level talent with many talents.
Company employee training plan 3 xx co., ltd. is a well-known large-scale household appliance manufacturer in China. Its representative product xx microwave oven not only occupies a large share in the domestic market, but also sells to Europe, Africa, Southeast Asia and other places. After the shareholding system reform, the company has about 3400 employees. Since the public listing of the company's shares, the company has developed very rapidly. At the end of 1997, the company cooperated with the Business School of China University of Science and Technology to redesign the organizational structure and streamline more than 200 people in various management positions to make the organization more efficient. 65438-0998, the company cooperated with the Business School of China University of Science and Technology to study how to train the company's personnel in the next step. Its purpose is to build the company into a learning organization, and to build the company's development on the basis of all-round improvement of employees' quality. Because the competition in the domestic microwave oven industry has been very fierce, several large microwave oven manufacturers are competing with each other. How to gain a competitive advantage in the future is a subject faced by every microwave oven manufacturer. Xx has been trained for many years before and after iso900 1 certification, and some managers have been trained in mba courses. However, the company always feels that the existing training effect is not ideal, training always lacks initiative, and often changes with business changes and major company decisions, with poor planning, timeliness and variability. Moreover, the company also feels that the acquisition of competitive advantage in the future depends on the substantial improvement of personnel quality, and at the same time, it has encountered some practical problems in the company's business development, hoping to solve them through training. In view of this, the company decided to carry out a three-year company-wide training.
First, the company's existing training system and personnel structure
1. The company's three-level training system is as follows:
Level 1 training
Content: Training with * * *.
Specific tasks:
(1) orientation training for new employees;
(2) Training of overall planning of Company A;
(3) Training that can't be done at the second and third levels;
(4) key post training B.
Organizer: Human Resources Department of the Company.
Training volume: large
Teachers: appointed by the human resources department, which is relatively standardized.
Secondary training
Content: training the professional skills involved in the department or branch factory, including pre-job, on-the-job and post-job training.
Specific tasks:
(1) systematic staff flow and technical training of this department;
(2) Training tasks assigned by the company;
(3) Pre-job training for employees.
Organizer: all departments and factories.
Training volume: medium
Teachers: the selection of teachers is not standardized and the stability is poor.
Three-level training
Content: The emphasis is on the operators.
Specific tasks:
(1) general employee induction training;
(2) Training tasks assigned by the company.
Organizer: all departments and factories.
Training volume: small
Teachers: The standardization of mentoring is weak.
Type: There are basic training and improvement training at all levels of training, and different forms of examinations and assessments are conducted. Some training can't be done in the company, or the country requires training in institutions designated by the state, and the company will send you to study and train.
Teaching materials: some are written by the company itself, and some are external. The company's self-compiled teaching materials are not updated quickly enough. The use of external teaching materials depends on the orientation of each teacher, and the orientation of each teacher varies greatly.
note:
A: For example, at the end of 1997, the company conducted microcomputer training for managers and gave lectures to leading cadres.
B: It mainly refers to the training of some special jobs, including boiler room personnel, power distribution room personnel, sewage treatment station personnel, welders, forklift drivers, elevator operators, etc.
The company's existing training system is as follows:
① Formulation of training plan. At the end of each year, all departments, factories and workshops report their training plans for the next year, which will be summarized by the human resources department, adjusted according to the company's training resources and development needs, and the training plan for the next year will be formulated. However, when the training plan is implemented, it will be adjusted and changed in time according to the needs of the company's business operation.
② The company also cooperated with Anhui University to establish xx Economic College and xx future academy, and trained personnel for the company every year, especially middle and senior managers.
2.2. Distribution of personnel in XX Company
(1) 9 people at the decision-making level of the company (company-level leaders)
② There are 65,438+032 middle-level managers in the company (management backbones and managers in various functional departments of the company).
(3) 26 workshop directors (deputy directors of each workshop)
(4) 99 workshop leaders (and deputy heads of workshops)
⑤ There are 27 workshop managers (workshop affairs managers).
⑥ 1 14 scientific and technical personnel (researchers in scientific research institutes and workshop technicians).
⑦ There are 340 sales staff (sales company staff, 50 in-house staff and 290 field staff).
⑧ 9 1 after-sales service personnel (maintenance personnel, back office 50, on-site service 4 1)
Pet-name ruby front-line production workers 2395 people (production line workers)
Attending important paving skills 242 people (boiler, metering, welder, forklift driver, sewage treatment, etc.). )
Total: 3,475 people
Second, the company's existing training and problems.
(1) The company merged with Anhui No.2 Plastic Factory due to the government arrangement, and its more than 800 employees also entered xx, where they were assigned to various departments and workshops. Because these employees used to work less than four hours a day in the plastic general factory, they will work eight hours a day regularly after entering xx, so some of them are not suitable. Some workshop managers in the company have simple management methods, which leads to the fluctuation of some new employees' thoughts, and also has an impact on the original employees' thoughts. In addition, the company merged another enterprise in Kunming and opened a production line, so there is another production place outside the headquarters. The company intends to train these new employees systematically and effectively, so that they can fully integrate into the culture of xx.
(2) the company's production
Process design and regulations are complete, but process problems still occur from time to time, which brings great losses to enterprises. The company's production is assembly line operation with mature technology. The operating requirements for each employee are not too high. The key is the implementation of technology and a sense of responsibility. In the investigation meeting of front-line workers, some workers think that their work is very busy and tired, some think that there are too few amateur entertainment activities, and some workers think that their enthusiasm and initiative have not been fully exerted.
In addition, regular workers in front-line workers treat them like temporary workers. Temporary workers are farmers and have no skills, mainly physical strength, while regular workers have certain skills. They think it is inappropriate for regular workers to do manual work like temporary workers. The company hopes to solve these problems through training and education.
(3) Middle managers are busy. After the last organizational structure adjustment, the staff of each department was greatly streamlined, which improved the work efficiency; But at the same time, it also increases everyone's workload. Each post is a radish and a pit, which are inseparable. This is a difficult problem in their training, that is, they have no time to train and improve. For example, at the beginning of 1997, the company sent dozens of middle managers for mba course training. Because it is the backbone of various departments, many people often have no time to participate, and the effect is naturally unsatisfactory. The company also faces some other difficulties when training managers: the job responsibilities and professions of the departments are different, there is no targeted training, and the training cost is too high because of the small number of personnel in each department. This is another difficult problem in training middle-level personnel.
(4) Sales staff are away all the year round, scattered all over the country, and some of them are transferred from other departments and positions of the company. These people have a certain sense of identity with the culture of the company. Others directly enter the sales position after entering the company. Most of the people in the second part were assigned after graduating from college, and some of them were transferred from other enterprises or companies;
After they come, they usually have a month of business training and xx culture education. They don't have a deep experience and understanding of xx, and their recognition of xx culture is still relatively shallow. They are sent all over the country all the year round and rarely come back, so they lack the opportunity to know and feel deeply about xx headquarters. Sales people work in very scattered places. A province often has only seven or eight salespeople, and everyone has to take care of a large area, so it is difficult to go back for company training. However, they will encounter such problems in the market, such as new competitive measures by competitors, changes in dealers, bank restructuring and so on. They need to learn new knowledge and skills, but the company can't bring them back for centralized training; This has caused some problems to recur and not be solved. For example, some problems recur in the same place, and some problems are solved here and reappeared there. Some old salesmen have been away for a long time and developed some bad work habits. Some salesmen have some ideological problems and feel that they have paid a lot, but the company has not fully rewarded him. These factors are not solved in time, which not only affects the work of the old salesmen, but also has a bad influence on the newly assigned salesmen.
(5) Technicians are divided into two parts, one is in the technology research and development department, and the other is in the workshop. The technicians in the R&D department mainly focus on research and development, and the technicians in the workshop mainly focus on solving technical problems in the workshop, but the two types of personnel will also flow with each other. Should the training of these two types of personnel be different? In addition, there are differences between the training of new and old technicians: many old technicians have received training, but they need to be improved; New technicians need to be trained from the basics.
In the past, some training methods invited domestic experts to communicate, and the effect was not ideal; Some people are sent out for training or studying abroad, but not too many people: this increases the difficulty of the next training of technicians.
(6) The front-line employees of the company include regular workers and temporary workers. The employment of temporary workers is seasonal, mostly farmers, with great mobility. They have been training for a long time, but if they don't do well, they will leave, and the previous training will be in vain. So the current method is to give them short-term training in the factory, and then put them in the workshop for job skills training and induction learning. Often, the company has trained a group of migrant workers, but their stability is poor, and some of them have become skilled workers, which will cause certain losses to the company after they leave. This is a problem that must be solved in the next training.
(7) Personnel who come in in batches can receive centralized training at one time, while scattered and sporadic personnel can't receive timely training, and can only receive training in the factory after a certain number of people gather. This will lead to the situation that some people don't know much about the enterprise for a long time after entering the factory. Because the training in the past was not systematic and the effect was not satisfactory, the plan often changed due to the change of the situation, and no effective training system and incentive and supervision mechanism were formed. Training often smells like going through the motions, and it ends when the training is over, and no effect is seen. How to train to achieve the ideal effect has always been a difficult problem for the company.
The company's employee training plan, scheme 4, employee training and departmental service quality inspection are the key points throughout the year. The theme of "building a learning enterprise and being a smart employee" runs through it. Actively explore practical ways to create a learning organization, promote the overall quality of employees, strive to save resources for the development of hotels, and consolidate the basic skills of employees.
20xx annual staff training aims at hotel development and job requirements, effectively improving employees' awareness of the importance of training, actively guiding employees to learn consciously, mastering service skills, enhancing job competitiveness, cultivating employees' self-confidence, cultivating a high-quality staff team with excellent service and unique skills, and constantly strengthening Yi Jiaxian's brand image and market competitiveness.
The training work takes stores (departments) as the basic training unit. Carry out the training principle of combining operation skills, service skills and service attitude, and organize the implementation of the training mode of filling vacancies in one post and being versatile in one post. It is expected that targeted training will be carried out in three aspects to continuously improve employees' job awareness and job skills.
First, professional skills training.
(1) Brand-new management concepts and ideas have become an urgent knowledge demand for hotel employees, including managers. So this year, we are going to increase the training of professional knowledge for managers. If conditions permit, some employees will be sent to participate in some scientific research and training of tourism management majors, so that hotel management tends to be standardized and standardized. At the same time, it also strengthens and improves employees' loyalty to the enterprise. Yi Jiaxian first solved the problem of employee turnover rate in the catering industry.
(2) Hotel lobby is an important window to create quality service and enhance corporate image. Lack of service skills and nonstandard operation procedures will inevitably have a vital impact on hotel management. Therefore. This year, we will strengthen standardized service process training and continuous skill competition, and strengthen the continuous improvement of employees' service skills. In the training of service skills, we should combine outsourcing with "in-house training" and make greater efforts to successfully complete this task in the case of business and training.
(3) According to the pre-job training assessment of the hotel years ago, the basic service theory and operation skills are generally not strong. This year will be regarded as a key point to improve the quality of employees. If conditions permit, front-line staff and service personnel will be organized to tackle technical problems again in the second half of the year.
Second, the new employee training
New employees are a new force in hotel management activities. Improve one's own quality, master job skills skillfully, and let oneself upgrade synchronously with the fast-developing hotel as soon as possible. According to the principle of "training while working", new employees are trained in a planned and step-by-step manner. Employees' manuals, safety knowledge and service skills should be regarded as basic training contents, and they should be included in one of the conditions for formal installation after passing the examination.
Third, professional multi-functional training
"Building a learning team and being smart employees" is the theme of hotel training in 20xx. It is the starting point of our work to cultivate a versatile and versatile compound talent. Therefore, this year we will start training from these two aspects.
(1) Send some business backbones to some professional schools and training institutions for training, learn relevant business knowledge and improve service level.
(2) Carry out follow-up training of different skills in some positions in the store, strengthen personnel flow, solve the problem of insufficient personnel in emergency, and provide necessary conditions for employees to master service skills in an all-round way, so as to become versatile and intelligent employees.
Fourth, quality inspection.
"Employees will only do the work we check and will not do the work we ask." This is a disadvantage of the hotel at present, and it also shows that some employees are not motivated, do not pay attention to rules and regulations, and have low team awareness and execution. Therefore, this year we will comprehensively improve and gradually solve some existing problems through the combination of training and inspection.
1. Elegant environment and clean sanitation are prerequisites for the business activities of catering enterprises. The first sanitary quality inspection in 20xx. Formulate health quality inspection standards and rules, store health checklist and company health quality checklist. It is planned that all shopping malls (departments) will be inspected three times a week next year and recorded. Form a three-level inspection system, the first is the inspection of the heads of various departments in the store. Followed by the store manager once. Then there is the company's quality inspection. With such frequency of examination, the overall health will be comprehensively improved.
2. Service quality and service attitude are important signs reflecting the management level and hotel grade of the whole hotel, and they are also one of the issues that many hotels have been talking about. The service is endless. We will change it through supervision and inspection. Gradually adopt the method of "training instead of training and inspection management" to promote the improvement of service quality, strengthen the use of customer comment cards, and formulate detailed rules for the implementation of service quality. Promote employees to reach a new understanding and improvement of the service concept.
Verb (abbreviation for verb) Other management assistance and related aspects.
1. Staff dormitory management has reached a new level. Create a picture data file. Stores need to cooperate with at least one recorded safety inspection and accommodation inspection every week.
2. Assist the store to do some daily auxiliary work and some reception tasks.
3. Take everything and every task assigned by the leaders seriously.
4. Making and selecting basic training materials for hotels. These are my initial thoughts on the annual work of 20xx.