1. Company profile: business scope, entrepreneurial process, company status, position in the industry, future prospects, business philosophy and corporate culture, functions of organizations and departments, personnel structure, salary and welfare policies, training system, etc.

2. Employee code: enterprise rules and regulations, reward and punishment regulations, code of conduct, etc. ;

3. Financial system: expense reimbursement procedures and related processes, as well as the application and use of office equipment;

4. On-the-spot visit: visit all departments of the enterprise and public places such as work and entertainment;

5. On-the-job training: job responsibilities, business knowledge and skills, business processes, departmental business peripheral relations, etc.

Process:

In the whole training, understanding and cognition have been paid attention to and reflected. However, many enterprises have not been well implemented in helping employees to enter his new career starting point better and faster and lead him on the road, especially how to adjust their status in place.

People's mentality is very subtle and difficult to grasp. It is not simple information transmission that can achieve the purpose of adjustment. Only by creating an experience can employees feel and experience. Therefore, establishing emotional connection with the company, colleagues and their own work is an important content of new employee training.

Under the premise of the company's corporate culture and various rules and regulations, newcomer training can enhance newcomers' positive feelings about the company and the new environment through many skills:

1. The emotional contact between newcomers and the new environment begins from the moment they report for duty. Therefore, the first day of new employees' employment, the office place is clean and tidy, and the office supplies are complete, which can give employees a comfortable and friendly environment and make them feel accepted more quickly;

2. A short welcome letter, with a special person leading him to know his boss, colleagues and subordinates, can give newcomers a very warm feeling and a sense of belonging to the new environment; If new employees report collectively, the specially designed reception hall can send the same signal;

3. Whether the induction training itself is designed comprehensively, systematically, scientifically and methodically is a factor that affects the impression of new employees on the company. In the implementation, whether the training plan is clear and concise and let the new employees know at the first time, whether all kinds of materials are fully prepared at all stages of training, and whether the organization is efficient. It also affects the judgment of new employees on the company;

4. With regard to the summary and rules and regulations of enterprises, written materials have been able to achieve the purpose of introduction, but if multimedia tools are used or special personnel are arranged to explain them, employees can not only feel the energy spent by the company for them, but also feel humanized care, and can focus on guiding employees to pay attention to what they want them to pay attention to, such as emphasizing various benefits of the company or highlighting the characteristics of the system;

5. The forms and venues of training should be as diverse and flexible as possible, which will help to establish the humanized image of the company and further enhance the emotional connection between new employees and the company.

In short, in order to realize the mission of new training, efforts should not only stay between conventional preaching, but also extend to all aspects of new employees' contact with the new environment after joining the company. Paying attention to every little detail and showing more humanistic care will help to establish employees' sense of belonging and enthusiasm for new jobs, do a good job in the early stage and achieve excellent performance.