Enterprise employee training plan, for an enterprise, employees are very important. A good employee can bring more profit value to the company, so many companies will conduct training every once in a while. Let me take a look at the relevant information of the enterprise employee training plan with you.

Enterprise employee training plan 1 1: training objectives

1. Let new employees know the general situation, rules and regulations and organizational structure of the group and the company, so that they can adapt to the working environment more quickly.

2, let new employees familiar with the new job responsibilities, workflow, industrial injury insurance, health knowledge and service industry should have the basic quality.

Two: Training procedures

1. When there are a large number of college students or contract workers, and the level of civilization and age structure are absolutely concentrated, the group vocational school and the employing unit will train together and conduct a unique investigation. (Not as planned)

2. When the number of people is small, the specific employer will be responsible for the training from the center to the specific team. The training results will be proved in written form by the units and employees, and the vocational schools will be responsible for spot checks.

Three. Training content

1. Training materials prepared by the center (company) are used for pre-job training.

It is important to say goodbye to new employees; According to the industry characteristics of each center (company), the organization structure, work nature and relevant rules and regulations of the center (company) shall be taught by the company's Basic Quality Preparation Manual for Service Industry or by a special person; Designate the manager or team leader of the new employee's work part as the tutor of the new employee's personal study; Answer questions raised by new employees.

2. The actual work department is responsible for the on-the-job training of new employees.

Introduce new employees to employees in the department; Visit the work department; Introduce the environment and work content of the department, as well as the special delineation within the department; Explain the job responsibilities, workflow and treatment of new employees, and designate an old employee to give lessons to new employees; Within one week, the department heads exchange views with the new employees, reaffirm their job responsibilities, point out the problems existing in the work of the new employees and answer their questions; Evaluate the performance of new employees in one week and put forward some specific requirements for their next work.

3. Overall training of the group: the vocational school of the group is responsible for issuing employee training manuals from time to time (briefly describing the history and present situation of Southeast University, describing the geographical location and traffic situation of Southeast University in Nanjing; The history and development prospect of the group, the corporate culture and business philosophy of the group; Organizational structure and main guidelines of the Group, introduction of functions of various departments of the Group, main service targets, service contents, service quality standards, etc. ; Relevant policies and benefits of the Group, relevant rules and regulations of the Group, and channels adopted by the employee equity plan; Answer questions raised by new employees. )

Fourth, training feedback and evaluation.

1. The training materials produced by each center (company) must be audited by the Group Staff Training School and archived by the Group Training School. The training of the center (company) → department shall be conducted under the leadership of the Group Staff Training School. Each center (company) must implement a set of "new employee training" forms for each batch of new employees. The training chain from department to center (company) to group vocational school should be interlocking and confirmed at different levels.

2. The training implementation process should be strict to ensure the quality. All training materials should be carefully kept and constantly revised and improved during implementation.

3. After the training results are checked by the vocational school, the same training certificate will be issued; Vocational schools book training for new employees in each center and give feedback to each center once every semester.

Five: the implementation of new employee training

1. Convene all centers (companies) responsible for employee training, solicit participants' opinions on the implementation plan of new employee training in the Group, and improve the training plan.

2. Each center (company) will come up with targeted training materials as soon as possible, implement training candidates, and cooperate with the group vocational school to form a top-down training governance network.

3. Promote the "new employee training plan" within the group, let all employees know about this new employee training system through various situations, and publicize the main significance of carrying out new employee training.

4. All new employees must be trained in the center (company) once before they officially take up their posts (see the pre-job training of the center for training contents); Then go to the detailed work department for training (see on-the-job training of the department for training content); Each center (company) can implement the corresponding training materials and time according to the basic situation of new employees. In some cases, the training time is 1-3 days; According to the number of new employees, the group vocational school will conduct overall new employee training from time to time, and the overall training time should be one week. Those who pass the training will be awarded a certificate of completion, and the qualified list will be submitted to the Human Resources Department of the Group.

The Concept of Employee Training in Scheme 2 of Enterprise Employee Training Plan

Training is the planned implementation of activities by enterprises that help to improve employees' learning and work-related abilities. These competencies include knowledge, skills or behaviors that play a key role in job performance. Enterprise human resources training refers to various forms of education and training activities carried out by enterprises to improve their knowledge, skills, political theory, rules and regulations, common sense of laws and regulations, etc. according to the needs of their own production, operation and development. What enterprise employees need.

So as to change the work attitude, work behavior and values of enterprise employees, make their work performance meet the requirements of the organization in their present or future jobs, maximize their potential and improve their work performance. With the change and development of production and business activities, the limitations of people's knowledge level and ability are always challenged by practical work. With the acceleration of knowledge updating, in many cases, it is often difficult for people to effectively play their respective professional roles. In order to ensure that Chinese enterprises always maintain the advantages of human resources and improve management efficiency in the fierce market competition, it is very necessary to train employees.

Analysis of employee training needs

In the process of enterprise training, training demand analysis is the basis of designing training scheme and establishing evaluation model. Training research shows that enterprise organizations can generally analyze their needs from three aspects: organization, task and individual.

From an organizational point of view, we can usually understand the skills needed to achieve corporate goals, the supply and demand of corporate human resources, competitors and so on.

From the perspective of work tasks, it is necessary to determine which tasks are important and which belong to the knowledge, skills and behaviors that must be emphasized in the training process.

In job analysis, investigators must understand the knowledge, skills and abilities needed to do a good job. Knowledge can generally be divided into two categories: declarative knowledge and procedural knowledge. Declarative knowledge is information about facts; Procedural knowledge refers to the knowledge about skills and problem-solving process. Skill refers to the ability to do a good job correctly and freely, but it is actually a psychological ability. In the process of enterprise practice, it is mainly related to work performance standards. Ability refers to the cognitive ability necessary to do a good job. The formation of ability is based on knowledge.

In the process of demand analysis, if the analyst has already understood the knowledge, skills and abilities needed to do a good job and what major tasks this job involves, then he can combine them to investigate, seek the internal relationship between them, and design training programs accordingly. In the actual situation, it is particularly meaningful to find the corresponding relationship between the task requirements and the knowledge, skills and abilities needed to perform the task.

If needs assessment is conducted from a personal perspective, analysts should pay attention to the following two questions: Who needs training in the enterprise? What kind of training do they need? Performance evaluation practice and feedback mechanism in enterprises can help analysts understand which employees in enterprises need training and what kind of training they need. In addition, we can understand the training needs from the perspective of studying employees' learning motivation. There are many methods to investigate training needs, such as observation, questionnaire survey, interview, reading technical manuals and records, and visiting specialized project experts. Due to the increasingly fierce competition, many companies learn from their competitors' training models and formulate training types suitable for their own work development.

Improvement strategy of employee training in enterprises

The improvement of enterprise employee training is to track, summarize and improve the training work. The process of training improvement is as follows:

(a) Follow up the action plan after training.

Follow up the implementation effect of the action plan promised by the trainees during the training, and give assistance and feedback.

(2) Track and coordinate the improvement actions of the unit.

In the training, it is helpful to put forward improvement suggestions and action plans that need the cooperation of relevant units, and track and master the situation.

(3) Sampling and visiting the direct supervisor

Sampling interviews with supervisors' opinions and positive suggestions will help to improve the quality of training.

(d) Recommendations to senior managers

According to the attitude and opinions of the students, put forward suggestions for improvement to the superior units.

(5) Arrangement of seminar materials

If the seminar materials are effectively sorted out and widely disseminated, or used as self-study teaching materials, it will be convenient to extend the training effect.

Optimization design of enterprise employee training effect evaluation process

(A) organize student attendance (grade data archiving)

Count the number of participants and their reasons, analyze the results of the number of participants and inform their supervisors to establish data files for students who have completed the course.

(B) Analysis course evaluation table

Analyzing the evaluation opinions of lecturers and students can give feedback to lecturers on the one hand and serve as a reference for improving curriculum design on the other.

(c) Prepare a report on the implementation of the course.

Comprehensive analysis and review of curriculum planning and implementation, and put forward a comprehensive report.

(4) Visiting students after training

Within two weeks after the end of the training, the participants were interviewed by sampling to track their impression of the training and its applicability.

(5) Application tracking

Within one week after the training, organize the essence of the course and inform the immediate supervisor of each student, so that the supervisor can track the application of the students after the training.

(6) hold a curriculum review meeting

A comprehensive review of the opinion statistics of relevant personnel in curriculum planning, implementation and tracking is made to facilitate action and future improvement.

Influencing factors of evaluation and design of enterprise employee training scheme

The effect evaluation and feedback of training can not be ignored. On the one hand, the effectiveness evaluation of training is a test of learning effect, on the other hand, it is a summary of training work. What kind of design to choose depends on several factors. In most cases, one of the factors that determine the appropriate design is whether appropriate data can be obtained to evaluate the training results of human resource development. The second factor is the realistic consideration of the working environment. The more complex the evaluation design is, the higher the cost of implementing the evaluation (the greater the effect). In addition, we should also consider the acquisition of control group, the difficulty of random sampling and the influence of other factors besides learning. If the design is not ideal, then the professionals of human resources development should master how to balance when making a choice.