How to write the plan for bringing new people? Excellent induction training can help new employees quickly understand the enterprise and avoid unnecessary brain drain. But if there is no planned training, the training content is often chaotic, so it is very important to make a plan. How to write the plan for bringing new people?

1 In order to carry forward the fine tradition of the enterprise, give full play to the exemplary leading role of excellent employees, comprehensively improve the overall quality of workshop employees, and promote the steady promotion of workshop work, it is decided to carry out the activity of "Old employees drive new employees", and the implementation plan is as follows:

I. Guiding ideology

Efforts should be made to practice the important idea of communication belt, improve the overall combat effectiveness of the workshop, strengthen the training of key employees through the interaction mode between new and old employees, and strive to build a team of employees with excellent ideological quality, excellent operational skills and quality awareness of modern enterprise development, so as to promote the overall improvement of all work in the workshop.

Second, principles.

1, excellent employees learn from each other, learn from each other's strengths, and be pragmatic backbones;

2. Workshop staff set up "benchmarking" learning, find differences and improve themselves;

3. New and old employees pair up to help and teach, and determine several help and teach groups according to their personal knowledge structure, work experience and expertise;

4. Tie the strap to promote learning. According to their own observation, new employees' wishes and actual work situation, the old employees make mentoring plans with the new employees, and carry out activities through regular explanations, special lectures, case teaching, communication at any time, work questions and answers, discussion, etc.

5. Enjoy learning resources and strengthen team learning;

Third, the basic responsibilities

(1) Responsibility of old employees

1, old employees achieve three belts: spirit-dedication and selfless dedication; Use skill-skilled palm

Possess job operation skills; Bring all-round development of all aspects of quality;

2. Teaching is serious, patient and meticulous, and answering questions without reservation;

3. Provide targeted guidance for the weaknesses of the target;

4. Respect for new employees and no insulting behavior;

5. Be strict with yourself and set an example.

(B) the responsibilities of new employees

1, respect old employees, be modest and prudent, accept criticism and correct mistakes;

2. Accept the guidance, teaching and inspection of old employees in skills, experience and thoughts with an open mind;

3, study hard, take the initiative to ask for advice, and reflect in time;

4. Take notes during study and pay attention to practice;

Be a conscientious person and pay attention to accumulate experience.

Fourth, evaluation

Regular evaluation, through irregular spot checks, organize relevant examinations, hold experience sharing forums, conduct comprehensive evaluation, and award "Helping Star" and "Growing Star".

Fifth, help the group.

Lead yourself to discuss!

How to write a plan with new people II. The purpose of induction training:

1, so that new employees have an all-round understanding of the company, have some knowledge and recognition of the company's occupation and corporate culture, strengthen career choice, and understand and accept the company's language and code of conduct;

2. Let new employees know their job responsibilities, tasks and goals, master the essentials, working procedures and working methods, and enter the post role as soon as possible.

3. Help new employees adapt to work groups and norms; Encourage new employees to form a positive attitude.

Second, the training target: all new employees of the company.

Three. During the training:

The induction training period for new employees is 1 month, including 2-3 days of full-time intensive training and later on-the-job guidance training. The human resources department determines the training date according to the specific situation.

Fourth, the training method:

1. Off-the-job training: The Human Resources Department will formulate training plans and programs, and organize their implementation in the form of centralized lectures.

2. On-the-job training: The person in charge of the new employee's department compares and evaluates his existing skills with the skills required by the job, finds out the gap, determines the training direction of the employee, and designates a special person to implement training guidance, and the human resources department tracks and monitors it. You can take daily work guidance and one-on-one counseling.

Five, training materials "employee handbook", "job guidance manual", etc.

Contents of intransitive verbs induction training:

1, company profile (company history, background, business philosophy, vision, mission and values)

2. Organization chart;

3. Overview of the industry where the organization is located;

4. Overview of welfare portfolio (such as health insurance, holidays, sick leave, retirement, etc.). )

5. Performance evaluation or performance management system, that is, the way of performance evaluation, when and by whom, and the overall performance expectations. 6. Salary system: payday, how to pay;

7. Labor contract, welfare and social insurance, etc. ;

8. Job description and specific job specifications;

9, employee physical examination schedule and physical examination items;

10, career development information (such as potential promotion opportunities, career paths, and how to obtain career resources information) 1 1, employee handbook, policies, procedures, and financial information;

12. Obtain company access cards and badges, keys, e-mail accounts, computer passwords, telephones, parking spaces, office supplies, etc. ;

13, familiar with internal personnel (superiors, subordinates and colleagues of this department; Other department heads, main cooperative colleagues) 14, dress code;

15, official etiquette, code of conduct, business secrets, professional ethics

16, activities outside work (such as sports teams, special projects, etc. ).

Seven, training assessment:

The examination during the training period is divided into two parts: written examination and application examination. Full-time training is mainly based on written examination, while on-the-job training is mainly based on applied examination, each accounting for 50% of the total assessment results. The written test questions are provided by teachers, and the human resources department prints the test papers uniformly; Application evaluation examines the application of training knowledge or skills in practical work and the improvement of performance and behavior of trained employees through observation and testing, and is evaluated by the leaders of the department, colleagues and human resources department.

Eight, the effect evaluation:

Through direct communication with trainees, teachers and heads of training departments, the Human Resources Department and the departments where new employees work have formulated a series of written questionnaires for follow-up after training, so as to gradually reduce the deviation of training direction and content, improve training methods, make training more effective and achieve the expected goals.

Nine, training work flow:

1. The human resources department coordinates the entry index and entry time according to the manpower demand plan of each department, determines the training time according to the scale of new employees, and formulates specific training plans; And fill in the "Full-time Training Plan for New Employees" and submit it to the Human Resources Center and relevant departments;

2. The Human Resources Department is responsible for coordinating relevant departments to organize and manage the whole training process, including fund application, personnel coordination and organization, venue arrangement, course adjustment and progress promotion, training quality monitoring and guarantee, training effect evaluation, etc.

3. The Human Resources Department is responsible for conducting a feedback survey on the trainees at the end of each training session, filling in the Feedback Form for Induction Training for New Employees, giving reference opinions on the improvement of courses and instructors within seven days according to the opinions of the trainees, and sending the feedback form to the instructors for reference;

4. The teacher will come up with an improvement plan within seven days and fill in the teacher feedback information form and submit it to the Human Resources Department for consideration;

5. The Human Resources Department shall submit the summary and analysis report of this training within one week after the centralized off-job training for new employees, and submit it to the President for review;

6. After centralized off-the-job training, new employees are assigned to relevant departments to receive orientation training (on-the-job training), and the heads of each department designate instructors to carry out the training. After the training, they fill in the New Employee Induction Training Record Form and report it to the Human Resources and Knowledge Management Department;

7. In the process of induction training for new employees, the Human Resources and Knowledge Management Department should assign a special person to track, guide and monitor irregularly, and through a series of observation and testing methods, investigate the trainees' application of training knowledge and skills and the improvement of their behaviors in practical work, comprehensively count and analyze the impact and return of training on the business growth of enterprises, so as to evaluate the training effect and adjust training strategies and methods.

How to write the new talent introduction plan 3 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, Central (Company) Pre-job Training-Central Preparatory Training Textbook.

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. On-the-job training of the department-the actual work department of the new employee is responsible.

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 it-irregularly.

Distribute employee training manuals —— (Briefly describe the history and present situation of Southeast University, and describe its geographical location and traffic situation 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" form for each batch of new employees, and 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.