In terms of enterprise training methods, we should consider adopting various methods, and make good use of speech, discussion, discussion and simulation to enhance the training effect. At the same time, in terms of training content, it is best to adopt a self-management method, and employees and supervisors or lecturers jointly formulate training objectives and themes. Open and liberalized venues can increase employees' willingness to learn and improve learning effects. The following is a sample of enterprise employee training scheme, please refer to it!

I. Purpose of training

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

2. Familiarize new employees with new job responsibilities, work processes, work-related knowledge and the basic qualities that the service industry should have.

Second, the training procedures

1, when the number of people is large and the education level and age structure are relatively concentrated, the human resources department of the company will conduct training and assessment together with the heads of various departments. (Regular: once every three months)

2. When the number is small and scattered, the specific employing department shall be responsible for the training, and the training results shall be confirmed in written form by the unit and employees. (Irregular training)

Third, the training content

1. The company's pre-job training human resources department prepares training materials. Mainly to welcome new employees; According to the characteristics of the company's industry, organizational structure, nature of work, relevant rules and regulations and the basic quality of the company's service industry, prepare a manual or explain it by a special person; Designate the manager or team leader of the new employee's work department 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 department employees; Visit the work department; Introduce the environment and work content of the department and the special regulations of the department; Explain the job responsibilities, workflow and treatment of new employees, and designate a senior old employee to take care of 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 company: the Human Resources Department is responsible for it-irregularly.

Distribute employee training manuals (briefly describe the company's history and present situation, and describe the geographical location and traffic situation of Beijing Liangkang Aiying Trading Co., Ltd. in Beijing; Corporate culture and business philosophy of the company; The organizational structure and main leaders of the company, the functions of various departments of the company, the main service targets, service contents, service quality standards, etc. ; Relevant policies and benefits of the company, relevant rules and regulations of the company, and channels for adopting employees' rationalization suggestions; Answer questions raised by new employees. )

Fourth, training feedback and evaluation.

1. The training materials produced by the human resources department must be reviewed by the general manager's office of the company and submitted to the human resources department for archiving. Department training should be conducted under the guidance of the general manager's office. Every time the human resources department trains a group of new employees, it must complete a set? New employee training? Form, department? The training of human resources departments should be closely linked, and there should be no gaps in training.

2, the training implementation process should be serious and strict, to ensure the quality, pay attention to save all training materials, and pay attention to constantly modify and improve in the implementation process.

3. After the training results are checked by the Human Resources Department, they are reported to the general manager's office of the company. The general manager's office summarizes the training situation of the Human Resources Department and the new employees in this department every three months and feeds it back to the Human Resources Department.

Verb (abbreviation of verb) implementation of new employee training

1. Call all departments to be responsible for training personnel, solicit the opinions of the participants on the implementation plan of the company's new employee training, and improve the training plan.

2, the company as soon as possible to come up with targeted training materials, the implementation of training candidates.

3. Internal publicity of the company? New employee training program? Let all employees know about this new employee training system through various forms and publicize the significance of developing new employee training.

4. All new employees must receive a centralized training in the company before they officially take up their posts (see the pre-job training of the Human Resources Department for the training content); Then go to the specific work department for training (see on-the-job training of the department for training content); The company can implement corresponding training materials and time according to the basic situation of new employees. In general, the training time is 1-3 days; According to the number of new employees, the overall new employee training is conducted irregularly, and the overall training time is one week. The qualified training list shall be reported to the human resources department of the company.

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