Analysis: Zhang San's enterprise belongs to a large group, and there are twenty or thirty molecular companies in China, especially front-line personnel. This work is dangerous and complicated, so a large number of people are lost and replenished every month.
To sum up, there are three aspects to consider:
1. A large number of new employees in each branch need to take up their posts as soon as possible, and the training must keep up.
2、? Without unified teaching materials and norms, the training of new employees is different.
3. The new employees of some companies have been employed without training.
Second, the first battle will win with points and areas.
The training of new employees in large groups is also a big project. At the beginning of this project, don't spread it too widely at once. It is very important to choose a starting point, so we should start with the simplest part of the new employee, from point to area.
If you want to do this big project well, new employees must win the first battle at the starting point and play a good role in driving the whole project.
Therefore, things can't be urgent, and we must advance according to the project. For example, a big project is divided into six small projects, each of which is interlocking. If a big problem is broken down into several small goals, the effect will be very good.
So how to run the project system to train new employees?
Third, the project system operation of new employee training
1, project goal (smart)
There is no uniform standard in the 20-30 subsidiary, so Zhang San's primary project goal is to export the training process of new employees, the courseware manual for training, and the most important practice process and standards for new employees.
The training materials of corporate culture and rules and regulations in conventional theory are relatively comprehensive, and only a little mastery is needed, but the more practical parts need to be supplemented with great energy.
Clear objectives: new employee training process, training courseware, new employee actual operation process and standards.
? 2. Project 5W2H
The second part of the project operation is a detailed analysis of the whole project with the help of 5W2H. Because this new employee training is the first stop of the group, it is not only very important, but also involves various departments, which cannot be completed by one training department.
Since we want cooperation and leverage, we must analyze it clearly. Only by opening your mind first can the efficiency of action be higher.
3. Project decomposition
After the decomposition of the new employee project 5W2, we will find out which ones need the cooperation of people, which ones need the support of superiors, which ones need the implementation of branches and which ones need the joint efforts of departments.
Making these into a small project is a big project for new employees.
Confirm the completion deadline and main person in charge of small projects, and comprehensively promote the development of small projects.
The project leader only needs to follow up important nodes and do important things.
Four. Invite business departments to participate in scheme optimization.
1. Only participation can be recognized.
The focus of this new employee training is the arrangement and formulation of practical processes and standards, so business departments must participate, especially the support of front-line backbones and business department bosses.
So it is the most important module to find the boss of the business department first, communicate and reach a * * * knowledge.
Only when the business departments are involved will they pay attention to this information.
If the information is inconsistent with the reality and can't solve the real problem, it is useless.
2. Expression: goals, needs and values
The logic of communicating with business departments should be very clear.
First, to express the training plan for new employees, it is necessary to sort out the training framework and clarify the theoretical courses and practical courses to be trained according to the actual job responsibilities and key tasks of the front-line backbone.
The business department is an expert, so the content still needs to be sorted out by the business department, so it needs the support of the business boss and sends some front-line business backbones to participate.
The demand is the participation and cooperation of some branch business backbones and training experts.
Personnel transfer will definitely have an impact on business, but it is necessary to analyze the advantages and disadvantages of business department bosses.
The business department is indeed responsible for the business of each subsidiary, and of course it is business-oriented, which is the knowledge of the whole company.
At the same time, it should be noted that the turnover rate of new employees is very high, and the operation error rate is also very high. Part of the reason is insufficient training.
Therefore, in order to reduce the turnover rate and reduce on-site accidents, sorting out the training scheme for new employees is a top priority.
The benefits of doing this are also for the business department to reduce costs, reduce the integration time of new employees, put into work as soon as possible, and increase operating income, all for business.
Five, mentoring teaching technology
Almost all the first-line newcomers in the company are familiar with the environment and operation process with the old employees, so the mentoring system is a very practical skill.
But there is a problem. Are all masters born knowing how to take their disciples? Can you bring a good apprentice?
This is a problem that training managers need to pay attention to. The answer is obviously not yes, so we should grasp the point of teaching technology and give the masters a series of training.
1, what is teaching technology?
Teacher fu how to take better care of his disciples. Teaching skills are similar to traditional instruction. "Teaching" is to impart knowledge and skills, and "teaching" is to lead apprentices to master the main points and be successful in their posts.
2. Three characteristics of teaching tasks.
Step by step, standard and easy to imitate
3. The four steps of teaching
Explain and share, demonstrate in person, practice repeatedly and give feedback.
Sixth, decompose the practical skills of video shooting
The core part of the training guide is practical tasks. Although the actual tasks in the training guide have been clearly broken down, they are not specific enough.
Words don't look as vivid as real people's demonstrations, so all practical skills should be demonstrated by real people when making videos.
Each video is about ten minutes long, so if you give the training guide and practical videos to each subsidiary, they will imitate it very well.
Seven, the branch with Fu teacher (training supervisor) training.
Training guide and actual combat video were given to all subsidiaries, and the task was not completed.
The most important thing is to improve people's thinking and training skills, so teachers should be trained for one or two times, that is, training supervision.
There are three values: 1 is to unify thinking, 2 is to know how to teach, and 3 is to be familiar with this training guide and take these materials back for demonstration.
Eight, patrol training.
After the above actions, the whole new employee training program is over.
But all training is actually to solve problems and improve grades, so the training manager can't relax.
Although the subsidiaries are far from the headquarters, we still need to take time to go to some subsidiaries to see their training and give guidance and affirmation. Companies that do well should be rewarded and praised, while companies that do poorly need to be punished and reminded.
Nine,? Incorporate training into one of the year-end outstanding branch assessment indicators.
In order to regularize the training, leaders should pay attention to it, training supervisors should be put in place and the funds should be sufficient.
Therefore, in order to make the training project run completely, performance appraisal must be introduced, that is, training should be included in the assessment project of the branch company.
What the branch cares about will be linked to training. Only when the branch boss attaches importance to training, the implementation level is in place and the training funds are spent well will the training effect be produced.
X.summary
To do a good job in the group's new employee project, we must first operate according to the project system and output the new employee training guide, which should include the new employee theoretical training manual and the new employee training practice guide.
Secondly, in order to make the training effect better, it is necessary to shoot a "practical skill decomposition video tutorial" and carry out "training with the master".
Third, in order to better understand the training situation in various places, it is essential to inspect the training of branches.
Finally, it will be the best way to improve the attention and support of branch leaders to incorporate training into one of the assessment indicators of outstanding branches at the end of the year.