1, the position of training in enterprise activities

Training is an important part of enterprise activities. New employees must receive pre-job training, and employees should receive professional skills training after taking up their posts. Training is always a long-term and continuous hematopoietic project in enterprises. Through various forms of practical and effective training, it is conducive to improving the overall quality of employees, improving the management level of managers and promoting the overall strength of enterprises.

2. Training purpose

(1) Help managers keep abreast of changes in the internal and external environment of the company. Understand the employees' thoughts and working conditions, as well as their mastery of relevant knowledge and basic skills.

(2) Make grass-roots managers master the necessary management skills as soon as possible, clarify their responsibilities, change their working concepts, get familiar with the working environment and get used to new working methods.

(3) enable professionals to master the knowledge and skills of their own enterprises and keep abreast of the latest knowledge in their respective fields in order to adapt to social development.

(4) Provide employees with opportunities for further study and further study, and realize personal value.

(5) The training for ordinary employees is to let them know the general situation of the company and products, master the work norms, have the necessary work skills, and clarify the boundaries of responsibilities and rights, so as to finish the work on time.

(6) Improve the overall quality and professional level of employees, improve the company's talent structure, cultivate and reserve talents for enterprises, and ensure the sustainable development of enterprises.

(7) Stimulate employees' curiosity and creativity, and explore the potential of employees' knowledge renewal and ability renewal.

(8) Meet the requirement that qualified managers must be qualified trainers.

(9) Strengthen team training within the enterprise, increase the cohesion of the enterprise itself, and enhance employees' understanding of corporate culture and business philosophy.

Through training, employees' work mistakes can be reduced, accidents can be avoided, and work quality and efficiency can be improved.

3. Training principles

(1) Employees are often encouraged to actively participate in learning and training.

(2) Develop the standards required for later training in advance.

(3) Actively guide the training and learning of employees.

(4) Training and learning should be active, not passive.

(5) Participants can gain something from the training.

(6) Adopt appropriate training methods and methods, and try to diversify the training methods.

(7) Different training methods should be adopted for different levels and categories of training objects.

(8) Provide employees with promotion opportunities through training.

Second, the training classification

1. According to the training cycle, it can be divided into annual training and monthly training.

The training work shall be reported to the Human Resources Department by each department according to the annual plan and approved by the general manager. After summarizing, the Human Resources Department will formulate the annual and monthly training plans of the company according to the overall training tasks of the company, and organize the implementation and assessment, and all relevant departments will cooperate with the trainers to implement them.

2. Training can be divided into irregular training and regular training according to time.

3. Training can be divided into full-time training and part-time training at different levels.

4. Training can be divided into: general manager, deputy general manager and director-level personnel training; Training of department managers and personnel above the supervisor level; General staff training; Training of personnel in special positions; Recruit training, etc.

Third, the training methods of different training objects.

(1) training for general manager, deputy general manager and directors.

1. The board of directors decides the training of the general manager, and the general manager decides the training of the deputy general manager and directors.

2. The training methods of department managers and directors mainly include: going out for study and investigation, going out for further study, and hiring relevant experts for training.

3, general manager, deputy general manager, director level personnel training can be carried out on the following contents:

(1) Learn and inspect the advanced management experience and advanced technology of advanced enterprises in this industry.

(2) Study and inspect the advanced management experience of Zhiming enterprise.

(3) Go to a well-known management school or research institution for further study.

(4) Participate in quality training and business seminars for general managers organized by advanced training institutions or highly operational universities.

4. According to the situation, you can sign an education and training contract with the trainer. If the training cost exceeds _ _ _ _ _ yuan, a contract must be signed.

5. After the training, the general manager, deputy general manager or director-level personnel must sort out the study materials, one of which should be submitted to the office for filing and the other to the Human Resources Department as the company's training materials.

6, general manager, deputy general manager, director level personnel training at least once a year.

(2) Training of department managers and personnel above the competent level.

1. The training of department managers and supervisors is mainly organized and implemented by the Human Resources Department, and experts can also be hired for training.

2. The training of department managers or supervisors is generally carried out under the following circumstances:

(1) Company's major reform and policy investigation;

(2) Major technical improvement or quality system change;

(3) Establishment and operation of new management mode;

(4) Sustainable development of corporate culture;

(5) the most advanced management theory and business philosophy;

(6) The training and assessment results of department managers and supervisors will be included in the performance appraisal records;

(7) Training for department managers and supervisors shall be held at least once every six months.

(3) general staff training

1. The training of general employees shall be organized and coordinated by the personnel department.

2, the general staff training content is:

(1) Staff Manual and related rules and regulations training;

(2) job skills training, business knowledge training and new technology training;

(3) process training;

(4) Training of newly developed products;

(5) Continue to carry out corporate culture training;

(6) Comprehensive quality training.

3. The training of general employees is arranged and organized once every half month according to the needs of work.

(4) Training of personnel in special positions

1. The employees in some important positions in the company should receive special training, such as financial personnel, personnel personnel and professional marketing personnel.

2. The training of personnel in special positions can take the form of external full-time training and content training. The training content should mainly be the professional skills training of this position.

3. Before leaving the post for training, the company shall sign a training and education contract with the personnel in special positions.

4. After the foreign training, the personnel in special positions must sort out the study materials, one of which should be submitted to the office for filing and the other to the Human Resources Department as the company's training materials. Personnel who go out to participate in training should hold the assessment certificate and materials of the training unit.

(5) Training of new employees

1. New employees must receive pre-job training organized by the Human Resources Department before taking up their posts. New employees who have not received unified pre-job training cannot take up their posts.

2. The personnel department is responsible for training the newly hired personnel in corporate culture, employee handbook, rules and regulations, business philosophy, management mode, safety education and quality education.

3. The probation department where the new employee is located cooperates with the Human Resources Department to provide pre-job training for the new employee, and the department head is responsible for organizing the necessary training for the new employee in terms of department functions, job description, workflow and procedures, business norms and professional skills.

4. New employees must pass pre-job training and examination before they can try out in their departments.

Four. Training content and responsible department

Content responsible department

Corporate culture training human resources department

Training of employee manuals, rules and regulations of human resources department

Department responsibilities, job description, human resources department and department training.

Professional quality, vocational skills training, human resources department, department or relevant department.

Management training human resources department, department or related department.

Training of new policies and technologies: human resources department, department or relevant functional department.

Product knowledge training, human resources department and relevant functional departments

Department of pre-job training

Human resources department of trainer training department

Verb (short for verb) training program

(a) Develop and review training plans

1. Each department formulates annual and monthly "training plans" according to the training contents and responsible departments designated by the Human Resources Department, and submits them to the Human Resources Department for review as the basis for training implementation.

2. The personnel department shall prepare the annual/monthly training master plan according to the annual and monthly training plans put forward by various departments, and submit it to the superior leaders for review.

3. All training courses shall be reviewed or compiled by the trainers of the Human Resources Department, and the "Training Implementation Plan" shall be filled in and submitted for approval, and then the relevant departments and personnel shall be notified.

(2) the content of the training plan

Training object, content, time and purpose

Operating rules for intransitive verb training

(1) Detailed rules for implementation

1. Trainers of the Human Resources Department shall implement and be responsible for all training matters as scheduled according to the Training Implementation Plan, such as venue arrangement, distribution of related teaching materials, teacher secondment, etc., and notify the trainees.

2. If there are any supplementary training materials, they should be printed at the beginning of the course so that the trainer can distribute them to students during the class.

3. At the end of each training, an evaluation test shall be held, and the trainer shall be responsible for invigilation. The evaluation test questions should be submitted by the trainer to the Human Resources Department for review before the course starts. Special professional training should arrange the assistance and cooperation of relevant professionals.

4. Trainees should have a sign-in record so that the human resources department can check the attendance in class.

5. Students should attend the training on time, and those who cannot attend the training for some reason should go through the leave formalities in advance.

6. The Human Resources Department will hold regular inspection meetings to evaluate the implementation effect of various training courses, record the evaluation contents and submit them to relevant departments for reference and improvement.

7. If you are absent from various training and assessment exams for some reason, you can make up the exam afterwards. Those who fail the make-up exam will get zero points.

8. The training test results are included in the performance appraisal score. For those who fail the test results, the trainer should report to the manager of the human resources department and exercise the "right of personnel suggestion".

(B) Training management process

Circular process of "planning to execute the evaluation process"

(3) Training methods

1, teaching and training methods:

(1) individual guidance

(2) Holding lectures

2. Participatory training methods:

(1) Meeting discussion

(2) Group training

(3) Role-playing

(4) Case analysis

(5) Simulation drill

(6) Brainstorming meeting

(7) Visit

(8) Accident handling training

(9) Film and Television Law

(10) Business Games

3. Other methods

Duties of intransitive verb training

(A) Department responsibilities

1. Formulate training policies, training plans and training budgets.

2. Select training objectives.

3. Arrange the pre-job training plan for new employees.

4. Complete the training analysis.

5. Put forward training suggestions and assist the company leaders to determine the training plan.

6. Organize and arrange training work and undertake training tasks.

7. Measure and evaluate training.

8. Manage the daily work of trainers.

9. Manage various training facilities.

(2) Leadership responsibilities

1, responsible for drafting the company's overall training policies, plans and budgets.

2. Assist or plan projects independently.

3. Organize the formulation of training plans.

4, audit training materials, teaching plans and related materials.

5. Be responsible for summarizing, analyzing and evaluating the training.

6. Be responsible for the external liaison of training business.

7. Assist training instructors to implement training courses.

(3) The responsibilities of the trainer

1, formulate and summarize the training plan.

2. Compile, purchase and arrange training materials, teaching plans and related materials.

3. Responsible for the implementation and management of training courses.

4. Be responsible for the evaluation of trainees' training effect (test paper writing and examination marking), including the statistics of work performance appraisal after training.

5. Be responsible for proofreading all kinds of printed and distributed training materials.

(4) Responsibilities of other staff members

1. Assist the trainer to prepare for the activity training.

2. Manage the daily attendance of trainees.

3. Assist in printing and managing various training materials.

4. Assist the trainer to analyze and count the training effect.

5, responsible for the management of teaching books and equipment.

6. Assist in receiving training activities.

7. Do a good job in the service and guarantee of training.

Seven, training materials and equipment management

1, there must be a complete and systematic teaching material for each training.

2. Establish and improve the teaching material files for future reference and keep them properly.

3, each training exam questions and performance statistics should be archived.

4. Establish and improve the assessment files.

5, teaching equipment to register, clear equipment use handover procedures, users should properly keep, report problems in a timely manner.

6. Other staff members are responsible for the storage and management of teaching materials and equipment. When there are no other staff temporarily, the trainer is responsible.

Eight, training attendance and classroom management

1. Students should take good care of all the facilities in the training ground.

2. Students shall abide by the training system.

3. Students should turn off their mobile phones in class and set the BP machine to vibrate.

4. Don't do anything unrelated to training in class, don't go in and out at will, and take notes carefully.

5. Participants in the training shall strictly abide by the attendance system and shall not be late, leave early or miss classes.

6. Training attendance rate is listed as one of the assessment items. Absentees cannot participate in training assessment.

7. If you can't attend the training due to special reasons, you must ask for leave from the Human Resources Department, and those who don't ask for leave will be treated as absenteeism.

8. Trainers or other staff members are responsible for attendance and classroom management.

IX. Training evaluation, inspection and feedback

(1) Training evaluation

1. During or after the training, the manager of the human resources department is responsible for organizing various multi-angle evaluation activities, recording and archiving the evaluation results (including qualified and unqualified), and feeding back to the trainers, trainees and relevant personnel when necessary.

2. The assessment results of training assessment will be linked to performance assessment, the training of employees will be included in the content of employee performance assessment, and the results and achievements of training assessment will be included in the summary assessment results of performance assessment according to certain accounting methods. For the training assessment with clear professional technical specifications and standards or special needs, the assessment should be organized in strict accordance with relevant standards. Those who fail to pass the examination should take part in the next round of training until they are qualified. Those who fail to pass the training examination for many times should reconsider their work arrangements.

3, in addition to the necessary assessment of employees participating in training, this department is responsible for organizing trainers to assess and evaluate the actual effect of training, so as to continuously improve and improve the skills and level of training.

4. Evaluation principle: the training effect should be tested in actual work (not in the training process).

5. Evaluation method:

Cost-benefit evaluation method

Evaluation method of reporting method

Investigation method and questionnaire evaluation method

Test paper evaluation method

Training program evaluation

6. Evaluation record: Improve the training result file.

(2) Inspection and feedback

1. All departments shall strictly supervise and inspect the employees who have participated in the training, assess their working attitude and performance after the training, and feed back the results to the Human Resources Department.

2. The Human Resources Department will feed back the students' performance, attendance and achievements to all departments in time.

X. Rules and standards for training rewards and punishments

1. The company rewards trainers who have good training effect and obviously improved employees' performance after training.

2. The company will reward those who have achieved good economic benefits in designing, developing and training projects.

3. The company will reward those who actively participate in the training, perform well, achieve excellent results and perform well in their work.

4. The company will punish the trainers who are not serious about their training attitude, the compilation of training lesson plans, the implementation in class is not in place and the training effect is not good.

5. The company will punish employees who have participated in the training, have poor classroom performance, have poor assessment results after training and have no improvement in their work performance.

6, reward and punishment standards, should be formulated by the department manager according to the situation, submitted to the general manager for approval.