This is something I wrote myself, and I want to ask you for your multi-body opinions.

Internal trainer management system

The first purpose

1. 1 Effectively use the company's internal intellectual resources, fully realize the enjoyment of knowledge, and support the realization of the company's human resources strategy and training plan;

1.2 actively cultivate and build a team of internal trainers, provide a stage for employees to exercise and grow, and reflect the core role of internal trainers in the overall training and education system of the company.

Article 2 Scope of application

2. 1 Applicable to Jacky Real Estate Development Co., Ltd. and the branch where the group headquarters is located.

2.2 Applicable to all kinds of training, including headquarters-level training and secondary training organized by headquarters departments and branches.

2.3 Branches in different places shall formulate relevant systems with reference to this system.

Article 3: Reference documents:

Article 4: Definitions

4. 1 internal trainer: refers to an old employee with high business skills and management level who works as a part-time trainer in the company's unified training system to help the company train employees and improve the company's overall management level.

Article 5: Promulgation and implementation

These Measures were promulgated and implemented in 2007.

Article 6: Duties

6. 1 Board of Directors

6. 1. 1 approved internal trainer management system;

6.2 General Manager

6.2. 1 Establish an internal trainer system;

6.2.2 Approve the appointment of internal trainers.

6.3 Director of Human Resources

6.3. 1 Supervise and guide the management of internal trainers in the Human Resources Department;

6.3.2 Organize the formulation of internal trainer system;

6.3.3 Review the appointment of internal trainers;

6.4 Training Manager

6.4. 1 Responsible for the evaluation, appointment and management of internal trainers;

6.4.2 Organize internal trainer exchange meeting every month;

6.4.3 Be responsible for organizing the evaluation of internal trainers.

6.5 Department/Branch Head Training

6.5. 1 Organize to formulate internal training courses of departments/branches and revise them in time;

6.5.2 Supervise and guide the teaching process of internal trainers of departments/branches;

6.5.3 Assist the Human Resources Department to evaluate the training effect of internal trainers;

6.5.4 Organize the promotion declaration of internal trainers.

6.6 Internal trainer

6.6. 1 Internal training means that employees work part-time in the enterprise, and their work cannot be affected by training or receiving training.

6.6.2 Conduct relevant internal training courses according to the arrangement of the company's human resources department;

6.6.3 Be responsible for summarizing the annual training effect of the company;

6.6.4 Participate in the training demand survey in the early stage of the course, assist in analyzing the training needs of employees of various companies, and provide information on the training needs of employees to the human resources department of the company.

6.6.5 Develop and design related courses, such as training materials, auxiliary materials, cases and games, PPT presentation documents, test papers and standard answers. , and regularly improve the above materials;

6.6.6 Be responsible for the attendance and assessment of students;

6.6.7 Be responsible for marking papers and tracking after training, so as to achieve the scheduled training effect;

6.6.8 Put forward suggestions for improving the teaching skills, methods, cases and course contents of other lecturers;

6.6.9 Actively study and strive to improve their cultural quality and comprehensive ability.

6.6. 10 Learn and digest external training courses and introduce them into enterprises.

6.6. 1 1 Conduct training according to the training plan and scheme designed by the training department, and obtain the consent of the training manager within 2 weeks in advance if there are any changes.

6.6. 14 Keep learning and often carry out special simulation training without affecting the work.

Article 7 Qualification evaluation and procedures of internal trainers

7. 1 Selection principle

Principles of openness, fairness and justice

7.2 categories of internal trainers

Internal trainers can be divided into preparatory trainers and formal trainers. In addition to teaching remuneration, internal trainers can also participate in the "Training Trainers Training Course (TTT)" organized by the company. The formal trainer level qualification certificate shall be reviewed by the Human Resources Department and approved by the General Manager.

7.3 Internal trainers are available.

All branches or affiliated companies of Jacky follow the principle of sharing internal trainer resources. In the process of employee training, each branch or affiliated company can also hire people outside the company as its internal trainers within the Jacky system after passing the examination by the Human Resources Department of the company headquarters (rating and appointment shall be implemented in accordance with the relevant provisions of this system).

7.4 Selection conditions of internal trainers

7.4. 1 Identify with Jacky's corporate culture and management philosophy, and consciously implement various rules and regulations and operating procedures.

7.4.2 The annual performance appraisal results rank among the top 40% in the department, and there is no effective negative incentive record in that year.

7.4.3 Have a serious and responsible work attitude and a high degree of professionalism, and can actively cooperate with the company's training work without affecting the work of this position;

7.4.4 Have high theoretical knowledge and more than 3 years of professional experience in this position, with outstanding work performance;

7.4.5 Good image, good language expression ability and appeal;

7.4.6 Ability to write handouts, teaching materials and test questions.

7.5 Grade Evaluation and Agreement

In order to ensure the training effect and encourage trainers to improve their teaching level, a graded salary system is implemented for trainers. Formal trainers are divided into four grades, and they are graded and hired according to the grading standard in the Feedback Form for Training Effect Evaluation.

Article 8 The evaluation and employment process of internal trainers:

8. 1 The recommendation of each department/company or individual recommendation shall be reviewed by the department manager, deputy general manager/director, reviewed by the human resources department and approved by the general manager. After approval, you can obtain the qualification of reserve coach. (See Appendix 1 "Self-recommendation/Recommendation Form for Internal Trainers")

8.2 Internal Instructor Management Measures

8.2. 1 internal lecturer

Lecturers attending training courses organized by the company (including: new employee training, cadre training at all levels, etc.). ) are official trainers. Company-level official trainers are managed by the company's human resources department. The company organizes an evaluation once a year.

8.2.2 Formal trainers are divided into four levels: level 1, level 2, level 3 and level 4. Formal trainers will be upgraded from reserve trainers step by step, and the upgrade needs to pass the internal lecturer qualification audit. Reserve trainers are not eligible for training courses.

8.3 Internal trainer: The level shall meet the requirements, and the class remuneration standard shall be determined separately.

Remarks on Evaluation Score of Teaching Hours in Trainer's Level Year (Professional Field)

Level-4 lecturers have 2 years 10 shift, with more than 60 points and more than 60% training hours.

Three-level lecturers have more than 70 points in 20 shifts for 3 years, and more than 70% of them have been trained.

The second-level lecturer has more than 80 points in 30 classes for 4 years and more than 80% of the training hours.

First-class lecturers have more than 90 points in 40 classes for 5 years and more than 90% training.

8.3.5 Back-up Trainer: Served as a lecturer in grass-roots employee training courses organized by various departments, including induction training for new employees and business training for old employees. The backup trainer is managed by the human resources department of the company.

Article 9 The Company encourages employees to actively participate in the evaluation, engagement and promotion of trainers, and the performance of trainers is one of the reference bases for their performance appraisal.