Standardize internal training management, establish and improve relevant systems and norms from training demand investigation, training implementation, effect evaluation to course enjoyment and teaching plan compilation.

2. Scope of application

Applicable to the organization and management of group training.

3. Terms and definitions

3. 1 training: a series of activities aimed at the actual situation of employees, using various scientific and reasonable means to enhance their awareness, skills and abilities and improve their attitudes.

3.2 Training principles:

1) purpose principle. The training is based on the company's business development strategy, management needs and human reserve, with clear objectives;

2) The principle of paying attention to practical results. That is, training should be closely integrated with practical work;

3) * * * the principle of development. Adhere to the combination of training and employee career development, regard training as employee welfare, and promote the development of employees and enterprises;

4) The principle of diversity. Training should fully consider the level and type of trainees and the diversity of training contents and forms;

5) Initiative principle. Emphasize the participation and interaction of students and give full play to their initiative.

3.3 Training classification:

1) knowledge training: We will continue to train employees on new knowledge of this major and related majors, so that they can have the basic knowledge necessary to complete their jobs and the new knowledge needed to meet challenges;

2) Skills training. Continue to carry out the training of on-the-job employees' job responsibilities, operational procedures and professional skills, so that they can better apply, play and improve on the basis of fully mastering the theory;

3) Quality training. Continue to carry out training in psychology, interpersonal relationship, sociology and values, establish a mutual trust relationship between the company and employees, and meet the needs of employees for self-realization.

3.4 Training form:

1) According to the employee's career development stage, it can be divided into induction training for new employees (this process does not include this part) and post skill improvement training;

2) According to the level of trainees, it can be divided into senior management training, intermediate management training and grass-roots staff training;

3) According to the training methods, it can be divided into internal training, employee self-training and overseas training;

4) According to the content and purpose of training, it can be divided into consciousness and concept training, quality improvement training, legal certificate training and advanced post training.

4. Responsibility

4. 1 Training is undertaken and promoted by all departments and human resources department.

4.2 Human Resources Department

4.2. 1 Formulate and improve the training system and process;

4.2.2 Be responsible for handling training applications submitted by various departments or personnel (communication, understanding, review or approval);

4.2.3 According to the company's development strategy, business objectives and human resources planning, formulate annual training program, training plan and monthly implementation plan, and organize their implementation;

4.2.4 Establish post promotion training and post skills cross-training mechanism to cultivate high-quality compound talents who agree with Huarong culture and meet the future development needs of the company;

4.2.5 Establish and improve the internal teaching staff;

4.2.6 Be responsible for reviewing training materials, and collecting, sorting and archiving training materials;

5. Procedures

5. 1 Training plan preparation

5. 1. 1 The training specialist of the human resources department is responsible for collecting training resources and establishing a training resource information base.

1) Contact various training consulting institutions to collect training course information;

2) Evaluate and screen the course content, starting time and teacher level of the collected training course information.

3) Collect the professional skills training resources of personnel from all departments.

5. 1.2 training demand survey

5. 1.2. 1 Every June, the Human Resources Department issues an annual training demand notice to all departments 1 1, and issues an employee training demand questionnaire;

5. 1.2.2 The general manager of the department organizes employees to fill in the Employee Training Needs Questionnaire; The general manager of each department summarizes the training needs of subordinates and reviews them;

5. 1.2.3 The general manager of each department comprehensively balances the training needs of his subordinates according to the needs of the department, prepares a summary table of the training needs of the department, and submits it to the training specialist of the Human Resources Department.

5. 1.2.4 The training specialist of the Human Resources Department collects/summarizes the training demand summary tables of all departments and prepares the training demand summary table of the company.

5. 1.2.5 The general manager of the human resources department conducts investigation, analysis and evaluation according to the training needs of each department, and evaluates the experience/qualification/skills of department personnel in combination with the company's development, and preliminarily determines the summary table of the company's training needs;