This paper introduces the general situation, organizational structure, service coordination network and process between departments, so that new employees can better understand and be familiar with the internal framework of the enterprise and the functions of various departments, so as to contact with relevant departments quickly and accurately in their future work.
Introduce the company's rules and regulations, so that new employees can consciously abide by the company's rules and regulations in their work and do everything according to the rules, regulations and procedures stipulated by the company, so as to avoid some improper behaviors and damage the interests of the company.
1. Clarify the purpose of employee orientation training and do a good job in analyzing the needs of new employees;
For new employees, it is easy to get lost and not understand things when they just enter a new enterprise and face unfamiliar corporate strategy and colleagues. Employees will be eager to quickly understand the current situation and development direction of the enterprise;
At the beginning of induction training, we should analyze the ability of new employees according to the needs of enterprises, establish correct induction training objectives for them, and pave the way for the selection of induction training methods and contents for employees in the later period.
2. Make a new employee induction training plan, and all departments of the enterprise should cooperate with each other.
According to the goal of induction training, formulate induction training plan to promote the orderly induction training of new employees. In human resource planning, teachers' training, the arrangement of training venues and the corresponding logistics support arrangements need to be focused on. For large groups such as Huawei and Hisense, most employees need to go through a period of closed militarization training when they join the company.
This requires the division of labor and cooperation among all departments of the enterprise. For example, the human resources supervisor is responsible for the arrangement of the plan, clarifying the division of labor of induction training, coordinating and organizing the induction training plan, and assisting the deployment of new employees; Human resource induction trainers know the positions to be assigned to new students, adjust the contents of employee induction training in a targeted manner, and participate in the assessment of new employees. Grass-roots supervisors are mainly responsible for consulting and guiding new employees.