1, make a plan. The contents include master schedule, training courses, lecturers, training materials, training places, training disciplines, training examinations and training effect evaluation. It is best to draw a clear Gantt chart.

2. Clear division of labor. The training supervisor is the organizer of induction training. Being a teacher is an essential job (and the main job), but it is not the whole job. The induction training should at least include the following contents: corporate culture, basic norms (main system provisions and process norms), military training, fire safety, etiquette, promotion skills and mentality (psychological adjustment ability). Corporate culture and basic norms belong to you (training supervisor teaches), and other courses can be given to others.

3. Organization and coordination. Review teaching materials (training must have teaching materials), track training discipline, adjust trainers, manage trainees, organize examinations, evaluate training effects and summarize training experience.

4. Assist in assigning new employees. If the training supervisor is also the recruitment supervisor, then the distribution is a matter of responsibility and should be balanced.

Grass-roots supervisors should do the following work:

1. Meet the prospective subordinates, prepare for the prospective subordinates to visit and consult anytime and anywhere, answer their questions and guide business consultation.

2. Care for subordinates in life. Anyone who goes to a new unit or department has a process of familiarity and adaptation.

3. Understand the company's employment policy, keep consistent with the training supervisor's caliber, and avoid making new employees feel at a loss.

4. Those who are capable can undertake certain lecture tasks.

Trainers should do the following:

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1, according to the teaching materials designated by the company, most of the teaching materials are based on the company's written system, norms and processes. You need to get the approval of the training supervisor before class.

2. Understand the positions to be assigned to freshmen and adjust the lecture cases in a targeted manner.

3. Prepare examination questions for lectures, participate in invigilation and be responsible for marking and grading.

4. Trainers should be experts as much as possible. For example, the promotion skills can be completely served by gold medal employees. However, the first-time trainer must pass the trial.

Enterprise training should establish a complete system.

1. Build enterprise training system around enterprise development goals. No enterprise can only have a single training session for new employees. In time, there should be a talent training plan for one year, two years, three to five years or even ten years; Formally, there should be pre-job training (induction training), on-the-job training, off-job internal training and off-job external training (which can be divided into short-term training and long-term training); In content, there are corporate culture training, safety (fire fighting) training, crisis awareness education, professional skills training, management skills training, emotional intelligence training and so on.

2. Establish a teaching material system that meets the characteristics of enterprises. Trainers should not be allowed to play freely. The basic positions of different trainers must be consistent, and there can be no conflict of views.

3. Establish your own coaching team. Even if we want to hire external lecturers, we must ensure that they agree with the corporate culture and their personal values cannot conflict with the company.

4. Establish the training files of this enterprise, including teaching materials, audio, films, CDs, student papers, training effect evaluation records, etc. 5. All employees of the enterprise must be included in the training object, and different contents of training should be conducted in different periods.

6. Do a good job in training internal trainers. All managers in an enterprise should become professional trainers.

Personalized Suggestions to Minister Wang

1. Try to make all members of the enterprise support the training of new employees. Of course, establishing a good training system is the best way, but it takes a process and a period of time. At present, your personal efforts and the support of the person in charge of the enterprise are very important.

2. The lecturers who assist in training and the post supervisors assigned to new employees are the most needed forces in front of you. You must train them first, and everyone should be consistent not only in their caliber but also in their actions. Specifically, your concern for new employees cannot be divorced from the policy bottom line that enterprises can bear. You can't care too much about new employees. If the supervisors of new employees generally can't keep up with your thoughtfulness, there will be a strong contrast after the new employees join the company, and the consequence is that the new employees will leave soon.

As a teacher, you are saturated with too much maternal feelings for new employees, so you must adapt to your job role immediately. You are the director of recruitment and training in the human resources department. After employees enter the company, they mainly work under the constraints of the system, not under the care of the supervisor. What's more, the post-80 s and post-90 s are very independent, and the most annoying thing is mom's nagging. All managers must realize this, and they must change their working methods and adjust their roles.

4, to give full play to the role of the team, in front of the team, any individual is small.

All the training of commercial retail enterprises can be summed up in one point: to cultivate all employees into a generous person. When colleagues make progress, you should applaud generously, don't be stingy with your applause; When customers come, you should smile generously, don't be stingy with your smiling face. With good interpersonal relationships, work will become enjoyment; Everyone has a healthy mind and a bright smile, and they will be crowded with customers every day.

Clarify the probation period and salary.

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As new employees, these two things should be their greatest concern when they enter Si Qian. If the answer we give is flexible, it may make them feel that the content of human factors is too high, and their trust in the enterprise will have a certain crisis. Therefore, we believe that when talking about the treatment of new employees, we should try our best to give a positive answer. Judging from the current labor contract law, half a year is the longest probation period, but judging from the current use situation, few companies adopt half a year probation period. With reference to the new labor contract law to be passed soon, only positions with high technical requirements, such as technology research and development, use a six-month probation period. In most cases, a three-month probation period is easier for everyone to accept. So we suggest that when we talk to them about this issue, we can also give them a three-month probation standard. In terms of salary, I don't need to say more here because the company has clear regulations on probation employees.

Within the scope of application, we consider:

In this plan, it should mainly be fresh graduates from universities and technical secondary schools or people with technical secondary school education or above and one year's work experience. Why choose this group of people? Because most of them have just entered the society, the society is still strange to them, and their views on things are relatively simple. Such people are like a blank sheet of paper, waiting for development and guidance. Moreover, they are more likely to accept the culture and ideas of enterprises and form a more universal value recognition. As an enterprise, we should also give them opportunities to get a better training platform, which is also a gesture and performance of the enterprise's responsibility to employees and society.

Build a new employee control system that is easy to manage and operate.

Our new employees are often regarded as "firefighters", which makes people feel that the use cost is too high and cruel, and it is easy to produce rebellious emotions, so it is more likely to choose to escape. We want to know whether the workshop can analyze them from the perspective of empathy when assigning their work. Because many people just graduated from school and can't adapt to high-intensity labor immediately, the use should be a step-by-step process. The night shift system is not recommended to them for the time being. I hope they will be familiar with the team, environment and technology before adopting it. Therefore, the work arrangement should pay more attention to order and reasonable coordination. In addition, it is necessary to ensure that the supervisor guides and supervises them. Everything is new to new employees when they enter the company. They are eager to get in touch with new things, but they can't find the right channels, so sometimes they even feel at a loss. Therefore, it is necessary to choose a suitable supervisor for them and guide them reasonably. Considering that the overall quality of our workshop operators needs to be strengthened, it may not be appropriate to choose them as supervisors in a sense. So, can our workshop manager hold this position at the same time? It should be said that the number of such new employees coming to the company each time is not large, and the operation difficulty coefficient is still relatively moderate. At the same time, our office should keep track of their situation and know their status in time.

We should know more clearly the real thoughts of new employees and their inner world.

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As newcomers, they really want to get the attention of others, and we have the obligation to help them as much as possible and increase the channels of communication with them. Therefore, we consider keeping a diary for new employees to express their thoughts. In an unfamiliar environment, written expression is often more fluent than oral expression. In order to ensure the authenticity of the contents of the log, it is suggested that our office be the direct undertaker of the log, and the valuable information in the log can also be fed back to the relevant departments in time. Through the means of logging, we may better understand some shortcomings in our work, and also facilitate our communication and understanding with new employees.

Continue to do a good job in training new employees.

We can learn from the training mechanism of some big companies. The time for most companies to choose new employees for training is generally: the day when new employees join the company. This training opportunity is suitable in theory and practice. However, such a mechanism may not be in line with our reality. We know that the previous practice generally required relatively concentrated personnel. If we take this approach, we may waste a lot of manpower, material resources and financial resources. Because we can't guarantee that our new employees can enter the company in scale and quantity, in most cases, there is only one person, two people or several people. Therefore, the training opportunities for our new employees may choose a relatively concentrated time, for example, when such employees enter the company and reach a certain number (generally ten people are a training unit). Our training content for new employees should focus on corporate culture, rules and regulations, safety education and other modules, so that new employees can learn more about the history and culture of our company and strive to form universal value recognition to the greatest extent. At the same time, we are still looking forward to inviting our company's executives to this training activity, hoping that the executives can cheer up the new employees. Because if these employees cultivate their own ideals, they are likely to become the backbone of various positions in the company in the future, and let them get in touch with the determination and strategic planning of the company's top management earlier, which can greatly strengthen their beliefs. In addition, the arrival of the company's top management can also provide a lot of guidance for our training work, and will also bring us a lot of useful help in future training.