First of all, the branch team prepared drinking water, paper cups and epidemic prevention masks for everyone, and introduced the business achievements of provincial and municipal branches to celebrate the new employees leaving the campus and joining ICBC and becoming a proud ICBC person. At the same time, the sub-branch gave correct encouragement to everyone from the aspects of party organization and leadership, salary and treatment, development of young employees, organizational care, post responsibilities and system implementation. Let young employees see a bright future and inspire their youthful enthusiasm for it. At the end of the welcome meeting, the sub-branch presented an umbrella to each new employee, implying that ICBC will always provide shelter for everyone on the new journey of youth and make a strong backing for everyone's healthy and happy growth.
On the afternoon of August 16, the training officially started.
? Sub-branches organize new employees to sign compliance commitment letters, and offer training courses for new employees, including service etiquette, internal control and compliance, business operation, party history education, career planning, and the application of qualification examination in banks. Employees will combine centralized training and learning with after-school self-study.
? The sub-branch leads the new employees to visit the corporate culture wall of the sub-branch and the photo exhibition of party building development, learn the 48-word working idea of the head office and feel the warm friendship of the enterprise.
After the handover on the day of registration, the sub-branch communicates with the parents of the new employees by telephone one by one. First, the sub-branch welcomes new employees to join the ICBC Free Trade Zone Sub-branch, pays New Year greetings to the parents of the new employees and reports their safety. The second way is to communicate briefly, to understand the ideological trends of new employees, to master their strengths and whether they have bad habits, and to conduct employee behavior surveys. The third is to help parents solve the generation gap problem. If new employees have difficulties in life and work, the branch will try its best to help them solve them. Fourth, the two sides should make joint efforts to realize the identity change of new employees from "campus people" to "ICBC people" as soon as possible.
? The leaders of the branch communicate with the new employees one-on-one, guiding and encouraging everyone to enhance their self-confidence, find the right direction, set correct goals, make progress in their thinking, dare to think and do things, abide by the rules and discipline, lay a solid business foundation, be friendly and efficient, and work hand in hand with the members of the branch family to strive to be ICBC people who climb my peak.
During the training period, the first morning express of Liaoning Branch on 20021was shown to new employees, and the New Year greetings from Wu Yingchun, Party Secretary and President of Liaoning Branch, as well as the specific contents of the "Three Steps" and "4+6" strategic deployment of Liaoning Branch and other documentaries with the red footnote "Zhicheng Bank" in Shenyang Branch were studied.
The new employees unanimously said that in just two days, they deeply felt the care of the organization and the friendship and love of the comrades. They are lucky enough to come to work in the big family of ICBC. Through their own efforts, they live up to the cultivation of the organization, love ICBC and make contributions to ICBC.
Next, FTZ Branch will continue to provide a series of pre-job training and education for new employees.