When newcomers come to a "new company", they are most afraid of nothing but isolation, exclusion and imprisonment. Therefore, in the process of organizing and implementing new training, we should try our best to break this obstacle-strangeness. Employees will be eager to quickly understand the current situation of the enterprise, the development direction of the enterprise, what they can pay in the enterprise, what opportunities they can meet and what they can gain. ...
Simply put, just do the following steps:
1, creating a warm and harmonious atmosphere of unity.
From the analysis of psychological willfulness, when a person suddenly comes to a strange environment, the first thing to bear is the inadaptability to the environment and others. Therefore, in order for newcomers to quickly integrate into the corporate family and departmental teams, it is necessary to highlight the warm atmosphere of mutual concern in the atmosphere.
2. Regular communication between superiors and subordinates.
As HR or department manager, when new employees are unskilled, timid or unresponsive, they should take the initiative to help them communicate and strengthen their understanding, so as to better help them adapt to the job requirements and company culture as soon as possible.
3. Organize regular work exchange meetings between new and old employees.
What many companies do wrong is to directly introduce newcomers into the team of old employees and let them die unprepared, which will inevitably lead to an increase in strangeness, an increase in the rejection that newcomers are most afraid of, and an acceleration of the loss of newcomers.
The correct way is that if there are many newcomers, a team of formation management can be formed in the early stage, and the person in charge who dares to be the leader of excellent employees or managers can be selected. After newcomers gradually adapt to the workplace environment and living environment, we will dissolve the newcomer team and merge it into the departmental team, so that the strangeness between new and old employees will not be too sensitive, and the possibility of crowding out each other will be reduced, which is conducive to the overall management of the team and the retention of newcomers.
4. Encourage newcomers to ask more questions and talk more, and adopt the training and teaching mode of brainstorming and democratic discussion.
Many enterprises give priority to classroom teaching when training newcomers, just like the exam-oriented education in schools, which leads to poor training effect and makes newcomers feel uncomfortable about themselves. Therefore, as a trainer, we should grasp the needs of newcomers in the company and learn to use the methods of democratic discussion and brainstorming for training.
Second, 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 the HR plan, it is necessary to focus on the directional training of teachers, the arrangement of directional training venues and the corresponding logistics support arrangements.
1, corporate culture content design:
The historical development, organizational structure, leaders of relevant departments and division of functions of the company are the most interesting demand points for newcomers, followed by the basic personnel/administrative/financial system and management process, and finally the corporate culture of culture, sports and entertainment. This part requires the trainer to be concise, grasp the needs that the newcomers are most concerned about and want to know, introduce them item by item, and avoid embellishing and making promises at will.
2. Industry characteristics and product knowledge of the company:
Besides the first piece, the newcomer wants to know more. In the training of newcomers, we must introduce in detail the industry to which the company belongs, the current market development prospects of the industry, as well as the company's product advantages and basic business knowledge. It is suggested to organize new employees to observe the production process of products on the spot, and if necessary, ask the relevant person in charge of the marketing department or production department to help introduce them, so that new employees can understand their positions and familiarity with products.
3, the basic knowledge of production safety:
This is a course that many enterprises ignore. In fact, for every enterprise, there is no production and no economic profit without safety, so safety in production is an important guarantee for every enterprise, so new employees must understand and abide by relevant regulations when they arrive at the factory.
Three, clear the content of employee induction training, improve the efficiency of induction training.
Every enterprise wants to make its employees familiar with the operation of the enterprise, know what they want to do and how to meet the requirements of the organization.
Therefore, HR can design the content of induction training in the new induction training:
1, employee orientation training is aimed at job requirements and job skills, which is generally given by the head of the employing department, mainly to let employees know what kind of work they want to do next and what preparations they need to make to do this job well; Of course, the content of induction training should not be limited to the improvement of employees' skills, but also include the cognitive induction training for new employees and the induction training for professional employees;
2. The cognitive induction training mainly includes the general situation of the enterprise, the introduction of the main managers of the enterprise, the enterprise system, the employee code, and the promotion of corporate culture. The learning method is centralized induction training, and lectures are given by company managers and human resources departments.
3. The induction training for professional employees is to make new employees, especially students who have just left school, complete the role transformation and become a professional employee. Its contents mainly include: social etiquette, interpersonal relationship, communication and negotiation, scientific working methods, career planning, stress management and emotional control, teamwork skills, etc.
Fourth, understand the real thoughts of employees and build a new employee control system that is easy to manage and operate.
In some enterprises, new employees are often regarded as "firefighters", which will lead to rebellious feelings of new employees, and they are more likely to choose to escape.
Therefore, HR should have a clearer understanding of the real thoughts of new employees and their inner world. As newcomers, they hope to get the attention of others, and enterprises have the obligation to help new employees as much as possible and increase communication channels with them.
Therefore, it is necessary to determine the supervisor to guide and supervise the new employees. When new employees join the company, everything is new. 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 for HR to choose a suitable supervisor for them, give them reasonable guidance and even make reasonable career planning for new employees.
Fifth, establish a set of practical evaluation methods for employee induction training.
In order to ensure the effectiveness of induction training and improve the management level of induction training, HR should pay close attention to the quality of induction training, especially track its effectiveness from the induction training objectives, and evaluate all aspects of new induction training. Through the pre-job training evaluation, we can ensure the scientificity of the job training demand and the reasonable connection between the job training plan and the actual demand. Generally speaking, HR should confirm the following points:
1, to help realize the rational allocation of induction training resources;
2. Ensure the scientific measurement of the effect of induction training;
3. Through the evaluation in induction training, the induction training activities can be guaranteed to be carried out as planned;
4. Feedback on the implementation of induction training and adjustment of induction training plan;
5. Process detection and evaluation are helpful to scientifically explain the actual effect of induction training.
Through the evaluation of the effect of induction training, we can check the effect of induction training in time, understand students' learning situation, promote students' learning, mobilize students' learning enthusiasm and ensure the timely absorption and digestion of induction training knowledge.
Through the evaluation of employee induction training, we can clearly understand the realization of employee induction training objectives, so as to make targeted improvements.
On-the-job training is an important means of human resource development in enterprises and an important part of human resource management in modern organizations. On-the-job training is conducive to improving the personal quality and working ability of employees, thus improving the overall level and working efficiency of the organization.
As a new employee, whether he can get familiar with the enterprise as soon as possible and complete the role transformation requires the enterprise to attach great importance to the new induction training.
Therefore, for HR, the training of new employees should establish a long-term mechanism, which should be carried out in depth and continuously so that every new employee can get training.
Of course, another purpose of HR's induction training plan is to retain talents for the company and cultivate available talents suitable for the company's development.
At any time, only with the continuous improvement of the quality of employees can HR work be effective, and the development power of enterprises can find an inexhaustible source of power.