Employee competency training plan 1
First, the purpose of induction training
1. Make new employees have an all-round understanding of the company, understand and identify with the company's occupation and corporate culture, strengthen job selection, and understand and accept the company's language and code of conduct before joining the company.
2, make new employees clear their job responsibilities, tasks and goals, master the work essentials, working procedures and working methods, and enter the post role as soon as possible.
3. Help new employees adapt to work groups and norms, and encourage new employees to form a positive attitude.
Second, the training object
All the new employees in the company.
Third, training time.
Every Thursday afternoon 16: 00 to 18: 00. If you have special feelings, the specific time will be notified separately.
Fourth, training methods.
1. Pre-job training: organized and implemented by the personnel department in the form of centralized lectures.
2. On-the-job training: The factory director will organize the training of skills needed for the job.
Verb (abbreviation of verb) training materials
Company's rules and regulations and fire safety knowledge.
Content of intransitive verbs induction training
1. Company profile (company history, background, quality policies and principles).
2. Organization chart.
3. Functions of each department (individual job responsibilities of employees).
4. Staff's daily work rules, no code of conduct.
5, personnel management system (employment, attendance, vacation, rewards and punishments, resignation, salary).
Seven, training assessment
Training assessment is divided into written assessment and application assessment. Subject to the written test, the full score of100,85 is qualified, and the probation period will be terminated if it fails.
Eight. evaluate
The company evaluates and scores the training of employees, and the evaluation results are recorded in employees' personal files. Assessment results, training attitude and attendance are used as the basis for salary adjustment and promotion of employees.
Employee competency training plan II
The employee training of the company should closely focus on the strategic objectives of enterprise management and production development, and take the concept of "big talents and big training mode" as the guiding ideology; Adhere to the service construction, production and operation as the center, with the aim of comprehensively improving the quality of employees; In order to continuously improve the core competitiveness of enterprises, ensure the sustainable development of enterprise operation and production, broaden training channels, and start training programs in an all-round way. In line with the establishment of a high-quality, high-skilled workforce, do a good job in annual employee training.
First, key work
(a) the implementation of management leadership positions rotation. Through rotation training of management leaders.
1 is to improve one's political and professional ethics, and to cultivate leadership and decision-making power.
2, is to master and use modern management knowledge and means, enhance the organization, cohesion and execution of enterprise management.
3. Understand and master the operation and implementation of modern enterprise system and corporate governance structure.
(2) Continue to strengthen the training of project managers (builders). This year, the company will make great efforts to organize rotation training for on-the-job and backup project managers, and strive to achieve more than 50% training, focusing on improving their political literacy, management potential, interpersonal communication potential and business potential. At the same time, all units of the company are required to select employees who meet the requirements of construction engineers and have professional development potential, organize intensive training, take the social construction engineer exam, and strive for a net increase of more than _ _ _ people every year.
(3) Focus on the pre-job training of construction technology and management operation skills of passenger dedicated lines. The construction of passenger dedicated line is a new technology for us, and it is an important material for the continuing education of the company's employees this year. All units should focus on the construction technology and management of passenger dedicated railway, send excellent professional technical and management talents to study and train outside, and become the backbone and promotion teachers of construction technology and management by learning, absorbing and mastering the technical standards and technology of passenger dedicated railway construction. _ _ _ The human resources department of the company, together with the project management center and member units, takes the lead in organizing the internal popularization and training of all kinds of management, technology and operators required for the construction of passenger dedicated lines; Ensure that the number and potential of employees required for construction meet the requirements.
(4) Accelerate the training of highly skilled personnel and the pace of vocational skills. This year, _ _ _ _ Company will select some main positions for rotation training, and timely organize employees who meet the requirements of technicians and senior technicians to Lanzhou Technical School for centralized training and assessment, and strive to increase the number of technicians and senior technicians by more than _ _. Make its structure and total amount tend to be reasonable and gradually meet the requirements of enterprise development. Vocational skills should enable skilled workers under the age of 35 to complete preliminary identification and evidence collection on the basis of vocational skills training.
(5) Do a good job in pre-job training for new employees. Newly-received retired soldiers should receive a one-year pre-job skills training in Lanzhou Technical School, and they can only take up their posts after obtaining the "Professional Qualification Certificate" of the corresponding type of work through training and assessment; Newly recruited college graduates are trained by all units, focusing on professional ethics and basic skills, enterprise profile, culture, business philosophy, safety and accident prevention, employee norms and codes of conduct. At the same time, we should pay attention to the guidance of personal value orientation and realize the unity of personal value and enterprise value. The training rate reached 100%.
(6) Strengthen the training of compound and high-level talents. All units should create conditions attentively, encourage employees to study by themselves and participate in various training organizations, and realize the unity of personal development and enterprise training needs. Make managers' professional potential expand and improve in different management career directions; The professional potential of professional and technical personnel is expanded and improved to related majors and management fields; So that construction workers can master more than two kinds of skills and become a high-level talent with many talents.
(seven) continue to publicize and train the "trinity" standard. _ _ _ The project management department of the company under construction and the branch company should make use of various opportunities to carry out different forms of publicity and popularization training on quality, environment and occupational health and safety standards for employees, and make training records according to the requirements of implementing standards.
(eight) pay special attention to the training of construction personnel in the project under construction.
1, do a good job in the training of safety technology evidence collection and replacement of special operations personnel, and strictly implement the regulations on holding certificates.
2. The project management department of the project under construction shall, in accordance with the requirements of the "trinity" management system standard, do a solid and effective job in training the operators of key working procedures and special processes in construction production, as well as the drill training of the emergency plan for construction environmental protection and occupational health and safety, so as to ensure that human resources can meet the requirements of construction production.
3. The training and supervision of outsourcing team members should be brought into the management field of vision, and guidance and effective intervention should be implemented to eliminate hidden dangers and effectively safeguard the corporate reputation.
(nine) to carry out vocational skills competitions to promote the growth of young talents. _ _ _ This year, the company will select _ _ major occupations for skill competition, and at the same time, select appropriate occupations for skill competition with brother units, and select and train outstanding young high-skilled talents through professional competitions.
Second, the measures and requirements
(1) The leaders of all units should attach great importance to it, and all business departments should participate and cooperate with each other, formulate practical and effective training implementation plans, implement the method of combining guidance with teaching, adhere to the long-term and overall concept, develop the overall quality of employees, and construct a "big training pattern" with heart, so as to ensure that the starting rate of training plans is over 90% and the training rate of all employees is over 25%.
(2) Principles and forms of training. Organize training according to the principle of "whoever manages the training" and hierarchical management training. _ _ _ The company focuses on the promotion and training of management leaders, project managers, chief engineers, highly skilled personnel and "Four Innovations"; All units should focus on the rotation training of new employees and on-the-job employees and the cultivation of compound talents. In the form of training, we should combine the actual situation of enterprises, teach students according to local conditions and aptitude, combine external training with internal training, combine base training with on-site training, and adopt flexible and diverse forms such as skill drills, technical competitions and appraisal examinations; In terms of training methods, we should combine teaching, role-playing, cases, seminars and on-site observation. Choose the best method and form and organize training. This article was written by.
(3) Strengthen the construction and development of training infrastructure.
1, that is, give full play to the training resources and professional expertise of staff universities and technical schools, integrate them with heart and develop them reasonably, so that they can play a key role in the training and development of human resources in _ company.
2. All units should give full play to their training base and vocational school functions according to their respective professional specialties. Choose a major or topic, and organize the compilation of training materials or handouts suitable for the characteristics of enterprises.
3. It is necessary to strengthen the construction of full-time and part-time trainers in enterprises and implement paid services for resources.
(four) to ensure the implementation of training funds. All units should fully withdraw the vocational education funds according to the current national regulations, that is, 0.5% of the total salary of 65,438+,which will be mastered and used by the competent training department and supervised by the financial department, of which 0.5% will be turned over to the company for unified and overall use, and it is strictly forbidden to use the training funds for other purposes.
(5) Ensure that the training effect is true and effective.
1 is to strengthen inspection guidance and improve the system. _ _ _ Company will conduct irregular inspection and guidance on the training of staff and workers' universities, technical schools, various units and projects under construction.
2, is to establish a recognition and notification system. Commend and reward the units and training institutions that have made remarkable achievements in training, give necessary support and inclination in training funds, and give informed criticism to the units that fail to implement the training plan and lag behind in employee training.
3. Establish a practical employee training feedback system, and insist on linking the assessment status and results of the training process with the training funds, wages and bonuses during my training. Realize the promotion of employees' self-training awareness.
(six) to strengthen the service consciousness of grassroots on-site training, give full play to the subjective initiative of the competent business departments, take the initiative to solve practical problems in the training, and put the annual training plan in place in a down-to-earth manner.
(VII) The class training and employee delivery of _ _ _ Co., Ltd. shall be organized and implemented in strict accordance with the procedures and requirements of the management measures for employee training of _ _ _ Co., Ltd., and the sponsoring departments (units) shall make plans and teaching designs well before the class starts, and all units shall do a good job in selecting and delivering students to ensure the effectiveness of training quality.
Employee competency training plan daquan 3
I. Training background
The year of 20__ is the start-up year of the company. In this year, we set up a professional decoration design and construction team that has begun to take shape. This year's training focuses mainly on the construction of corporate culture. After more than half a year of corporate culture training and publicity, all employees have been able to better understand, understand and accept the company's corporate culture. 20__, our training will focus on "laying a solid foundation and forging a team". On the basis of improving employees' work skills and comprehensive quality, we will change the management concepts and methods of managers at all levels, enhance employees' sense of responsibility and self-discipline, and enhance their sense of belonging to the company. In addition, the promotion of corporate culture and the enhancement of employee cohesion will still be an important topic of this year's training.
Second, the training objectives
1. Improve the overall quality and professional level of employees, improve the company's talent structure, cultivate and reserve talents for the company, and provide guarantee for the company's sustainable development.
2. Strengthen team training within the company, increase the company's own cohesion, and enhance employees' understanding of corporate culture and business philosophy.
3. Stimulate employees' curiosity and creativity, and explore the potential of employees' knowledge renewal and ability renewal.
4. Reduce employees' work mistakes, avoid accidents and improve work quality and efficiency through training.
Third, the investigation and analysis of training needs
In order to make the training plan targeted and operable, in June, 5438+February, 5438, the comprehensive management department organized all employees of the company to conduct a training demand survey, * * * distributed 34 questionnaires, and recovered 32 valid questionnaires, with an effective rate of 94%. Through this survey, it is found that the employees of the company have a high recognition of training, know the importance of training, and have more urgent training needs themselves. According to the survey results, the comprehensive management department will selectively focus on the following aspects when arranging training:
1, training arrangement
(1) In the setting of training content, we should pay attention to the practicality of training content, and the focus of training should be on professional skills, management ability and corporate culture;
(2) In the selection of training methods, centralized teaching, extended training and experience sharing will be adopted according to different training topics.
(3) In terms of the source of training teachers, it is more inclined to choose industry experts, which can also be undertaken by outstanding employees or business backbones within the company;
(4) Regarding the arrangement of training time, we will try our best to choose working hours.
2. Selection of training courses
Will choose from comprehensive skills training, management skills training, professional skills training and professional quality training.
3. Selection of training methods
We will mainly consider inviting external lecturers to give lectures in the company, sending people to external training institutions for systematic training, and teaching by experienced personnel of the company, and establishing the company library and network platform.
4. Matters needing attention in training
(1) The General Management Department usually pays attention to the research and development of training topics, collects information on lecturers and training topics from well-known domestic consulting and training companies in time, and recommends relevant training topics to relevant departments from time to time according to the needs of companies and departments.
(2) When arranging training, the General Management Department should consider the coordination with work to avoid the conflict between busy work and training practice; Second, we should consider the relationship between key training and general promotion, and comprehensively improve the ability and quality of employees based on the interests and needs of the company.
(3) For a single person with a large amount of training and a long time, an employee training agreement should be signed to reduce and control the losses caused by employee turnover.
IV. 20__ Annual Training Plan
1, training frequency
Arrange a large-scale special training every quarter, arrange a special training every month, and immediately arrange the induction training for new employees.
2. Training methods
According to the different training topics, centralized teaching, extended training, experience exchange and sharing, autonomous learning and other ways are adopted.
3. Design of training course system
(1) induction training
Training target: new employees of the company
Training content: it is divided into company internal training and confidence training school training.
① The internal training contents of the company include: company introduction, company rules and regulations, functions and relationships of various departments, etc.
② The training contents of confidence training school include: corporate culture, teamwork, execution, etc.
Training purpose: to understand and integrate into the company's corporate culture as soon as possible, and enter the working role and state.
(2) comprehensive ability training
Training target: all employees
Training content: personal quality, professionalism and other aspects of training, including effective communication skills, team integration (outward bound training), plan management, business negotiation, time management, emotional management, etc.
Training purpose: to improve the personal quality and professional quality of employees.
(3) Professional skills training
Training target: all employees
Training content: professional skills upgrading training for personnel in different positions, such as professional knowledge training, classic case sharing, various qualification and title examinations, etc.
Training purpose: to improve the professional skills of employees so that they can be applied in their work.
(4) Training of management skills
Training target: middle-level and above managers.
Training content: management skills and other training courses, including: execution, professionalism, target management, performance management, leadership behavior and art, and high-performance team building.
Training purpose: to improve the management level of managers and enhance team vitality, cohesion and creativity.
(5) Team building training
Training target: all employees
Training content: group activities and outward bound training.
Training purpose: Through various well-designed activities, in the process of solving problems and meeting challenges, the training purpose of "stimulating potential and melting the team" can be achieved.
(6) Self-learning of employees
Object: every employee
Content: Learn professional knowledge, job skills and comprehensive knowledge.
Ways: reading, online learning, learning at work and consulting.
Objective: To establish a learning organization and improve the quality of all staff.
(7) Special training
Training objectives: specific objectives (specified according to the needs of the company)
Training content: training required by special certificate.
Training purpose: in order to better meet the company's work and business requirements.
Evaluation and effect evaluation of verb (abbreviation of verb) training
In order to strengthen the training effect, the assessment and effect evaluation in the following aspects will be strengthened in 20__ years. The following methods, 1, are necessary for any training, and the rest will choose the most suitable evaluation method according to different training contents.
After the training results are checked by the vocational school, the training certificate will be issued uniformly; Vocational schools make a summary and feedback on the training of new employees in each center every semester.
Six, the implementation of new employee training
1. Call all centers (companies) to be responsible for training personnel, solicit the opinions of the participants on the training implementation plan for new employees of the Group, and improve the training plan.
2, each center (company) as soon as possible to come up with targeted training materials, the implementation of training candidates, with the group vocational schools to form a top-down training management network.
3. Publicize the "new employee training scheme" within the group, let all employees know about this new employee training system through various forms, and publicize the significance of carrying out new employee training.
4. All new employees must be trained in the center (company) once before they officially take up their posts (see the pre-job training of the center for training contents); Then go to the specific work department for training (see on-the-job training of the department for training content); Each center (company) can implement the corresponding training materials and time according to the basic situation of new employees. Generally speaking, the training time is 1-3 days; According to the number of new employees, the vocational school of the group conducts overall new employee training from time to time, and the overall training time should be one week. Those who pass the training will be awarded a certificate of completion, and the list of qualified people will be submitted to the Human Resources Department of the Group.
Employee competency training plan daquan 4
When new employees arrive at the company, they will be required to attend training. Only after training can they integrate into the work more quickly.
The importance of training new employees
New employee training, also known as induction training, is a process in which an enterprise transforms its employees from social people to enterprise people, and it is also a process in which employees integrate into the organization or team from outside the organization and become a member of the team. Employees gradually get familiar with and adapt to the organizational environment and culture, define their role orientation, plan their career development, and constantly give play to their talents, thus promoting the development of enterprises. For enterprises, the enterprise value concept and management style that new employees feel during this period will directly affect the attitude, performance and behavior of new employees in their future work. Successful new employee training can play a role in conveying enterprise values and core concepts and shaping employee behavior. It has built a bridge of communication and understanding between new employees and other employees in the enterprise and laid a solid foundation for new employees to quickly adapt to the enterprise environment and develop benign interaction with other team members.
Second, the purpose of new employee training
The basic purpose of new employee training is to let new employees know the basic background of the enterprise, that is, to understand the history, culture, strategic development goals, organizational structure and management methods of the enterprise, as well as the work flow and system norms, to help employees clarify their responsibilities, procedures and standards, so that employees can initially understand the attitudes, norms, values and behavior patterns expected by the enterprise and its departments, so as to help employees adapt to the environment and new jobs more quickly and enter the role. At the same time, through training, it can help new employees to establish good interpersonal relationships and enhance team awareness and cooperation spirit.
Three new employee training content
1. Common sense training refers to the introduction, explanation and training of employees' development history, corporate culture, management concept, organizational structure, development scale, prospect planning, product services and market conditions, business processes, relevant systems and policies, professional ethics, etc., so that they can fully understand and understand the enterprise, deepen their understanding and stimulate their sense of mission.
2. Professional training mainly includes: introducing department structure, department responsibilities, management norms, training basic professional knowledge and skills, teaching working procedures and methods, and introducing key performance indicators. In this process, the department head should explain the specific requirements of job responsibilities to new employees, demonstrate behaviors when necessary, and point out the possible career development direction.
Four new staff training matters needing attention
1. Before the implementation of new employee training, we must make a detailed plan according to the specific situation of the enterprise and the characteristics of new employees, and make a detailed plan for the training content, form, time and person in charge, and monitor the implementation process.
2. New employee training does not belong to the human resources department. For the departments and personnel responsible for the training of new employees, it is necessary to clarify the division of responsibilities among the human resources department, the top management, the heads of the departments where the positions are located, and the heads of relevant departments to ensure that all positions and departments shoulder their due responsibilities.
3, in order to ensure the actual effect, after the implementation of new employee training should be timely record filing and effect evaluation.
"A good beginning is half the battle!" The growth of new employees in the initial stage of the company is very important to employees and enterprises. The success of new employee training is inseparable from the careful planning of every detail. Successful new employee training is an important part of human resource management, which takes a solid step for employees to smoothly integrate into the enterprise and then choose long-term development!
The company's employee training plan should closely focus on the strategic objectives of enterprise management and production development, and take the concept of big talents and big training mode as the guiding ideology; Adhere to the service construction, production and operation as the center, with the aim of comprehensively improving the quality of employees; In order to continuously improve the core competitiveness of enterprises, ensure the sustainable development of enterprise operation and production, broaden training channels, and start training programs in an all-round way. In order to create a high-quality, high-skilled workforce, do a good job in the annual staff training plan.
Employee competency training plan manual 5
Training is the planned implementation of activities by enterprises that help to improve employees' learning and work-related abilities. These competencies include knowledge, skills or behaviors that play a key role in job performance. Enterprise human resources training refers to various forms of education and training activities carried out by enterprises to improve their knowledge, skills and common sense in political theory, rules and regulations, laws and regulations according to the needs of their own production, operation and development. , so as to change the work attitude, work behavior and values of enterprise employees, make their work performance meet the requirements of the organization in their current or future jobs, and give full play to their greatest potential to improve their work performance. With the change and development of production and business activities, the limitations of people's knowledge level and ability are always challenged by practical work. With the acceleration of knowledge updating, in many cases, it is often difficult for people to effectively play their respective professional roles. In order to ensure that Chinese enterprises always maintain the advantages of human resources and improve management efficiency in the fierce market competition, it is very necessary to train employees.
Analysis of employee training needs
In the process of enterprise training, training demand analysis is the basis of designing training scheme and establishing evaluation model. Training research shows that enterprise organizations can generally analyze their needs from three aspects: organization, task and individual.
From an organizational point of view, we can usually understand the skills needed to achieve corporate goals, the supply and demand of corporate human resources, competitors and so on.
From the perspective of work tasks, it is necessary to determine which tasks are important and which belong to the knowledge, skills and behaviors that must be emphasized in the training process.
In job analysis, investigators must understand the knowledge, skills and abilities needed to do a good job. Knowledge can generally be divided into two categories: declarative knowledge and procedural knowledge. Declarative knowledge is information about facts; Procedural knowledge refers to the knowledge about skills and problem-solving process. Skill refers to the ability to do a good job correctly and freely, but it is actually a psychological ability. In the process of enterprise practice, it is mainly related to work performance standards. Ability refers to the cognitive ability necessary to do a good job. The formation of ability is based on knowledge.
In the process of demand analysis, if the analyst has already understood the knowledge, skills and abilities needed to do a good job and what major tasks this job involves, then he can combine them to investigate, seek the internal relationship between them, and design training programs accordingly. In the actual situation, it is particularly meaningful to find the corresponding relationship between the task requirements and the knowledge, skills and abilities needed to perform the task.
If needs assessment is conducted from a personal perspective, analysts should pay attention to the following two questions: Who needs training in the enterprise? What kind of training do they need? Performance evaluation practice and feedback mechanism in enterprises can help analysts understand which employees in enterprises need training and what kind of training they need. In addition, we can understand the training needs from the perspective of studying employees' learning motivation. There are many methods to investigate training needs, such as observation, questionnaire survey, interview, reading technical manuals and records, and visiting specialized project experts. Due to the increasingly fierce competition, many companies learn from their competitors' training models and formulate training types suitable for their own work development.
Improvement strategy of employee training in enterprises
The improvement of enterprise employee training is to track, summarize and improve the training work. The process of training improvement is as follows:
(a) Follow up the action plan after training.
Follow up the implementation effect of the action plan promised by the trainees during the training, and give assistance and feedback.
(2) Track and coordinate the improvement actions of the unit.
In the training, it is helpful to put forward improvement suggestions and action plans that need the cooperation of relevant units, and track and master the situation.
(3) Sampling and visiting the direct supervisor
Sampling interviews with supervisors' opinions and positive suggestions will help to improve the quality of training.
(d) Recommendations to senior managers
According to the attitude and opinions of the students, put forward suggestions for improvement to the superior units.
(5) Arrangement of seminar materials
If the seminar materials are effectively sorted out and widely disseminated, or used as self-study teaching materials, it will be convenient to extend the training effect.
Optimization design of enterprise employee training effect evaluation process
(A) organize student attendance (grade data archiving)
Count the number of participants and their reasons, analyze the results of the number of participants and inform their supervisors to establish data files for students who have completed the course.
(B) Analysis course evaluation table
Analyzing the evaluation opinions of lecturers and students can give feedback to lecturers on the one hand and serve as a reference for improving curriculum design on the other.
(c) Prepare a report on the implementation of the course.
Comprehensive analysis and review of curriculum planning and implementation, and put forward a comprehensive report.
(4) Visiting students after training
Within two weeks after the end of the training, the participants were interviewed by sampling to track their impression of the training and its applicability.
(5) Application tracking
Within one week after the training, organize the essence of the course and inform the immediate supervisor of each student, so that the supervisor can track the application of the students after the training.
(6) hold a curriculum review meeting
A comprehensive review of the opinion statistics of relevant personnel in curriculum planning, implementation and tracking is made to facilitate action and future improvement.
Influencing factors of evaluation and design of enterprise employee training scheme
The effect evaluation and feedback of training can not be ignored. On the one hand, the effectiveness evaluation of training is a test of learning effect, on the other hand, it is a summary of training work. What kind of design to choose depends on several factors. In most cases, one of the factors that determine the appropriate design is whether appropriate data can be obtained to evaluate the training results of human resource development. The second factor is the realistic consideration of the working environment. The more complex the evaluation design is, the higher the cost of implementing the evaluation (the greater the effect). In addition, we should also consider the acquisition of control group, the difficulty of random sampling and the influence of other factors besides learning. If the design is not ideal, then the professionals of human resources development should master how to balance when making a choice.
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