First, understand the significance of enterprise training, formulate training plans, including the introduction of new employees' office space, the use of office supplies and departmental training materials. If possible, you can also appoint an old employee to "help" new employees one-on-one, and introduce them to the department structure and functions, as well as the special regulations within the department. At the same time, we should inform the new employees of the specific work norms and responsibilities, mainly introducing the corporate culture and workflow of the unit. Specifically, it includes: history and development prospects, organizational structure of the unit, major businesses, policies and benefits of the unit, relevant procedures of the unit, performance appraisal, functions of various departments of the unit, and training plans and procedures of the unit, and forms a written plan and reports it to the leaders for approval.
Second, after the approval of the leaders, we should implement the plan in strict accordance with the division of responsibilities, pay attention to the coordination between relevant departments during the implementation of the plan, communicate with all parties in time, and report to the leaders; If it is found that the content or method of the original scheme is improper, it should be corrected in time, and the sudden problems should be properly handled on the basis of soliciting the opinions of the leaders.
Three, after the training, do a good job of feedback and assessment of new employee training, summarize the relevant situation and report to the leader.
Thinking of solving problems: The thinking of answering questions is: solving problems+before training+during training+after training. Pay attention to the training scope defined in the title "including corporate culture, team spirit and workflow".