1. Newcomer Training Work Report
20_ years came quietly. In _, with the care and help of the company leaders and the unremitting efforts of all employees, the comprehensive office training has successfully completed the training tasks throughout the year around the company's business objectives. In order to sum up experience and find out the gap, the work in the past year is reported as follows: 1. Training work:
In _ _ _ _ _ _, the comprehensive office cooperated with other departments to organize more than 20 employee training sessions, with more than 400 trainees, and the qualified rate of each training session reached over 90%, basically meeting the target requirements. (including fire fighting knowledge and fire fighting practice of all employees of the company).
Second, the training work analysis:
The training in 1 and _ has made great progress compared with _, and both the training courses and the training quality have been improved to some extent. First, conduct skills training for front-line operators and hold relevant certificates; Training managers to master modern management concepts and methods; Second, all staff training, including safety education, laws and regulations education, corporate culture construction and teamwork education and training; Third, full-time and part-time training. The school sends students to other training institutions or large enterprises for training in innovative ideas and technological improvement.
2. Complete the training plan: establish the institutional training system. Compared with the previous training work, it lacks system perfection and systematization, the scope and intensity of training management are weak, the training awareness of employees is poor, and the training work is difficult to carry out. The general office has established a staff school. Relying on the platform of the staff school, on the basis of summing up the previous training experience, it optimizes the importance of training, pays attention to strengthening the comprehensiveness of training content, and improves the institutionalized management of training work.
3. Constantly improve the training methods and actively explore new training modes: in the training work in _ _ _, we mainly used the method of combining slides with theory and practice to improve the training work, so that new employees can master relevant knowledge and put into work as soon as possible.
Three. Problems and deficiencies in training:
1, lack of training assessment, resulting in a negative situation of "taking part or not, learning well and learning poorly", leading to passive training work.
2. Although the training system has been changed, there is no innovation in the training form. It is boring to just encourage the above and listen to the' form' below, which can't arouse the interest of employees, leading to the lack of concentration of employees and affecting the training effect.
3. Training is too formal: short training time and class hours are the main manifestations leading to formalization, and short 1 class hours cannot fully integrate the courses to be taught into the training work.
4. The training implementation is not targeted, and the follow-up effect evaluation is not in place. At present, the overall training is still in the push stage, and the training plan relies more on the supervision and implementation of the competent department, which is relatively lack of business support and not targeted.
5. The skills of internal lecturers are generally not high, which needs to be improved, the level of courseware production is insufficient, and the ability to independently develop courses is lacking. Therefore, all of the above needs to be improved. It is necessary to further standardize the management of internal lecturers, improve the teaching level of internal lecturers, promote the certification of internal lecturers, and truly build a qualified and competent lecturer team.
2. Newcomer Training Work Report
With the rapid growth of social knowledge and the rapid change of technology, enterprises must constantly update their technology and management, and managers and employees do not need to constantly update their knowledge and skills. In many large and medium-sized modern enterprises, education and training has changed from an auxiliary management link to an important welfare treatment for employees. As the main maintenance unit of steel route bridge, the factory is an important link in the whole railway transportation system "chain". In 2007, it was successfully transferred to the railway transportation company, and the reform and development of the factory entered a new historical stage. Adapting to the increasingly heavy transportation situation, constantly improving the level of technology and equipment and gradually promoting the management level of enterprises have put forward new and higher requirements for strengthening enterprise education and training and improving the quality of the workforce. First, the main contents of the project results
According to the requirements of personnel training for railway steel bridge maintenance, this achievement strives to innovate an education and training mode that meets the requirements of railway steel bridge maintenance and comprehensively improves the quality of workers under the guidance of the education and training idea of "serving transportation to ensure production and improve the quality of all staff", with "combining work with study" as the core and "transformation of scientific and technological achievements" as the breakthrough point. Its core content is as follows:
1, innovation of training mode. The form of education and training adopts the mode of "technical theory training+training base exercise+post field application", which closely combines the education and training activities of enterprises with production and operation, takes * * * as the content of education and training, and runs through the whole process of education and training with the concept of "combining work with study". First, improve teaching materials and courseware to improve teaching quality. Organized and summarized the production of "Teaching Film of Line Survey", which accurately described the survey methods of lines, curves, turnouts and bridges and culverts in the form of three-dimensional animation for the first time, creating favorable conditions for training workers and improving their skills; Second, set up pilot classes for technicians to improve the level of innovation. In view of the development goal of "attacking seven industries and creating three excellent ones" set by our factory for 20 years, we have studied and formulated the 2 1 scientific and technological research project, set up experimental classes from professional and technical personnel in the whole factory, and condensed the frontier technology of railway maintenance, which provided sufficient innovation space for the growth of scientific and technical personnel; Third, hold regular "technical forums" to exchange technical experience. There are lectures on railway maintenance technology in the factory every quarter, and organizing technical exchanges is one of the important contents of assessing top-notch talents in science and technology and job leaders, and participating in technical exchanges is one of the indicators for assessing the innovation ability of team leaders.
2. The training base has been fully completed. Focusing on the key links in the reform and construction of the important education and training mode, such as "work-study combination" practice training, with the strong support of the party and government workers in the factory, and on the basis of the existing theoretical training courses, a practical training base for workers' skills was established, and the reform and construction were promoted from the aspects of laying training lines, training teachers, setting training programs and daily management of the base. First, establish the education and training concept of "combining work with study". Emphasize the organic connection between related technologies and capabilities in production practice, find and put forward problems from production practice, guide employees to think, apply what they have learned, explore laws and devote themselves to innovation; Guide employees to learn actively, provide more on-site practical courses, enhance their sense of responsibility and execution, emphasize the cultivation of the concept of "going into contradictions and problems", and establish and strengthen the learning feedback mechanism; The second is to innovate practical mechanism and experimental platform. Through the implementation of project research groups, tutors and apprentices, give full play to the role of technicians and production backbones, create opportunities for employees to participate in scientific research and innovation, encourage employees to design topics in combination with scientific research projects, and cultivate innovative ability through scientific and technological research; Third, learn from advanced experience. For example, organize technicians and production backbones to inspect railway lines, Liaoyang Works Section of Railway Bureau and concrete pillow factory in Bayuquan New District of Hong Kong, understand the frontier of railway maintenance and development of Railway Bureau and brother units, and conduct cross-learning to promote the smooth implementation of scientific research projects in our factory.
3. The training system has been improved. The core of establishing enterprise training mechanism is to stimulate employees' enthusiasm and initiative in job training and competitive innovation through mechanism guidance. To this end, we have formulated relevant training and education systems, with the aim of stimulating employees' enthusiasm for learning, providing better jobs for employees with relatively high quality, and realizing the fundamental transformation of employees from "asking me to do" to "knowing how to do" and from "asking me to learn" to "learning" as a whole. Over the past two years, we have successively issued training systems such as Factory Education and Training Implementation Plan, Factory Staff Training Assessment Management Measures, and Factory Team Leader Special Technical Training Plan, which set hard requirements for training time, training content, credits and learning discipline of cadres and workers at all levels, and formulated reward and punishment measures to ensure the smooth development of staff learning and training.
Second, the innovation of the achievement project.
This achievement project embodies the innovative idea of "process control and action learning" in the design of training system and educational content. The core technical training of professional and technical personnel, the practical training of operating post personnel and the training of on-site post application ability are all designed according to the innovative idea of "process control", emphasizing the typical case-based training content starting from production and operation. Through the course design of "action learning", it reflects the integrity of "process control" and the innovation of student-centered education and training, and pays attention to the career growth experience of employees at all levels. While training employees' theoretical and practical knowledge,
The process of action learning is shown in the figure. It can be seen that action learning is a cyclical process, in which the organization can be continuously improved.
In order to realize the innovation of learning and training, our factory actively introduces the action learning and training method:
First, to overcome difficulties and key issues as the main line, to carry out "research-oriented" learning and training. At the beginning of this year, we decided on the 2 1 science and technology project, and organized tackling key problems among the engineering and technical personnel and staff backbone of the whole plant. Up to now, most of the key projects have been completed. For example, Xu Shugui, a model worker in steel and cities, is a fan of tackling key scientific and technological problems. The railway equipment maintenance management and control system he developed is known as the "ERP" of the factory, which plays an increasingly important role in railway maintenance, transportation and production. The concrete turnout sleeper he developed has been successfully paved, which will bring revolutionary changes to the maintenance of steel highway turnout groups after it is fully rolled out. Xu Hui, the recommended brand of "Made in party member" of the railway transportation company, actively organized various maintenance workshops, and comprehensively reduced the maintenance cost by nearly 10 million yuan by using various methods such as rail repair, engineering utilization, point rail grinding, old material repair and small machine equipment self-repair.
Second, on the basis of practical training, conduct "experiential" learning and training. Adhere to practice to promote learning, combine learning with application, and persist in practicing innovation in innovative practice. For example, in the technical competition of iron and steel road maintenance workers held in 20_, we trained all the staff before the competition, required them to participate in the competition, selected them at different levels, and integrated theory with practice, resulting in the contestants of our factory. With the participation of experts from the mining company, the team members of our factory were calm and played their extraordinary abilities, and finally ranked among the best with the score of 15, which was highly praised by the relevant departments of the iron and steel group, showing the fruitful achievements of our employees in learning technology, learning skills and practicing internal strength.
Third, the application effect
1, the overall level of the enterprise has been significantly improved. By innovating the training mode and improving the quality of employees, the team building, personnel training, scientific and technological research and various management work of our factory have all jumped to a new level, and won the honor of being an advanced unit of group company and railway transportation company for 20 years. The reform of the whole plant has been steadily promoted, the quality of the line bridge has been obviously improved, and the results of reducing costs and increasing efficiency have been remarkable.
2. Make new breakthroughs in tackling key problems. During the year, "60kg/m rail support plate" was declared as a national patent; "_" and "_" respectively obtained the proprietary technology of steel; ""won the first prize of QC quality management activities in Liaoning Province. _ Won the third prize of excellent papers of metallurgical enterprises in China. The manual was officially published in June 2000, which filled the gap in the management of bridges and culverts in steel highways.
3. The quality of the labor force has been significantly improved. * * * cadres and workers participated in various training courses throughout the year to train management technicians, and completed% of the plan; Train production and operation personnel person-times and complete the plan%. Technical grade appraisal procedures have been handled for 100 employees, and the technical grade of mainline workers has reached more than%. Establish a pair of "mentoring". Add employee name.
In a word, it is a long-term and brand-new job to strengthen enterprise training and build a skilled workforce. It has no ready-made map, so we have to go out by ourselves. This requires that in the education and training activities, we must proceed from reality, combine the activities of establishing a learning enterprise with the specific conditions of our factory, find the right starting point, grasp the key points, and always build the "learning iron repair" activity well, making it an inexhaustible motive force for the development of iron repair. Only in this way can the enterprise training work achieve obvious results, and the road to "learning iron repair" can be wider and wider.
3. Newcomer Training Work Report
Since I joined the company for nearly four months, I have always carried out the spirit of "building a learning company, training learning cadres and training learning employees", firmly established the concept that "training is a long-term investment of the company, a sequela of development, and the welfare of employees", focused on management, improved people's quality, imperceptibly improved the overall quality of department employees, and provided talent and intellectual support for the company's development. First, it's done satisfactorily.
Focusing on the principle of "paying close attention to management and focusing on cultivating people's quality", we have comprehensively led 20 training programs, with ***40 class hours and trained 574 employees/time. In view of personal needs or someone's shortcomings in enterprise development, training 19 people will be sent from March to July, and the training fee 15 152 yuan will be * *, of which 5980 yuan will be in cash and the rest will be VIP cards. The tracking management of the effect of out-going training has been strengthened, and relevant personnel have filled in the improvement report and conducted internalized training, but the effect is not good and has not really been transformed into the productivity of enterprises. Send inspiration ppt 13. 27 pieces of management information were sent, benefiting 270 people/time.
Second, it is not done well enough.
It is wrong to choose Wednesday night from March to July as the time for training and study. Under the condition that employees' understanding of training has not changed, it is unacceptable for employees to occupy training time for more than 6 days and 8 hours. In addition, vehicles and meals have not been arranged twice, which has a great impact on training. Now the training time has been changed, which is helpful to promote the training work.
People don't pay enough attention to internal training and learning, which is easily diluted by daily work. When there are contradictions between work, meetings and family chores and study, it is often the study that gives in, which makes it difficult to persevere in study and can't see the ideal effect. The main problem is that the topic of ideas and attitudes has not been done.
Third, the understanding of voyage training.
Under the situation of rapid development of the company, the training must recognize the survival crisis of nickel alloy price reduction faced by the company, and the topics should be guided from the aspects of concept, team building and cooperation, cost control and production site management. Improve the quality of employees in an all-round way to adapt to the essence of processing trade industry. We must improve the technological process, rely on new processes and technologies, and focus on solving quality problems.
In the century of speed, the "preservation period" of knowledge is shortened day by day, the "depreciation rate" is accelerated day by day, and the "aging rate" is increasing day by day. If people who were knowledgeable yesterday were not diligent today, they would fall behind. It is bound to cultivate the value-added concept of "the next moment is more valuable than the last moment" and build a learning company. Employees at all levels are required to truly regard learning as a living habit, a survival need, a career foundation, a corporate responsibility, a spiritual pursuit and an ideological realm, so as to realize institutionalization, standardization, self-awareness and long-term learning.
The training of all departments, only the safety production team started, and other departments did not take action. This is the hidden danger of the company's future development.
In view of the above, the company should start the "education project" with the concept of "elimination is not the goal, improvement is the original intention, and no employee is left behind". In terms of personnel training methods, we should adhere to the principle of "from grass-roots to grass-roots", emphasize the application of what we have learned, focus on top management and production site, persist in grasping the "backbone" with "generals", pay attention to "step by step" training, give a "green light" for grass-roots employees to further their studies, and solve the problem that the procurement, administration and financial personnel allocation of enterprises are not connected. On-site teaching for emergency production topics.
Through the observation of these four months, we can gain insight into what kind of training enterprises need, do a good job in training topics and pursue results. In order to better carry out the training work, we will decode the wishes of the senior management into the training content, hoping to see the minutes of the company's meetings or directly participate in the company's non-confidential meetings.
Fourth, cultivate the direction of efforts.
1, implement training system, set up training team and establish training system.
2. In the process of training, it is necessary to achieve the "five haves" of theoretical training, that is, there are training plans, training materials, training teachers, training classrooms and training attendance.
3, the actual operation training should be "four haves", that is, there are training plans, operating items, training records and assessments.
4, the daily training should be "three outstanding", that is, highlight the key post training, highlight the standardized operation training, highlight the new process, new technology training.
5, to ensure the "two improvements", improve the technical and professional quality of employees and middle and senior management level.
6. Implement "one class" and one class per week.
7. Further improve and strengthen the working methods and methods of employee training, and improve the pertinence and effectiveness of training.
8. Implement the appointment system of part-time teachers for staff training, establish and improve the assessment mechanism integrating responsibility, right and benefit, and strive to cultivate and bring up a relatively stable team of part-time teachers.
9, strengthen the induction training and continuing education and training, so that managers and professional and technical personnel can better adapt to the actual needs of this position.
10. Strictly implement the "three noes" principle, that is, new employees who have not been trained, workers who have not been trained and qualified, and workers in key positions who have not obtained training qualifications cannot be employed.
1 1. Take the way of combining centralized teaching with self-study, combining classroom teaching with practical operation, implement skill training at different levels, levels and posts, and strive to cultivate and bring up compound post talents who can be employed after changing jobs, who are skilled in one post, skilled in two posts and skilled in three posts.
12. It is suggested to carry out "training talents" activities, implement two-way assessment, grasp the middle between the two ends, further improve the overall quality of employees, carefully organize the selection of talents, and mobilize the enthusiasm of employees to learn technology, management and practical skills.
13. Strengthen the skill appraisal training for post operators and the "three on-the-job" training for front-line workers, that is, the training content is implemented in the post, the basic training skills are implemented in the post, and the training effect is reflected in the post, so that the training coverage rate can reach 100%.
14. By adopting various flexible ways, such as combining on-the-job training with on-site operation, combining centralized learning with decentralized learning, and combining teachers' teaching with employees' self-study, the training tasks such as on-the-job training, operation skill training, skill appraisal, continuing education and academic education have been successfully completed, and the implementation rate of the training plan is set at 100%.
15, do a good job in employee education, training and management, strictly implement it, give priority to human resources development, further change ideas, and stimulate employees' enthusiasm for learning knowledge and technology.
16. Establish and improve employee training files, and take employee training tracking assessment files as one of the important basis for year-end performance assessment and promotion assessment.
4. Newcomer Training Work Report
After this week-long pre-job training for new employees, we can see how much the company attaches importance to new employees. The company hopes that we can adapt to the work faster and better and reduce the difficulties in future work. This week's training has taught me something I have never been exposed to before. From ignorance to basic mastery, I think it will take some time to digest and absorb it slowly in future work practice. The professional knowledge we have learned is the summary of teacher Zhang's work experience for so many years, and it is also his painstaking efforts. We can't live up to his expectations. On the first day, I learned about the basic situation of the company and went to the projects and warehouses under construction: University Town, Vanke Project and Tea Garden Warehouse, which made me feel the growth of the company, from the general contracting of the company's projects to the overall leasing of materials and equipment to the design and installation of scaffolding, and then to the labor construction. This is a complete construction industry chain, that is, the business model of _ _, which shows me the bright future of the company.
The next day, I learned the company's culture and etiquette, and saw that the company attaches importance to the cultural quality of employees, which shows that a good company needs a team with high culture and high quality. In the afternoon, I learned about the distribution of materials. Be serious and responsible for the custody of materials; Cleaning and maintenance of materials. All these should attract the attention of employees, otherwise it will cause unnecessary losses to the company.
On the third day, I learned the information that should be provided in the quotation. The use of decorative scaffolding and civil scaffolding, the size of engineering quantity, erection method, height and tolerance, transportation, laying requirements, erection time, site management difficulty, accommodation environment, etc. should be clear. Factors of quotation analysis: construction period, turnover, maintenance, requirements, platform and difficulty should all be considered. The requirements of quotation should be detailed and clear, and the quotation unit should be determined. Matters needing to know in material leasing.
On the fourth day, I mainly studied the professional knowledge of scaffolding. Scaffolding composition: steel pipe, fastener, cantilever scaffold section steel, scaffold board, adjustable top support and bottom support, as well as the specifications, models, weights, materials and types of these materials: scaffolding classification. Scaffolding link mode, etc. I studied employee handbook and marketing in the next few days.
Generally speaking, I have benefited a lot from what I learned this week. I will study hard and work hard in my post in the future.
5. Newcomer Training Work Report
The week-long training is over, and this short-term induction training has benefited me a lot. On the basis of the original self-study package courseware, through a week of training and study, I have a clearer understanding of the company and found my own goals and development direction. First of all, through the training and learning of corporate culture, the sense of identity with the enterprise has been enhanced. In today's increasingly fierce social competition, corporate culture is the core competitiveness of enterprises. Pillar is the magic weapon to win. I am proud that the company has a good corporate culture, especially the core concept and three core cultures of _ _ culture, which are the guidance of _ _ people's thoughts, concepts, attitudes, behaviors and values.
Secondly, through training to learn plastic surgery knowledge, lay a solid foundation for future department work. _ _ _ _ _ is the gateway of China plastics industry in the 2nd/Kloc-0th century, and its work involves plastics, especially our department-data center. For data collection, entry, review and correction, it is necessary to deeply study the industrial chain of plastic industry and provide effective data for sales staff. When using plastic terms, you should express them in written language, not in spoken language, local language, idioms or colorful language. However, some local terms should also be understood. I once called a customer to pay a return visit, and the other party said it was Benzo Company, but I didn't respond. I didn't know it was gpps until I heard from xu teacher during the training. In addition, I learned a lot about the composition of plastic products and plastic molding processing methods from the training, which made up for my knowledge gap in this field.
Finally, through the detailed introduction of the responsibilities of each department manager, I have a good understanding of the company structure and products. Although I'm not a salesperson now, I learned extra knowledge wealth through Manager Zheng's explanation of the top ten qualities, sales process and skills of salespeople. I have learned the knowledge of business etiquette and improved my personal character.
Training not only taught me knowledge, but also taught me how to be a new employee. There is no shortcut to success, start from the grassroots and do it; Bring more problems to work; Make daily work tasks and arrange working hours reasonably; Do things with your heart, be a man with your heart. At work, I should have a sense of teamwork and help everyone around me without affecting my work. As a new employee, I will study with an empty cup, ask the leader in time if I don't understand, and show my superior side to the company.
Today's achievements are due to yesterday's accumulation, and tomorrow's success depends on today's efforts. I am willing to work together with you to open up a better tomorrow for my career.