Summary of the company's mentoring activities 1 In August last year, at the request of the company, combined with the actual training activities of the company, in order to improve the work level of five employees who just joined the work as soon as possible, the center implemented a new comrade mentoring activity, aiming at comprehensively improving the comprehensive quality of apprentices and being better qualified for practical work. In this activity, I was lucky enough to become a mentor with XXX. In the nearly one year's mentoring work, I earnestly fulfilled the mentoring contract and responsibilities, assumed the obligation of mentor, and completed the training task as planned. According to the professional expertise and working ability of apprentices, guide apprentices to determine the development direction of training and formulate targeted training plans and objectives; Give full play to the enthusiasm, initiative and creativity of apprentices, seriously teach professional and technical work ideas, methods and experiences, and guide apprentices to apply the knowledge and technology they have learned to production practice. While imparting skills, pass on excellent work style, professional ethics and safety production experience to apprentices; Check the apprentices' work and study every quarter, and assist the Human Resources Department in assessment and evaluation. As a tutor, in the actual work of guidance, I carefully arranged the study plan and gave meticulous and patient guidance. Disciples are required to earnestly perform their duties in their posts, always follow the example of leaders and veteran comrades, and ask if they can't learn. Always maintain a positive attitude of modesty and prudence, diligence and studiousness, and the comprehensive ability has been significantly improved. The specific work was carried out as planned, and the temporary work was basically completed, which played a very good role in the smooth completion of the team work plan and daily maintenance work. The work and study of personal tutor's tutoring activities are summarized as follows.
I. Training objectives
According to the "20xx annual mentoring training plan", the training goal of this mentoring activity is to help new employees get work guidance as soon as possible in their lives.
Adapt to the new environment and enter a new role as soon as possible; After the one-year internship expires, you can work independently under the guidance of your tutor according to the requirements of this position; Through the comprehensive investigation and evaluation of new employees' professional and technical level, comprehensive quality and working ability. , determine the position suitable for new employees, so that they can establish correct professional ethics and values, and clarify the future career development direction; Help new employees grow up, record their progress in all aspects, and enhance their loyalty and sense of belonging to the enterprise.
According to the overall goal of the center, through mutual communication with apprentice XXX, and on the basis of fully understanding the knowledge structure and level of apprentice, combined with the actual work of the team, the following specific plans are formulated:
1.20xx August learning objective: explain the software and hardware structure of each system maintained by the system maintenance class, so that the apprentice can have a general understanding of each system; Let apprentices observe various working processes; Watch the billing process.
2.20xx learning objectives in September: systematically explain the functions and daily maintenance of each system; Learn the basic knowledge of LAN technology; Watch the billing process.
3.20xx 10 learning goal: focus on the daily maintenance of the A/R system and be able to complete various operations without direct contact with the database; Practice charging operation in a simulated environment.
Quarterly assessment: complete the simple network construction within the specified time; Normal soft can be performed.
Hardware maintenance; Be able to master the basic steps and processes of charging operation.
4.20xx 1 1 learning objectives: learn the use of various operating systems, focusing on windowsserver, linux, unix, virtual machine systems, etc. , and learn all kinds of basic commands and daily operations. Be accompanied by a tutor to make out the invoice.
5.20x65438+February Learning objective: Learn the basic knowledge of various database systems, and learn the daily maintenance and basic operation of database systems. Be accompanied by a tutor to make out the invoice.
6.20xx 1 learning objective: learn simple network maintenance; Learn web page making and website maintenance; Learn various programming environments, with emphasis on PB7. Be accompanied by a tutor to make out the invoice.
Quarterly assessment: memorize the charging operation steps; Complete the daily maintenance operation of the income system within the specified time; Carry out simple program development and design and web page making.
7.20xx February learning objectives: In-depth study of the daily maintenance and troubleshooting of the revenue system; Learn the operation and maintenance of shutdown system and payment reminder system. Understand the use and development of PowerBuilder. Be accompanied by a tutor to make out the invoice.
8.20xx March learning objectives: system learning call center system operation and maintenance; Learn the maintenance of LAN office network system and the configuration of common switches and firewalls. Be accompanied by a tutor to make out the invoice.
9.20xx April learning objectives: learn the installation and configuration of various server operating systems and database systems; Learn html, asp and other web page making techniques. Follow up the billing work.
Quarterly evaluation: able to handle common faults of tax system; Ability to perform billing operations; It will be heavy
Open various systems; More complex web page making and program development.
10.20xx may learning objective: consolidate the operation and daily maintenance of all kinds of software and hardware, networks and systems learned before. Independent charging.
1 1.20xx June learning goal: systematically learn various fault phenomena and treatment methods.
Method, can handle all kinds of faults independently. Independent charging.
12.20xx July: Continue to study the development and modification of various systems, find out the reasons for common problems through reading procedures and make modifications. Independent charging. Quarterly assessment: dealing with all kinds of faults in the simulation environment; Add a functional module to the central website; Can describe the realization process of a program module of tax system in detail.
Second, the main work:
Section 1: Make a preliminary understanding of various systems and computer software and hardware in the system maintenance class; Understand the system structure and daily maintenance operation; Learn the knowledge of LAN layout and maintenance; Focus on familiar with the daily maintenance and billing operation steps of the income system.
Section 2: Systematically learn the operating system and database system involved in each system, learn various basic operations, and be able to perform simple database operations; Learn web page making knowledge and website maintenance skills; Learn simple daily maintenance of income system; Learn simple network maintenance; Accompany the instructor to complete the billing operation. Learn various programming environments.
Section III: Learn the daily maintenance skills of various systems and learn how to deal with various faults. Be able to independently carry out the daily maintenance and billing operation of the income system. Learn various programming languages. The fourth quarter: consolidate the learning content of the first three quarters; Able to handle various simple faults independently; Can carry out daily maintenance of various system software and hardware, and can carry out simple program modification.
Third, the main harvest:
1, and the comprehensive quality has been significantly improved.
After a year's guidance, XXX's ability has been significantly improved. Not only draw nutrients from the guidance and books of masters, but also learn from comrades with high theoretical level and strong business ability with an open mind, and strive to enrich themselves, enrich themselves and improve themselves.
Through studying, I further improved my professional level and my ability to control practical work. At present, I can basically complete the daily maintenance of the equipment in the team independently. Starting from the overall situation of team work, I can cooperate with my colleagues, support each other, unite other team members and maintain a harmonious working atmosphere.
2, the actual working ability is obviously improved.
As an important team in the center, the system maintenance class has complicated work, which requires team members to have a rich knowledge structure and a high level of knowledge, and to have a deeper grasp of various network knowledge, programming knowledge, web page making knowledge and database knowledge, so as to firmly grasp the initiative of work and do a good job in daily work. In this regard, combined with the actual situation, with daily equipment maintenance and fault handling as tools, with various plans and operation manuals as guidance, teach XXX by hand. After a year's study, comrades have been able to complete daily equipment maintenance and simple fault handling, and can make out invoices.
3. The consciousness of active work is obviously enhanced.
The system maintenance class maintains many systems, involving a wide range of specialties, and is responsible for the maintenance of telecom business integrated management system, call center system, 1 12 system, monitoring system, business network system, office network system, central website and central office mailbox. Any system problem will have an impact on the production and operation of the center, so we must change passive work into active work and check it carefully. Under the guidance of XXX, I have always insisted on instilling the idea of active work, emphasizing the training of basic skills and practical ability in practical work, from simple networking,
Summary of the company's "mentoring" activities In September of 20xx, I signed a mentoring agreement with Fu Jiawei, a new employee of the company. At the moment I signed the agreement, I was very excited, but at the same time my heart was full of complicated emotions. Excited, I have been a student for more than ten years, and now I have become someone else's teacher. The complicated emotions come from the heavy responsibility of being a teacher. I know that since I am a master, I have to be a teacher by example and take the lead in setting an example.
As the post-90s youth, they are active in thinking and have a distinct flavor of the times, and there is more or less a generation gap with us. If you want to be a good tutor and take good apprentices, you must deeply understand and grasp their ideological trends and guide them correctly. Bring positive personality into the study of professional technical skills.
In order to find out the shortcomings, sum up the experience and better carry out the mentoring activities, the work in the past year is summarized as follows: In this activity, Fu Jiawei and I also grew up together and improved together, in line with the concept of "learning together and making progress together". According to the principle of "four belts and one insurance", we should set an example to help students cultivate a solid, diligent, rigorous, studious and cooperative style, and finally improve their job operation skills, improve their comprehensive quality and ensure safe production.
First, use your own words and deeds to subtly cultivate the good character of your disciples. To do a good job of mentoring, I must first set an example and play an exemplary role. In setting an example, first of all, let the disciples remember the motto of "be a model, be a model", that is, guide them to cultivate noble professional ethics, enhance their sense of love and dedication, and carry forward their spirit of love and dedication.
Two, according to the actual work, take corresponding guidance measures to determine the corresponding guidance content. Jian 'an Company is a maintenance-oriented construction team. Not only should you master the skills of your own type of work, but you should also respond to the call of the company and let yourself master many skills and be versatile. The nature of our work determines that we should not only understand the fitter's drawings, but also be familiar with the skills of electric welding, piping and hoisting. To this end, in addition to providing him with theoretical books of various majors, I helped him answer some theoretical questions and taught him practical operation techniques. And give some simple things to Fu Xiao to do, and gradually improve his practical ability. Take the trouble to teach by hand, from reading construction drawings to how to use a cutting torch.
Third, bring business, discipline and safety, and improve apprentices' job skills in various ways. In my post, I am mainly responsible for imparting skills, techniques and related theoretical and technical knowledge to my disciples to help them establish a good work style. In my work, I am strict with myself and pass on my work experience to my disciples without reservation. As the saying goes, "the disciples of the church starved to death", but I don't understand it that way, because the team is a big family, and it is not enough to rely on one person or several people. What we need is a United and harmonious collective that shares weal and woe. 1998 When I joined the company, the master taught me his decades of work experience and accumulation without reservation, which is all the more important for me to do so and pass on this fine tradition of the team. Over the past year, through continuous study and exercise, Fu Xiao has begun to use basic measuring tools, to draw drawings, to mechanical installation and unprofessional cutting and welding blanking. I have become very skilled and become a young post expert with excellent technical style. At the same time, in construction production, I use my theoretical knowledge and practical experience to teach him how to ensure his personal safety, identify hidden dangers at any time, and ensure that no safety accidents occur. During the one-year activity, neither my apprentice nor I had any safety accidents.
Fourth, treat the apprentice as a friend and help him solve his difficulties in work and life as much as he can.
Title. When Fu Xiao met with difficulties, as a teacher and friend, I gave him sincere care and help to get out of the predicament as soon as possible and adapt to work and society. In the mentoring activities, I have made continuous progress myself. While improving the apprentice's professional and technical level, he also exercised and enriched himself. I think effective work is a kind of happiness and an honor. In the future, I will, as always, do my job well and carry it out well.
Summary of the company's "guidance" activities III. The two-year "mentoring" activity, under the unified leadership and coordination of the company and with the careful organization and efforts of all units, has been continuously carried out on all fronts of the company and has become a unique landscape of the company. At present, the activity has been successfully concluded. The apprentices brought by the three mentors in those days have now been able to shoulder heavy responsibilities and become the backbone and backbone of their respective posts. Throughout the whole process of mentoring, we think there are "three good" and "three bad".
One is that the activity has good meaning. Under the guidance of the company's strategic thinking of becoming stronger, bigger and better, the "mentoring" activity has introduced a large number of provinces with the continuous expansion of business scale, the sustained growth of economic situation and the sustained and stable growth of economic benefits.
According to the practice of the branch, these five pairs of mentoring are treated equally, carried out equally and assessed equally with the three pairs of mentoring reported to the company, which expands the scope and enriches the mentoring content; Branch, the branch can insist on the guidance of the mentor's activities for inspection and assessment, regularly summarize the regular appraisal, fill in the opinions carefully, and constantly improve the activities.
Masters in many units can teach their work experience to apprentices without reservation, pay attention to words and deeds, and educate and guide apprentices to do things with their own personality charm. Others can not only play a leading role, but also be good leaders, good bosses and good teachers in the eyes of disciples. While doing all the work conscientiously, they can concentrate on teaching their apprentices. No matter whether they are busy or not, they can always take good care of their apprentices and teach them their skills flexibly. These managers dare to increase the burden on their disciples and divide their tasks.
Third, the activity is effective. Over the past two years, with the careful teaching and conscious efforts of their respective masters, 100 apprentices have gradually grown up and become the backbone of their respective posts. Most of them can be independent, shoulder heavy responsibilities, be competent for their jobs, accomplish all kinds of work well, make great achievements repeatedly, and win honors for the company constantly, which shows the good effect of the "mentoring" activity.
The above achievements are gratifying, but we also found many shortcomings or relatively poor places. One difference is that some units did not seriously carry out this activity, which became a mere formality and paid insufficient attention to this work. Some mentors and apprentices are shelved after signing the contract, forgetting their responsibilities and going their own way. Some units even lost their mentoring contracts. This kind of mentoring is not to mention the question of whether to bring it or not.
Second, there is no inspection and assessment, and the implementation responsibility is poor. The main responsibility in this respect lies with the relevant departments of the company, and we first put forward self-criticism. According to the system, the company should evaluate all the signed apprentices every six months. Due to the lack of experience of the relevant departments and personnel for the first time, it is mainly because we did not conduct in-depth guidance and inspection, and most units did not seriously carry out their work and implemented it less. "Mentoring" activities lack motivation, and relevant personnel also lose their enthusiasm and initiative, failing to better discover and cultivate more young talents.
Third, the personnel changes, the activity effect is not good. Although some excellent elements have emerged in the first batch of confirmed comparisons, the success rate is too low, which is far from the company's expectations.
Summary of the company's "guidance" activities. Under the unified leadership and coordination of the company, and with the careful organization and efforts of all units, the two-year "mentoring" activity has been continuously carried out on all fronts of the company and has become a unique landscape of the company. At present, the activity has been successfully concluded. At that time, most of the apprentices brought by 29 mentors were able to shoulder heavy responsibilities and become the backbone and backbone of their respective posts. Throughout the whole process of mentoring, we think there are "three good" and "three bad". sO 100
One is that the activity has good meaning. Under the guidance of the company's strategic thinking of becoming stronger, bigger and better, "Mentoring" is a youth talent project that introduces a large number of outstanding college graduates from inside and outside the province with the continuous expansion of business scale, the improvement of economic situation and the sustained and steady growth of economic benefits, aiming at discovering, cultivating and cultivating young talents, so as to solve the contradiction between scale and shortage of technical talents as soon as possible, give full play to the talent effect, enhance the development potential of enterprises, and maintain the sustained, stable and healthy development of enterprises.
Second, the activities were carried out well. The activity of "mentoring and mentoring" is purposeful, targeted and operable. From the beginning, it has been highly valued and valued by leaders and comrades of all units. First of all, through the collective research of each unit, the mentoring pair is established, and the objectives, training contents and specific measures needed for the two-year training of apprentices are determined in detail. Most units have high goals for apprentices, from the highest to the first level, and the lowest is to become the backbone of the business and the manager in the industry. The masters feel more responsibilities on their shoulders, and the disciples feel heavy pressure, but more is motivation and confidence. After signing the master-apprentice contract, all units take active actions and consciously do a good job in accordance with the requirements and regulations of the contract. In particular, * * Branch responded positively to the company's requirements. First, five pairs of mentoring were established in the branch, and according to the requirements of the company and the actual situation of the branch, these five pairs of mentoring were treated equally, carried out equally and assessed equally, which expanded the scope of mentoring and enriched the content of mentoring. * * Clubs and * * Clubs can insist on inspecting and assessing the mentor's mentoring activities, sum up and evaluate them regularly, fill in the comments carefully, and constantly improve the activities.
Masters in many units can teach their work experience to apprentices without reservation, pay attention to words and deeds, and educate and guide apprentices to do things with their own personality charm. * * and others can not only lead by example, but also be good leaders, bosses and teachers in the eyes of everyone. While doing all the work conscientiously, they can concentrate on teaching their apprentices. No matter whether they are busy or not, they can always take good care of their apprentices and teach them their skills flexibly. These managers dare to increase the burden on their disciples and divide their tasks.
Third, the activity is effective. Over the past two years, with the careful teaching and conscious efforts of their respective masters, 29 apprentices have gradually grown up and become the backbone of their respective posts. Most of them can be independent, shoulder heavy responsibilities, be competent for their jobs, accomplish all kinds of work well, make great achievements repeatedly, and win honors for the company constantly, which shows the good effect of the "mentoring" activity.
The above achievements are gratifying, but we also found many shortcomings or relatively poor places. One difference is that some units did not seriously carry out this activity, which became a mere formality and paid insufficient attention to this work. Some mentors and apprentices are shelved after signing the contract, forgetting their responsibilities and going their own way. Some units even lost their mentoring contracts. This kind of mentoring is not to mention the question of whether to bring it or not.
Second, there is no inspection and assessment, and the implementation responsibility is poor. The main responsibility in this respect lies with the relevant departments of the company, and we first put forward self-criticism. According to the system, the company should evaluate all the signed apprentices every six months. Due to the lack of experience of the relevant departments and personnel for the first time, it is mainly because we did not conduct in-depth guidance and inspection, and most units did not seriously carry out their work and implemented it less. "Mentoring" activities lack motivation, and relevant personnel also lose their enthusiasm and initiative, failing to better discover and cultivate more young talents.
Third, the personnel changes, the activity effect is not good. Although some excellent elements emerged in the first batch of 29 pairs, the success rate was too low, which was far from the company's expectation. There are many reasons for this situation, such as insufficient attention, poor development and changes in personnel positions, which makes it impossible to carry out activities and train apprentices. During the inspection, we also found that some units set too high or too low goals for apprentices, or the goals are unclear and inaccurate, which makes apprentices lack upward motivation. In addition, almost all contracts in different periods have the same assessment opinions on mentoring. How the master brought it and how the apprentice learned it is not clear. The advice given to mentoring is the same, not serious enough. All these need to be overcome and improved in our future work.
Comrades, the first batch of "mentoring" activities has ended, and the second batch of "mentoring" activities is about to start. The company has made arrangements for the requirements of "mentoring" activities and reported the list of mentoring to the company. The company has made changes, and each unit has also formulated specific target measures for the mentoring contract. I hope everyone can attach importance to this work and carry out activities seriously, so that mentoring can bear more fruitful results and cultivate more outstanding talents for the enterprise.