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 industrial chain of construction engineering, which is also a one-stop business model, 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. Things you need to know about 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.
2. Summary of employee training week * * It has been more than February in the company, during which the company organized 1 induction training meetings for new employees. The company's senior leaders conducted/kloc-0 comprehensive and systematic training on the company's strategic development ideas, the development direction of technical projects, the concept of modern enterprise employees and the company's rules and regulations.
Although the training lasted only two days, everyone felt that they had benefited a lot. Both from their own self-cultivation and their own working conditions have been greatly helped. My job is to receive secretaries, so let's talk about my job in combination with training.
# I need to understand the company's strategic development ideas from a height, but after listening, I am full of confidence in the company. The related contents of Mr. Wang and Mr. Wu are very profound to me, mainly purely technical issues, which let me know the exquisite technology of the company. Closely related to my post, the impressive content is mainly about the ideas, ways and means of doing things, work goals and plans that modern enterprise employees should have.
# Ideas that employees in modern enterprises should have: professionalism, responsibility, crisis, competition, democracy, teamwork and innovation.
Among these concepts, what I understand most is about innovation. When I first came to the company, I always felt that there was a lot of work, which was complicated and chaotic. I often only do a superficial job, such as prepaying various administrative expenses. All expenses of mobile phones that can be reimbursed by the company are recharged in this position. Previously, I thought that this work could be completed simply by charging the fee to each mobile phone according to the standard, but I didn't consider my direct purpose of doing this work from the company's point of view. To this end, the department leaders specially communicated on this work, demanding that this work should be innovated, and told the administrative personnel department that while doing a good job, they should also control management and effectively control various expenses to save expenses and costs for the company. Therefore, I will always pay attention to the new 1 series discount packages launched by China Mobile or China Unicom, and choose to handle the corresponding services in order to save quality.
At the same time, # always analyzes the ten common misunderstandings of enterprise employees, with vivid images and comparable working mentality. If so, change it and update their misconceptions.
The reception secretary belongs to the administrative personnel department, and her job is mainly responsible for the trivial matters in the company. The same is true of the reception secretary. My original work plan is easily disturbed by temporary work tasks. At first, because of the confusion of work focus and lack of overall system, I became more and more tired and worked hard, but I always failed to achieve the expected ideal effect. General manager Tang's training methods, general manager Zhang's goals and plans have greatly inspired me. The four steps of doing things: 1, the attitude before doing things, knowing who you are working for; Second, who is doing things? Everyone is working together. You should use the resources available around you to finish your work. Third, how to do it, this is the way to do things. Before you do something, you should sort out 1 main lines, think more and ask more why; Fourth, you should have a goal at the same time as your ideal state and how to handle things, and then make a plan. The front desk work is trivial, and how to do it in an orderly way has a considerable relationship with the work objectives and plans. Now 1 goes to work early every day, 1 will make a list of today's plans: what to accomplish mainly and how to accomplish it. Complete 1 thing, mark completion mark, sum up experience and education.
After the training, as a new employee, I feel that I have been spiritually integrated into the company. I have full confidence in the company and am willing to contribute to its development.
3. Summary of one-week employee training In order to effectively improve the technical and professional quality of employees, our factory pays close attention to the "three basics" work, that is, basic theory education, basic knowledge learning and basic skills training, according to the production and operation situation and the requirements of "management culture year" activities. Strengthen the "three-layer" training, that is, management personnel training, professional and technical personnel training and operator training, so as to raise the technical and professional quality of our employees to a new level. 96 training courses at all levels and types were held throughout the year, training 4932 people; 608 people went out for training, including 243 cadres; This year, 80 people have received academic education, 266 are studying and 87 have graduated, including 3 graduate students. Our factory 1 193 people participated in the skill appraisal. Our specific approach is:
First, the training assessment mechanism has been improved.
By establishing the concept that "training is the long-term investment of enterprises, the greatest stamina for development and the greatest welfare of employees", we will actively create a good environment conducive to employee training. In the aspect of cadre training, the "Measures for the Management of Credit System for Cadre Education and Training in xxxxxxx Factory" was formulated. Focusing on the requirements of building a lifelong education system and building a learning-oriented cadre, we should mobilize and give full play to the enthusiasm of departments and cadres, establish a long-term mechanism for cadres' learning, and promote the institutionalization of cadres' education and training. According to the requirements of our factory to improve the technical and professional quality of cadres, on the basis of completing the three-year "5+x" training plan for cadres from XX to XX, every three years from XX as a cycle, the accumulated training for cadres at the division level must complete 72 credits, and the accumulated training for managers and professional and technical personnel below the division level must complete 60 credits. Take the way of recording credits and rewarding credits to implement registration. Cadres' self-study credits shall be recorded by the staff training center according to the quarterly inspection, and the Registration Form for Cadre Education and Training Credits in xxxxxxx Factory shall be filled in. The completion of cadres' credits will be regarded as a part of cadres' assessment and competition for posts, and the summary of staff training will be based on the summary of staff training. If the training task is overfulfilled within three years, the center will give appropriate rewards on the basis of merit; If the training task cannot be completed due to personal reasons, the whole factory will report it; Those who can't finish the training task in that year can't participate in the advanced evaluation of training system and the qualification evaluation of professional and technical posts at the next higher level.
In operator training, six mechanisms are used to promote the growth of high-skilled talents: First, the skills training mechanism is constructed. According to the Youth Workers' Skills Revitalization Plan of the Central Committee of the Communist Youth League, the Ministry of Labor and Social Security and the State-owned Assets Supervision and Administration Commission of the State Council, the "Blue-collar Skills Quality Improvement Project" was formulated and implemented, and it took three years to improve the operators' skills quality and build a "green channel" for operators to become talents. The second is to build a skill competition mechanism. Accelerate the emergence of new technical people; The third is to build a skill appraisal mechanism. In-depth implementation of the "skill appraisal and assessment system" to promote skilled workers to become talents. The "Implementation Measures for One Person with Multiple Certificates" has been formulated to encourage operators to obtain the second or more vocational qualification certificates through skill appraisal while refining their own skills, so as to gradually realize the training goal of "mastering one post, mastering two posts and reaching three posts" and the goal of "being able to take up the post after changing jobs". Those who have obtained secondary and above vocational qualification certificates through skill appraisal shall be reimbursed for the skill appraisal examination fee. Three people were identified in advance; The fourth is to build a technology dissemination mechanism.
The implementation of the "gold medal coach" assessment system, according to years of teaching performance evaluation and employment of 8 "gold medal coaches". At the same time, the "gold medal coach" resource will be enjoyed by the whole factory; The fifth is to build a commendation and reward mechanism. We will continue to implement the assessment system of "excellent employee trainees" and "chief technicians" and vigorously promote the quality project of employees. In the whole year, 654.38+ten thousand yuan was invested to subscribe to various technical books and periodicals and scientific books for 265.438+0 company-level "technical experts", 8 factory-level "gold medal coaches" and 65.438+05 factory-level "chief technicians". At the same time, according to the principle of "general personnel training, key personnel training, personnel in urgent need of training, and excellent personnel reward training", 6 technical experts and key technical personnel were sent for training (19 technical personnel who won honorary titles in the first three technical competitions of the company participated in the training).
Through documents, television, internet and other propaganda media, the Party Committee of the factory made a "decision on learning from excellent skilled employees such as Cui Zhenyu and Liang Hailong" for xXX and xxx who won the gold medal of maintenance electrician and automobile driver in the technical competition of XX company and xxx who won the title of "technical expert" in the annual technical competition of factory employees. The sixth is to build a training assessment mechanism. According to the requirements of strengthening basic management at the grass-roots level, the "monthly inspection and assessment system for employee training" is established. Implement the system of "annual technical assessment of operators" to improve employees' learning awareness. In the whole year, 27 jobs and 26 18 people participated in the annual technical assessment of operators, and those who failed the assessment will be fined the bonus of the month; 60 technicians (senior technicians) participated in the annual technical assessment, and 7 technicians who failed the assessment were suspended for one year; Two people who failed in two courses of skill appraisal will be given a salary reduction for half a year; A training assessment system has been established, and the training expenses of two people who fail the company-level training assessment will not be reimbursed.