training management system

chapter I general principles

article 1 this management system is formulated in order to establish and improve the company's human resources development and training management system, organize the management, management and employees of enterprises to participate in training in a planned way, continuously improve the professionalism and job skills of management and employees, realize the goals of personalized service, professional talents, professional life, learning organization and intelligent enterprises, and meet the needs of the company's sustainable development.

the second idea learning is the only way for employees to have the ability to create sustainable value. Human resource development and training should create learning environment and opportunities for employees and establish learning organizations.

article 3 general manager office is responsible for the organization of company training and the establishment of training files.

Chapter II Training Contents

Article 4 Training contents are divided into skills upgrading and post basic knowledge training. Conduct training according to the organizational level

1. Main contents of skills upgrading training

1. Training of management technology: requirements of job skills, department work flow, job responsibilities, company notices and documents, etc.

2. Training of management science: management theory knowledge, case analysis, etc.

3. Training of management philosophy: corporate culture, Management theory and practice seminars, etc.

4) Training of management belief: famous sayings and famous stories, etc.

5) Training of management art: case analysis, management practice, communication skills, etc.

6) Training of non-governmental organizations: reading salons, theme seminars, etc.

2. Main contents of post-based training

1) New employees: Understanding the development history and enterprises of the company. Understand the company's organizational structure and functional decomposition of various departments; Understand the company's rules and regulations; Understand the work scope of this department and the work flow of this position; The development prospect, market, product knowledge and technology of the company's main projects, etc.

2) main contents of on-the-job training:

serial number

main contents of training

responsible department

1

training on corporate culture and values

general manager office leading

2

employee handbook, Rules and regulations training

general manager office leads

3

management skills knowledge training

general manager office leads

4

professional knowledge training for special posts

general manager office leads (external training)

5

knowledge of new technologies, processes and industry profiles

technical departments lead and general manager office assists

. ISO system and other knowledge

quality department leads, general manager office assists

7

training of business knowledge and professional skills

related departments lead, general manager office assists

3. New employee training process

Flowchart

Description

Responsible department

After employees are hired, general manager office is responsible for salary declaration, and employees are notified to report for work.

general manager office

1. After all the new employees have gone through the induction procedures, they should be handed over to the training specialist for training on "Orientation for New Employees".

2. after the training, the training specialist will bring the new employee registration notice to the employing department, which will sign it for confirmation.

3. At 18: on the 22nd of each month, all new employees must attend the New Employee Training organized by general manager office in the first month.

general manager office

1. After the newcomers report for duty, the department head shall train their department structure, personnel, system and job skills, and make training and assessment records.

2. The training specialist will follow up the probation period and help and supervise the implementation of on-the-job training in the department.

assessment of employing department

The employing department will evaluate its performance during the probation period, and if it is qualified, it will be turned into a full member, and if it is unqualified, it will be dismissed.

employees of the employing department

general manager office

must go to general manager office to get the Appraisal Form of Employee's Probation Period within one week after the probation period expires, fill it out according to the regulations on the form and report it to the relevant leaders for review and approval.

Chapter III Training Responsibilities

Article 5 Division of job responsibilities:

1. general manager office is the overall training management department, which is responsible for planning and constructing the company's overall training platform and integrating internal and external training resources at all levels, specifically:

1) formulating and organizing the implementation of annual and monthly training courses throughout the company;

2) formulation and modification of training system;

3) Compilation and revision of same-sex training courses throughout the company;

4) review of departmental training plans;

5) supervision, tracking and assessment of training implementation;

6) Selection and management of internal teachers, collection, contact and management of external training resources;

7) review and handling of the trainees sent by the company;

8) Formulation and signing of Training Agreement;

9) Budget and application of various training plans.

2. Departments (units):

1. Summary and submission of training plans;

2) formulation and revision of professional training specifications and recommendation of lecturers;

3) organizing and implementing internal professional training courses and reporting the results;

4) compilation and revision of professional training materials;

5) Assist general manager office to complete the tracking and assessment of trainees in this department.

Chapter IV Human Resource Development and Training System

Article 6 The fundamental purpose of human resource development and training system is to provide talent guarantee for the sustainable development of enterprises. The training system of the company is divided into the following three parts:

1. Induction training and development plan for new employees;

2. Employee's professional ability development plan;

3, talent echelon construction and reserve talent development plan;

Chapter V Training Plan

Article 7 Annual Training Plan

general manager office will distribute the Annual Training Plan to all departments for training demand investigation and summary before December 1th every year, and formulate and report the Company's Annual Training Plan according to the needs of the company and departments before December 25th.

Article 8 Monthly Training Plan

Before 25th of each month, each department will submit the Training Demand Table for next month to general manager office for summary, and after approval, the Monthly Training Plan will be compiled and implemented.

note: every year in March, April and may, the focus is on quality-related knowledge training, and in June, July and August, the focus is on technology-related knowledge training.

Chapter VI Implementation of Training Projects

Article 9 general manager office organizes the implementation according to the contents of the annual training plan and the monthly training plan.

article 1 before the implementation of the training project, it will be distributed to the participants in the form of notice.

Article 11 The specific training programs include classroom teaching, on-site guidance and discussion.

Chapter VI Evaluation of Training Effect

Article 12 The methods of evaluating the training effect vary from training program to training program, and the training organization department must evaluate and track the effect of each training accordingly, and adopt the following four-level evaluation methods according to the characteristics of training programs:

1. response evaluation: Measure the satisfaction of trainees with specific training courses, lecturers and training organizations. During the course, the person in charge of training conducts a questionnaire survey on the Training Effect Feedback Form, and forms a Training Summary Form, which is reported to the leaders in charge.

2. learning evaluation: evaluate the students' learning attitude and learning effect, and measure the students' absorption and mastery of the training contents, skills and concepts. At the end of the course, it will be conducted in the form of exams.

3. Behavior evaluation: to evaluate whether the trainees' behavior or work performance has changed as expected due to training after returning to work. After 1 month or 3 months, the employee's direct supervisor is responsible for making relevant performance evaluation and guidance.

4. result evaluation: measure the impact of training on the company's performance, and evaluate the company's performance after 3 months or half a year. The person in charge of the unit evaluates the training transformation effect.

Chapter VII Training Expenses

Article 13 The person in charge of human resources training is responsible for the annual training expense budget of the company, which is reviewed by Manager general manager office, approved by the Board of Directors, and filed by general manager office.

article 14 employees' out-of-town training must fill in the out-of-town training application form and implement it after approval.

Chapter VIII Management of Trained Lecturers

Article 15 Trained lecturers are divided into internal lecturers and external lecturers, and the company's general manager office centralized the establishment of internal training lecturer files.

article 16 internal lecturers are composed of managers at all levels and excellent employees. managers at all levels have the obligation and responsibility to train employees. managers at all levels must cooperate with the training organization department if their jobs do not conflict with teaching. The investigation of the number of teaching hours and the training effect will become an important part of the training assessment and performance assessment of managers and employees. Internal lecturers are paid 2 yuan per hour, and excellent internal trainers send external training on lecturer skills once a year, and issue excellent certificates at the annual training summary meeting.

Article 17 An external lecturer is a lecturer hired by a training consulting company. The course pay of an external trainer is determined according to the actual situation and the training budget, and whether to continue to hire the lecturer is decided through the evaluation of the training effect.

Chapter IX Training Summary

Article 18 After returning, the trainees who go out for training must sort out the knowledge they have learned into complete learning materials, and send them to the person in charge of human resources training in their respective departments for filing, together with the examination results, copies of graduation certificates and other related materials.

Article 19. Outgoing trainers have the obligation to put what they have learned during training into writing, which will be used as lecture materials and taught to relevant personnel under the arrangement of general manager office, so as to make effective use of the training results.

chapter 1 discipline of training

article 2 participants in the training should attend on time. those who cannot attend the training for some reason must go through the formalities of asking for leave one day in advance, and the leave slip must be signed by the department head. Punish 5 yuan for being late and leaving early for no reason; Truancy will be punished by 2 yuan and criticized. If the number of absenteeism exceeds 3 in a department, the first person in charge of the department will punish 2 yuan.

Article 21 Where the responsible department fails to designate a lecturer to complete the teaching task as required, the first person in charge of the department will punish 1 yuan.

chapter Xi supplementary provisions

article 22 if the relevant systems previously promulgated by the company are in conflict with this system, this system shall prevail.

article 23 the right of revision and interpretation of this system belongs to the company general manager office, and this system will be implemented as of the date of promulgation.