Demonstration scheme of new employee training plan (1) The competition of enterprises is rooted in the competition of talents, and talents suitable for social development come from employees who know lifelong training. Recognizing the importance of training does not mean that we can do a good job in training, because the completion of training depends on the training plan. A good training plan does not necessarily have a good training effect, and a good training effect needs a good training plan. This paper analyzes the importance of training and training plan design, determines the training objectives through training demand analysis, analyzes other components of the training plan with the training objectives as the guide, points out which aspects should be studied when designing the training plan, selects the best one according to the specific situation, determines a preliminary plan, then evaluates and modifies the training plan, and finally formulates one.
First, the purpose of making a new employee training plan
1. Provide correct and relevant company and work information for new employees and encourage their morale.
2. Let the new employee know what the company can offer him and what the company expects of him.
3. Let new employees know about the company's history, policies and corporate culture, and provide a platform for discussion.
4. Reduce the nervousness of new employees when they first enter the company, and let them adapt to the company more quickly.
5. Let the new employee feel the company's welcome to him, and let the new employee have a sense of belonging.
6, let new employees understand the responsibility of self-work, strengthen the relationship between colleagues.
7. Train new employees to solve problems and provide ways to seek help.
The purpose of integration is to make the new employees of the enterprise integrate into the working environment and enter the working state more quickly.
Second, the new employee training plan training program
1, in the case of a large number of people, relatively concentrated education level and age structure, the human resources department of the company will conduct training and assessment together with the heads of various departments. (Regular: once every three months)
2. When the number is small and scattered, the specific employing department shall be responsible for the training, and the training results shall be confirmed in written form by the unit and employees. (Irregular training)
Three. Training materials
1. Pre-job training of the company-training materials prepared by the human resources department. Mainly to welcome new employees; According to the characteristics of the company's industry, organizational structure, nature of work, relevant rules and regulations and the basic quality of the company's service industry, prepare a manual or explain it by a special person; Designate the manager or team leader of the new employee's work department as the tutor of the new employee's personal study; Answer questions raised by new employees.
2. On-the-job training of the department-the actual work department of the new employee is responsible.
Introduce new employees to department employees; Visit the work department; Introduce the environment and work data of the department, as well as the special regulations within the department; Explain the job responsibilities, workflow and treatment of new employees, and designate a senior old employee to take care of new employees; Within one week, the department heads exchange views with the new employees, reaffirm their job responsibilities, point out the problems existing in the work of the new employees, and answer their questions; Evaluate the performance of new employees in one week and put forward some specific requirements for their next work.
3. Overall training of the company: the Human Resources Department is responsible for issuing employee training manuals from time to time (briefly describing the company's history and current situation, describing the company's geographical location and traffic scenes; Corporate culture and business philosophy of the company; The organizational structure and main leaders of the company, the functions of various departments of the company, the main service targets, service data, service quality standards, etc. ; Relevant policies and benefits of the company, relevant rules and regulations of the company, and channels for adopting employees' rationalization suggestions; Answer questions raised by new employees. )
Fourth, training feedback and evaluation.
1. The training materials produced by the human resources department must be reviewed by the general manager's office of the company and submitted to the human resources department for archiving. The training of human resources department → department is conducted under the guidance of the general manager's office of the company. Every time the human resources department trains a group of new employees, it must complete a set of "new employee training" forms, and the training from department to human resources department should be closely linked to ensure seamless training.
2, the training implementation process should be serious and strict, to ensure the quality, pay attention to save all training materials, and pay attention to constantly modify and improve in the implementation process.
3. After the training results are checked by the Human Resources Department, they are reported to the general manager's office of the company, and the general manager's office makes a summary and feedback on the training of the Human Resources Department and new employees every three months.
Verb (abbreviation of verb) implementation of new employee training
1. Call all departments to be responsible for training personnel, solicit the opinions of the participants on the implementation plan of the company's new employee training, and improve the training plan.
2, the company as soon as possible to come up with targeted training materials, the implementation of training candidates.
3. The company publicizes the "new employee training scheme" through various forms, so that all employees can understand this new employee training system and publicize the significance of carrying out new employee training.
4. All new employees must receive a centralized training in the company before they officially take up their posts (see the pre-job training of the Human Resources Department for training materials); Then go to the specific work department for training (see departmental job training for training materials); The company can implement the corresponding training materials and time according to the basic situation of new employees. Generally speaking, the training time is 1-3 days; According to the number of new employees, the overall new employee training is conducted irregularly, and the overall training time is one week. The qualified training list shall be reported to the human resources department of the company.
? The company will implement the new employee training plan from the selected date.
New employee training plan model (2) 1. Training purpose.
(1) Let new employees know about the company's history, policies, job information, corporate culture and vision, and boost their morale.
(2) Help new employees adapt to the company more quickly and make them feel a sense of belonging.
(3) Let new employees know their responsibilities and strengthen the relationship between colleagues.
(4) Training new employees to solve problems and providing ways to seek help.
2. Training materials.
(1) Pre-job training (department manager is responsible).
1) The Human Resources Department is responsible for sending welcome letters to new employees.
2) Let other employees in this department know about the arrival of new employees.
3) Prepare office space, office supplies and departmental training materials for new employees.
4) Designate a senior employee as the mentor of the new employee and assign the first task to the new employee.
(2) Department on-the-job training (department manager is responsible).
1) The first day after arriving at the post.
Report to the human resources department and train new employees (the human resources department is responsible).
The department manager welcomes new employees on behalf of all employees.
New employees and old employees get to know each other and visit the company.
Understand the structure and function of the department, as well as the special regulations within the department.
Clear job and responsibility requirements.
Get the first job assignment.
Go to the company restaurant for the first lunch with the old employees.
2) Five days after arrival.
Evaluate the performance of new employees within one week and define some short-term performance goals.
Clear the time of the next performance appraisal.
3) One month after arrival:
The department manager interviews new employees, discusses their performance last month, and fills in the evaluation form.
4) Three months after arrival:
The HR manager and the department manager discuss the performance of new employees together, judge whether they are suitable for the current position, fill in the probation evaluation form, talk with new employees about the performance of probation evaluation, and inform new employees of the company's performance evaluation requirements and systems.
(3) Overall training of the company: (HR department is responsible-irregularly).
Explain the company's organizational structure, main business, functions of various departments, history and vision, policies and benefits, and performance appraisal system.
Distribute overall training materials and answer questions raised by new employees.
3. Training feedback and evaluation.
(1) On-site evaluation form of the company's overall training (training day).
(2) the company's overall training evaluation form (training day).
(3) On-the-job training feedback form (within one week after arrival).
(4) Performance evaluation form for probation period (one month after employment).
(5) Performance appraisal form for probation period (three months after employment).
4. Training materials for new employees.
(1) new employee training instructions.
(2) the company's overall training materials.
(3) Teaching materials for internal training of various departments.
5. Training project implementation plan.
(1) Publicize the "new employee training scheme" in various forms within the company, so that all employees can understand the new employee training system and understand the company's emphasis on new employee training.
(2) Each department recommends and trains its own trainers.
(3) Distribute the information of "New Employee Training Implementation Plan" to all departments.
(4) According to the number of new employees, the company conducts overall new employee training from time to time.
(5) Conduct functional training among all departments of the company.
(6) New employees must fill in the "New Employee Training" form.
Model training plan for new employees (3) 1. Purpose of induction training
1. Make new employees have an all-round understanding of the company, know and recognize the company's occupation and corporate culture, strengthen career choice, and understand and accept the company's common language and code of conduct before joining the company;
2. Make new employees clear their job responsibilities, tasks and goals, master the work essentials, work procedures and working methods, and enter the post role as soon as possible.
3. Help new employees adapt to work groups and norms; Encourage new employees to form a positive attitude.
Second, the training object
? All the new employees in the company
Third, during the training period
The induction training period for new employees is 1 month, including 2-3 days of full-time intensive training and later on-the-job guidance training. The human resources department determines the training date according to the specific situation.
Fourth, training methods.
Off-the-job training: The Human Resources Department formulates training plans and plans and organizes their implementation, and adopts centralized teaching.
? 2. On-the-job training: The person in charge of the new employee's department compares and evaluates his existing skills with the skills required by the job, finds out the gap, determines the training direction of the employee, and designates a special person to implement training guidance, and the human resources department tracks and monitors it. You can take daily work guidance and one-on-one counseling.
Verb (abbreviation of verb) the content of induction training
1. Enterprise profile (company history, background, business philosophy, vision, mission and values).
2. Organization chart.
3. Overview of the industry in which the organization is located.
4. Overview of welfare portfolio (such as health insurance, holidays, sick leave, retirement, etc.). ).
5. Performance evaluation or performance management system, that is, the way of performance evaluation, when and by whom, and the overall performance expectation 6. Salary system: payday, how to pay.
7. Labor contract, welfare and social insurance, etc.
8. Job description and specific job specifications.
9. Staff physical examination schedule and physical examination items.
10. Career development information (such as potential promotion opportunities, career paths and how to obtain career resource information).
1 1. Employee manuals, policies, procedures and financial information.
12. Obtain company access cards and badges, keys, e-mail accounts, computer passwords, telephones, parking spaces, office supplies, etc.
13. Familiarity of internal personnel (superiors, subordinates and colleagues of this department; Other department heads, main cooperative colleagues).
14.
15. Official etiquette, code of conduct, business secrets and professional ethics.
16. Activities outside work (such as sports teams and special activities).
Seven, training assessment
The examination during the training period is divided into two parts: written examination and application examination. Full-time training is mainly based on written examination, while on-the-job training is mainly based on applied examination, each accounting for 50% of the total assessment results. The written test questions are provided by teachers, and the human resources department prints the test papers uniformly; The application evaluation examines the application of training knowledge or skills in practical work and the improvement of the performance and behavior of trained employees through observation and testing, and is jointly evaluated by the leaders of the department, colleagues and the human resources department.
Eight, the effect evaluation
Through direct communication with trainees, teachers and heads of training departments, the Human Resources Department and the departments where new employees work have formulated a series of written questionnaires for follow-up after training, so as to gradually reduce the deviation of training direction and content, improve training methods, make training more effective and achieve the expected goals.
Nine. Training workflow
1. The human resources department coordinates the entry index and entry time according to the manpower demand plan of each department, determines the training time according to the scale of new employees and formulates specific training plans; And fill in the "Full-time Training Plan for New Employees" and submit it to the Human Resources Center and relevant departments;
2. The Human Resources Department is responsible for coordinating relevant departments to organize and manage the whole training process, including fund application, personnel coordination and organization, venue arrangement, course adjustment and progress promotion, training quality monitoring and guarantee, training effect evaluation, etc.
3. The Human Resources Department is responsible for conducting a feedback survey on the trainees at the end of each training session, filling in the Feedback Form for Induction Training for New Employees, proposing suggestions for improvement of the course and the instructors within seven days according to the opinions of the trainees, and sending the feedback form to the instructors for reference;
4. The teacher will come up with an improvement plan within seven days and fill in the teacher feedback information form and submit it to the Human Resources Department for consideration;
5. The Human Resources Department shall submit the summary and analysis report of this training within one week after the centralized off-job training for new employees, and submit it to the President for review;
6. After centralized off-the-job training, new employees are assigned to relevant departments to receive on-the-job guidance training (on-the-job training), and the heads of various departments designate instructors to implement the training. After the training, they fill in the Record Form of On-the-job Training for New Employees and report it to the Human Resources and Knowledge Management Department;
7. In the process of induction training for new employees, the Human Resources and Knowledge Management Department should assign a special person to conduct irregular follow-up guidance and monitoring, and through a series of observation and testing methods, investigate the trainees' application of training knowledge and skills and the improvement of their behaviors in practical work, comprehensively count and analyze the impact and return of training on the business growth of enterprises, so as to evaluate the training effect and adjust training strategies and methods.
Demonstration scheme of new employee training plan (IV) I. Guiding ideology
In view of the weak adaptability, innovation and promotion ability of employees, combined with the overall development strategy of the company "xx", we will vigorously promote the quality improvement project of employees, highlight the cultivation of high-skilled and high-tech talents and the reserve cultivation of professional and technical forces, and provide suitable human resources for the company to establish an excellent enterprise with sustainable competitiveness.
Second, the preparation principle
(a) the combination of strategic training, applicability training and improvement training.
(two) for all staff, highlighting the key points.
(3) Centralized management, overall arrangement and clear responsibilities.
(4) Revitalize resources and pay attention to actual results.
Third, the main task of training
(1) Combine the company's new technologies, new equipment and new processes, take career development as the driving force, take skill appraisal as the means, and take skill training, technical competition and mentoring system as the carrier to vigorously promote the cultivation of high-skilled talents.
1, offering training courses for technicians (including senior technicians, technicians and default technicians) in specialized trades such as refining, continuous casting, steel rolling, welder and instrument worker, totaling; Training courses for welders, instrument workers, boilers, turbines and other advanced workers were held, totaling.
2, high standards, strict requirements, conscientiously do a good job in the company locksmith, crane workers and other general jobs and some industries of young workers skills competition training, training company-level technical experts. At the same time, according to the requirements of the country, province and industry, organize the selection and training of participants in relevant post skill competitions, and train 2 technical experts at or above the provincial level.
3. Vigorously implement the "xx" training project for skilled personnel.
Based on reality, all units provide 1 employee with rich theory and strong writing skills as assistants for experienced skilled talents (special technicians, responsible technicians, etc.). ), forming a team of 1 excellent skilled personnel and 1 highly educated assistants. Tutors impart practical experience to assistants, and assistants help tutors improve their theoretical knowledge and sort out their operating experience, know-how and experience.
4. Select xx operation backbones such as pellet shaft furnace, blast furnace, converter, continuous casting, refining and steel rolling. Go to related similar enterprises for on-site follow-up training to learn and understand advanced operation techniques and methods.
(two) make full use of internal and external resources, and vigorously carry out continuing education and technical upgrading training for professional and technical personnel.
1, play the role of training center, and offer training courses such as computer application promotion, computer three-dimensional drawing, hydraulic technology, frequency conversion technology, plc and English at different levels.
2, combined with the development of new products, there are plans to hire experts at home and abroad to teach "knowledge", to carry out technical lectures; In combination with on-site technology and equipment, experts from equipment manufacturers are invited to the company for on-site training in high-level hydraulic technology, frequency conversion technology and special instruments, so as to promote the spread of new technologies and new processes.
3. Intensify overseas training, send 100 outstanding professional and technical personnel to the company and other foreign advanced enterprises for corresponding job training, and send 100 outstanding professional and technical personnel to relevant domestic enterprises and universities to study, improve professional and technical level, and provide intellectual guarantee for the company's technological progress and technological transformation.
New employee training plan mode (5) After new employees arrive at the company, they will be required to participate in training, and after training, they can integrate into the work more quickly.
First, the importance of new employee training
New employee training, also known as induction training, is a process in which an enterprise transforms its employees from social people to enterprise people, and it is also a process in which employees integrate into the organization or team from outside the organization and become a member of the team. Employees gradually get familiar with and adapt to the organizational environment and culture, define their role orientation, plan their career development, and constantly give play to their talents, thus promoting the development of enterprises. For enterprises, the enterprise value concept and management style that new employees feel during this period will directly affect the attitude, performance and behavior of new employees in their future work. Successful new employee training can play a role in conveying enterprise values and core concepts and shaping employee behavior. It has built a bridge of communication and understanding between new employees and other employees in the enterprise and laid a solid foundation for new employees to quickly adapt to the enterprise environment and develop benign interaction with other team members.
Second, the purpose of new employee training
The basic purpose of new employee training is to let new employees know the basic background of the enterprise, that is, to understand the history, culture, strategic development goals, organizational structure and management methods of the enterprise, as well as the work flow and system norms, to help employees clarify their responsibilities, procedures and standards, so that employees can initially understand the attitudes, norms, values and behavior patterns expected by the enterprise and its departments, so as to help employees adapt to the environment and new jobs more quickly and enter the role. At the same time, through training, it can help new employees to establish good interpersonal relationships and enhance team awareness and cooperation spirit.
Third, the content of new employee training
1. Common sense training refers to the introduction, explanation and training of employees' development history, corporate culture, management concept, organizational structure, development scale, prospect planning, product services and market conditions, business processes, relevant systems and policies, professional ethics, etc., so that they can fully understand and understand the enterprise, deepen their understanding and stimulate their sense of mission.
2. Professional training mainly includes: introducing department structure, department responsibilities, management norms, training basic professional knowledge and skills, teaching work procedures and methods, and introducing key performance indicators. In this process, the department head should explain the specific requirements of job responsibilities to new employees, demonstrate behaviors when necessary, and point out the possible career development direction.
Four, new employee training matters needing attention
1. Before the implementation of new employee training, we must make a detailed plan according to the specific situation of the enterprise and the characteristics of new employees, and make a detailed plan for the training content, form, time and person in charge, and monitor the implementation process.
2. New employee training does not belong to the human resources department. For the departments and personnel responsible for the training of new employees, it is necessary to clarify the division of responsibilities among the human resources department, the top management, the heads of the departments where the positions are located, and the heads of relevant departments to ensure that all positions and departments shoulder their due responsibilities.
3, in order to ensure the actual effect, after the implementation of new employee training should be timely record filing and effect evaluation.
"A good beginning is half the battle!" The growth of new employees in the initial stage of the company is very important to employees and enterprises. The success of new employee training is inseparable from the careful planning of every detail. Successful new employee training is an important part of human resource management, which takes a solid step for employees to smoothly integrate into the enterprise and then choose long-term development!
The company's employee training plan should closely focus on the strategic objectives of enterprise management and production development, and take the concept of big talents and big training mode as the guiding ideology; Adhere to the service construction, production and operation as the center, with the aim of comprehensively improving the quality of employees; In order to continuously improve the core competitiveness of enterprises, ensure the sustainable development of enterprise operation and production, broaden training channels, and start training programs in an all-round way. In order to create a high-quality, high-skilled workforce, do a good job in the annual staff training plan.