1, clarify the importance of training new employees-doing things and being a person to train new employees are topics that every manager must face together. Without social experience, a blank sheet of paper, new employees start their own businesses. They will be influenced by their bosses and predecessors who meet for the first time in the company. The question is, what kind of boss and predecessor will you meet? Does it have a positive impact on their growth? Or will it be completely destroyed by an incompetent boss? Therefore, there are two key points in training new employees. The first is the way to do things for new employees. Although the work assigned to a new employee is not difficult, he needs to master reasonable operation methods. The "method of doing things" will enable new employees to overcome their subconscious inferiority in the shortest time, gain self-confidence and a sense of accomplishment, and thus enjoy the fun of work. Second, new employees should have the qualities that company employees should have. The quality mentioned here mainly refers to the necessary code of conduct in daily work, such as reporting, communication, speaking style and attitude. It needs to be taught repeatedly until the new employee forms a subconscious conditioned reflex, which can be done almost without thinking. New employees must master these guidelines as soon as possible, otherwise it will take longer to correct bad habits as they get older. Therefore, for managers, quality training is an unshirkable responsibility, which helps new employees to quickly enter the role and master the main points of work. 2. Work is the real beginning of training-collective training is only the run-up of training new employees, and a wrong understanding needs to be corrected. Pre-job training for new employees is not the end, but the starting point. The purpose of pre-job group training is to teach new employees some general knowledge and basic experience in order to better integrate into the company. However, group training is very limited, because training is carried out in a state of non-work, so you can't directly teach how to work. Therefore, the significance of collective training is to simplify the training work of each post, which is an auxiliary means. In fact, the training of new employees begins from the day they are assigned to work, and all the responsibilities are at work. Everyone has their own characteristics, and it is impossible to be unified. Teaching students in accordance with their aptitude can't be different, and only superiors and senior colleagues at work can do it. Therefore, work is the real beginning of training. 3. Show him the training method-don't use subordinates as helpers. Managers need to understand that everything is for the other party, and subjectively think that the other party can do it, let the other party do it. This is totally unreliable cognition. As a manager, at the beginning of the new job, we should first demonstrate and patiently explain the methods. At the same time, he should practice hard, encourage him where he has done well, and remind him where he should correct. In short, hand in hand, get on the horse and give a ride. Without hands-on teaching, new employees will be free to play and they will "do whatever they want". If they don't succeed according to their own ideas, they will easily lose confidence and hate their jobs, thus unconsciously forming bad work habits. Remember, subordinates are not errands, they have no purpose in work arrangement, they are only limited helpers, and it is unreasonable to do only bits and pieces. In short, we should show him, let him do it, and make a moderate evaluation. This method is very important, especially in the first step in the workplace. Therefore, from the beginning, you should teach the new person the best method you have tried, let him follow it, make him successful and increase his self-confidence. 4, clear guidance responsible person-can train two new employees and hopefully enter the company at the same time, so managers should let them grow up, not train an unqualified person. Therefore, it is necessary to establish a mechanism to clarify a person in charge of guiding new employees and let him undertake the responsibility of training new employees. Generally speaking, the person in charge of new employee training should try to choose those who have worked for 1-3 years. New employee leaders need to complete three tasks. The first is to demonstrate the work to new employees, let them try it, and evaluate their performance, repeat this process and teach them by hand. The second is to carefully observe the behavior of new employees, find problems and help them correct their mistakes through repeated reminders. New employees have different levels of understanding, so don't bite the fat man, adhere to the principle of "correcting one problem at a time" and improve one by one. The third is to open the new employee's heart, listen to all his troubles and give constructive suggestions accordingly. We can't choose those who have serious problems in life and work ability as the person in charge of guiding new employees, otherwise it is very likely to pass on bad habits to new people. People of similar age are easy to communicate with. Try to choose people of similar age. At the same time, we should understand that training new employees also means training people in charge of guidance. This is a challenge and a kind of learning and growth, so we can't miss this good opportunity. 5. Determine the training process for new employees-from the perspective of overall work, we should abandon the concept of treating new employees as temporary emergency personnel to cope with the shortage of manpower. On the other hand, it is necessary to define the training process of new employees in advance, with clear process and clear steps, which is easier to help new employees in the transition period of the workplace. The situation of each department is different, but there are certain procedures for the training of new employees. Generally, they are required to do all the work of the department, get to know each other and all their colleagues. Anyway, do something related to the overall work first, and don't generalize. Master the principles of training process: from easy work to difficult work; From daily work that operates according to fixed standard procedures and methods to work with strong application. In short, we should make clear the work order according to the work content of the department. As a manager, there must be a clear order, that is, everyone knows the situation of each group in the department. At this time, it is necessary to replace the responsible persons one by one, rather than a single restriction. The number of persons in charge has increased, which is equivalent to expanding the scope of training. 6. Don't make a mistake in the order of guidance-first, be accurate; Second, when training new employees quickly, if you have passed the initial stage of "show him, let him do it and praise him", it is even more important to let him do things accurately. In the initial stage, we should pay attention to the accuracy of doing things, but not too much attention to the processing speed and workload, so as to avoid the overload of newcomers. If the work can be handled accurately, the next step is to ask for speed and guide how to deal with the problem in order to achieve more quantity. When the speed of a newcomer reaches a fairly high level, he should be given some jobs of his predecessor step by step to make him an independent and qualified employee. The above three stages should be said to be the basis for guiding new employees: first, be accurate, and second, be fast, so as to do better. It should be noted that when training new employees, they must be guided in order. Some new employees are impatient and want to be like their predecessors at once, so they want to skip some steps. If left unchecked, it will weaken basic skills, be short-sighted and have disastrous consequences in the long run. 7. Work for the customer-the salary is paid by the customer. In terms of employee quality training, the first problem that new employees understand is that wages are not paid by the company, but by customers. This is also master Drucker's point of view: the only value of an enterprise is to create and meet customer needs. New employees must receive special education to eliminate this illusion. The first step in training new employees is to keep in mind the gratitude to customers, show it in behavior and attitude and form good habits. At this point, seniors should also demonstrate to new employees with correct attitudes and behaviors.