We say that the induction training for new employees should be as grand as a wedding, because three goals can be achieved through training:

First, let employees fully understand and identify with the company's corporate culture and find a sense of belonging;

The second is to let employees know what they should do and how to do it, and quickly find their own position to learn and grow;

The third is to let employees know their own development path and set career development goals around the company's development strategy. On the premise of defining these goals, we should think about the contents and methods of training. Let's take a look at how P&G quickly set sail for new employees.

P&G？ Fast sailing plan for new employees? Covers the training needs of new employees from entry to full year 18 months. The whole plan mainly includes three parts: classroom training, on-the-job guidance of line managers and self-learning of new employees. Classroom training consists of three parts: company training, department training and business organization training. The training adopts various means such as direct manager's one-on-one guidance and online self-study to help new employees grow rapidly.

In addition, P&G will select an old employee of the department for each new employee? Partner? With what? Mentor? Talk to him often, listen to the confusion of life, the distress of work, the difficulties encountered, and tell him the matters needing attention in the company, the details of the company culture and how to carry out the work with his own experience.

These measures enable everyone who enters P&G to feel the friendly atmosphere like a big P&G family, thus generating a strong sense of belonging in the shortest time.

The training contents of different enterprises and industries vary greatly, but some common things still need attention:

Be the first to tell new employees about the company's mission, vision and core values. Many domestic experts value the functional value of induction training, while I value the respect, pride and mutual affinity that induction training brings to employees, thus laying the foundation for long-term cooperation with the company. Through a series of activities, employees can feel corporate culture, understand, support and participate in the creation of corporate culture. Because only corporate culture can maintain the lasting enthusiasm and enthusiasm of employees.

The second is to introduce the enterprise workflow in detail in the training of new employees, especially the process that employees need to know in their daily work. Let them know the general situation of the enterprise, the organizational structure of the enterprise, the rules and regulations of the enterprise, the department summary and the post responsibilities they are engaged in. ?

? The third item is company welfare. As the main items of enterprise salary (salary, welfare, training opportunities, promotion opportunities and rewards), welfare is also a part that employees are particularly concerned about, so it should be clear in the training process.

The fourth item is safety education, which is very important, especially for manufacturing enterprises. Of course, there are many contents of safety education, and the training focus should be compiled according to the actual situation of the enterprise, focusing on the harm of illegal operation, safety prevention and emergency treatment after the accident (including escape, alarm, call for help, etc. ) reduce accident losses.

The fifth item is the cultivation of employee etiquette and professional ethics. An ambitious enterprise will pay special attention to these factors, such as: a thoughtful greeting between colleagues in the morning; Dress and make-up (the company can put forward requirements for employees' dress and make-up to reflect the company's style); Telephone etiquette (including the way to answer the phone and the basic etiquette of telephone conversation, etc.) ); How to accept instructions and orders (when accepting instructions, be sure to record memos; If there is any ambiguity, be sure to make it clear; After accepting the order, repeat the confirmation); Report, contact and consultation (including how to report to superiors, how to contact other departments, how to negotiate with colleagues, etc.). ); Staff career planning training.

Of course, it takes some time for a person to integrate into an organization, and the induction training for new employees is not a one-off event. Achieving different induction training goals at different stages requires systematic planning.

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