The increasingly fierce competition in the Japanese market has transformed enterprises from product competition to talent competition. However, in the social environment, the high turnover rate of talents makes it impossible for enterprises to continuously recruit new employees to join the enterprise. Usually, new employees are recruited through school recruitment and social recruitment. No matter which way, how to make new employees quickly integrate into the enterprise and create value for the enterprise becomes the key. However, from the research of Tao Tao International for many years, it is found that many enterprises are unsuccessful in training new employees. The reason is that enterprises have fallen into a misunderstanding. This misunderstanding is that enterprises only regard the training of new employees as a routine behavior. It is precisely because many enterprises have this idea that new employees cannot quickly integrate into the enterprise, and even let new employees leave soon after they join the company. So what problems have enterprises neglected?

The first is that there is no clear distinction between new employees. We should know that the recruitment of new employees in schools and society are two completely different situations: the recruitment of new employees in schools is like a blank sheet of paper, with no experience, no ability and a lack of practical mentality, while the recruitment of new employees in society is just the opposite. It can be said that the recruitment of new employees by schools and the recruitment of new employees by society are two completely different situations, and they should be treated differently in training.

Secondly, many enterprises ignore the important role of the direct supervisor of new employees. When recruiting new employees, enterprises hope that they can create value for enterprises and serve them for a long time. However, talent growth is a long-term training process. No enterprise can help its rapid growth through new employee training, but more can only be achieved through long-term training of new employee supervisors. It's just that many corporate executives don't have a clear understanding in this respect.

Finally, lack of training methods. Whether you choose internal training or external training, it is important to consider the training object and background. It is precisely this problem that many enterprises ignore, and even many professional training institutions ignore it. We should know that due to different backgrounds and experiences, the attitude of new employees towards training and the effect brought by the application of lecturer training methods are different, so the training content is also very different. If you train in the same way, it will inevitably lead to the low training effect of one of them.

How to change the problems faced by many enterprises in the training of new employees? Tao Tao International believes that targeted and systematic training is very important. In addition to the needs of new employees and the lack of supervisors, the needs of enterprises are also very important. In order to make the enterprise achieve the expected goal in the training of new employees, Tao Tao International will make the enterprise understand the key points that should be paid attention to in the training of new employees through careful analysis and summary, and help the new employees to grow rapidly.

First, the school recruits new employees.

For most enterprises, post-80s and post-90s have become the backbone of enterprises and the main body of recruiting new employees, which is an irreversible trend of the times. However, with the development of information technology, the thoughts and behaviors of these masters in the new era are significantly different from those before they were born in the 1970s, especially in their attitude towards work. For them, work is not only to earn money that suits their abilities, but also a stage to show themselves and reflect their self-worth.

But the problem still exists, the first is ability. As a person who just left school, low ability and little experience are important factors that hinder his growth; Second, changes in the environment. Compared with the almost irregular campus life, the workplace life is bound by many rules, and the ways and skills of communication are essentially different from campus life. Finally, the mentality, the gap between ideal and reality can easily make the new employees recruited by these schools have a strong gap when they first enter the workplace.

It can be found that these are the main problems faced by new employees who have just entered the workplace. Only relying on corporate culture and system can not help schools recruit new employees to grow. On the contrary, these contents are more like restraining their own behavior. For these post-80s and post-90s people, entering the workplace for the first time faces many difficulties. If the enterprise can't help them solve these problems, it is an honor and a great loss for the enterprise to cause the loss of personnel.

Second, the recruitment of new employees by institutions has indelible marks.

Many enterprises think that the newly recruited employees have certain ability and experience and can create value for the enterprise quickly, so there is little systematic training or even no training for the newly recruited employees. In fact, this is a wrong behavior, and the consequences of this mistake are often the most serious.

Can the length of working hours be a measure of their ability? I believe that the answer given by the leaders of many enterprises is no, but this is precisely the problem that many enterprises ignore. Having certain ability and experience does not mean that you can meet the needs of enterprises. It is very important to measure the ability of new employees after recruiting them to join the enterprise. If the ability is insufficient, then the enterprise will bear the responsibility of training.

What enterprises also ignore is that most of the employees recruited by social organizations have the shadow of former enterprises, and it is inevitable that they can't get rid of the influence of former enterprises, whether it is the way of thinking or the way of behavior. This kind of influence is likely to bring negative effects to the enterprise: it is difficult to integrate into the team for a long time, compare the current working standards with the previous enterprises, and the gap caused by the changes in positions and responsibilities. Because many new employees of social organizations take on greater responsibilities soon after joining the enterprise, if these contents are ignored, it is likely to bring great influence to the team.

Third, the supervisor, the forgotten responsibility-Bole

Whether it is school recruitment or social recruitment, in order to meet the requirements of enterprises and serve them for a long time, in addition to improving personal ability, it also needs continuous training to meet the requirements of the market for talents. Many enterprise executives believe that leadership and management are their main responsibilities, and the training of new employees is the business of enterprises and human resources departments.

It is naturally important to be a "swift horse" that can create value, but a swift horse is not born to walk Wan Li Road, which requires the continuous cultivation of Bole, and the supervisor in the enterprise bears such responsibility. However, whether the supervisor has the ability to train maxima is a problem that many enterprises need to consider. New employees really need their own efforts to grow up, but they can't grow up quickly by their own efforts. At this time, the supervisor needs to undertake relevant responsibilities: how to quickly integrate into the new environment, communication skills with new colleagues, working methods and ability improvement. These are the responsibilities that the supervisor must bear.

Fourth, new employee training, we must know where the "new" is.

Tao Tao International has many years of experience in assigning new employees. After summing up, it is found that many enterprises are not targeted when training new employees. It is natural for employees to meet multiple conditions when they join the enterprise, but enterprises must first understand which conditions employees already have and which conditions they don't. What many enterprises face in training is that the conditions that employees already have are repeatedly said, but the abilities that employees don't have are ignored. The problem of some enterprises is that since they are new employees, they will take all the contents for training, resulting in unnecessary waste of resources. Therefore, when training new employees, we should know where they are "new" and where they should be targeted.

In addition, there are some deficiencies in the training process of enterprises, and these deficiencies also exist in the training of some external institutions. In order to achieve the effect of training, we must choose according to the actual situation. In order to achieve the same training effect, 30-person training and 200-person training are very different in teaching methods and class delivery methods, and different educational backgrounds should be carried out in different ways. However, both enterprises and external training institutions often ignore these factors that affect the training effect, and have been training in the same way, which naturally cannot achieve good training results.

Based on the cooperation experience with various enterprises, Tao Tao International believes that in order to achieve the expected effect of new employee training, it is necessary to set up internal training content according to the different situations of school recruitment and social recruitment, and at the same time improve the deployment and training of supervisors. Only in this way can we ensure that new employees can quickly integrate into the enterprise in a short time and create value for the enterprise. At the same time, with the continuous training of supervisors, the ability of new employees can always be improved.

I hope the above information is helpful to you!

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