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Model training plan for new employees
3 demonstration articles on employee training plan
3 personal training plan model
A Summary of Five Model Articles on Training Plan
Five selected training plan model collections
202 1 employee training plan scheme template 1
The importance of training new employees
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.
Three new employee training content
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 working 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 staff 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.
202 1 employee training plan scheme template 2
In addition, in August, the company has a large number of new employees. In order to enable new employees to effectively participate in the next phase of the company's work, the General Department will conduct induction training for new employees in August based on the company system.
First, the main idea of training:
In line with the company's reality, improve the tacit cooperation between employees and the company, and enable new employees to calmly carry out the work they are about to participate in, the content of this training is determined to include the following aspects:
(a) military training, the time is 3 days
Its purpose is to cultivate new people's hard-working spirit, simple and diligent style and sense of teamwork. Considering the actual situation of the current Olympic Games regulations in our city, the time and place of military training will be notified separately. During the military training, it will be mainly military training, and at the same time, we should use this time to carry out various activities to enrich our lives and dilute the boring feeling of military training. For example, speech contests, debate contests and small get-togethers can be held in combination with the actual situation of enterprises, which can not only strengthen the familiar communication between new employees, but also discover some outstanding talents for enterprises.
(two) cognitive training, training time for 2 days, and arrange discussion and exchange. After the cognitive training, cognitive tests are conducted in the form of assessment to strengthen employees' memory and understanding of the basic knowledge of the enterprise.
Cognitive training mainly includes the general situation of the enterprise, the introduction of the main managers of the enterprise, the enterprise system, the employee code, and the promotion of corporate culture. The learning method is centralized training, and lectures are given by company managers and human resources departments. Cognitive training is mainly to help new employees understand the enterprise comprehensively and accurately, so as to find their own position in the enterprise as soon as possible.
(3) Vocational training, the time is 1 day.
Vocational training is to enable new employees to complete the role transformation and become a professional employee. Its contents mainly include: social etiquette, interpersonal relationship, mentality and emotional control, teamwork skills and so on. The training method is centralized training, and the form is mainly teaching. After the vocational training, the assessment will be conducted in the form of a team, such as a speech.
(four) skills training, the time is 3-4 days.
Skills training is mainly based on the professional skills training of new employees who are about to embark on their jobs. It is divided into two forms, one is centralized training, which is mainly aimed at business personnel, and the other is decentralized training, which is mainly aimed at the guidance of skilled old employees to newcomers in corresponding positions, and is carried out in the form of internship.
(5) Staff welcome meeting, 4:30-7:00 pm.
It is composed of excellent programs by the person in charge, excellent employees and former employees, with the purpose of enhancing feelings with new employees and expressing their welcome by the unit.
202 1 employee training plan scheme template 3
I. Training objectives
1. Increase knowledge: Sales personnel are responsible for communicating product information with customers and collecting market information, so they must have a certain level of knowledge, which is the main goal of training.
2. Improve skills: skills are the skills of salespeople to use knowledge for practical operation. For salespeople, the improvement of skills lies not only in having certain sales ability, such as improving the skills of product introduction, demonstration, negotiation and transaction, but also in the ability of market research and analysis, the ability to provide sales assistance to dealers and the ability to communicate information with customers.
3. Strengthen attitude: Attitude is a long-term business philosophy, values and cultural environment. Through training, the cultural concept of the enterprise is infiltrated into the ideology of the salesman, so that the salesman loves the enterprise and the sales work, and always maintains a high enthusiasm for work.
Second, training leaders and trainers train lecturers and experienced high-performance salespeople internally.
Three, the training object is engaged in sales work, have a certain understanding of sales work or familiar with sales work at the grass-roots level.
Fourth, the content of training.
1. Training of sales skills and promotion skills: generally including promotion ability (listening skills, speaking skills, time management, etc. ) and negotiation skills, such as identification of key customers, identification of potential customers, preparation before visiting, methods of approaching customers, methods of displaying and introducing products, customer service, handling customer objections such as objections, closing and follow-up work, market sales forecast, etc.
2. Product knowledge: it is one of the most important contents in sales staff training. Products are the link between enterprises and customers, and salespeople must be very familiar with product knowledge, especially the products they sell. For high-tech products or industries, training product knowledge is an essential part of the training plan. The specific contents include: all product lines, brands, product attributes, uses, variability, materials used, packaging, damage reasons, simple maintenance methods, etc. , and the knowledge of competitive products in terms of price, structure, function and compatibility.
3. Market and industry knowledge: understand the relationship between the industry to which the enterprise belongs and the macro-economy, such as the influence of economic fluctuations on customers' buying behavior, the different buying patterns and characteristics of customers during the economic boom and recession, and how to adjust sales skills in time with the changes in the macro-economic environment. At the same time, understand the purchase policies, purchase patterns, habits and preferences and service requirements of different types of customers.
4. Competitive knowledge: By comparing with peers and competitors, find out the advantages and disadvantages of enterprises and improve their competitiveness. Specifically, it includes: understanding the products, customer policies and services of competitors, and comparing the advantages and disadvantages of this enterprise with competitors in the competition.
5. Enterprise knowledge: through a full understanding of the enterprise, enhance the loyalty of the sales staff to the enterprise, so that the sales staff can integrate into the corporate culture, thus effectively serving customers and cultivating customers' loyalty to the enterprise. Specifically, it includes the history, scale and performance of the enterprise; Enterprise policies, such as enterprise's salary system, which are allowed behaviors and which are prohibited behaviors; Enterprise-specific
Advertising, product transportation costs, product payment terms, breach of contract terms, etc.
6. Knowledge of time and sales area management: how sales staff can effectively make plans, reduce time waste and improve work efficiency; The correct use of sales maps, the development and consolidation of sales areas, etc.
Time limit of verb (verb abbreviation) training
* * * Six days, which can be adjusted appropriately according to the situation.
Training ground for intransitive verbs
Professional training base and formal training room, equipped with sound system, whiteboard and whiteboard pen.
Seven. Training methods
1, teaching method: the most widely used. It is very suitable for conveying oral information. Multiple employees can be trained at the same time, and the training cost is low. The disadvantage is that students lack opportunities for practice and feedback.
2. Case study method: provide examples or hypothetical cases for students to study, explore problems from cases, analyze reasons and propose solutions to problems.
3. Audio-visual technology method: use projection, slide show and video for training. Usually combined with lectures or other methods.
4. Role-playing: Give the students a story exercise. Let them have the opportunity to see things from each other's perspective, experience different feelings, and correct their attitudes and behaviors.
5, outdoor activities training method: use outdoor activities to play the skills of group cooperation and enhance the effective cooperation of groups. However, attention should be paid to the safety of some courses, and the training cost is also high.
Eight. Training budget
202 1 employee training plan scheme template 4
First, the overall goal
1. Strengthen the training of the company's senior managers, enhance the operators' business philosophy, broaden their thinking, and enhance their decision-making ability, strategic development ability and modern management ability.
2. Strengthen the training of middle managers in the company, improve the comprehensive quality of managers, improve the knowledge structure, and enhance the comprehensive management ability, innovation ability and execution ability.
3. Strengthen the training of the company's professional and technical personnel, improve the level of technical theory and professional skills, and enhance the ability of scientific research and development, technological innovation and technological transformation.
4. Strengthen the technical level training of the company's operators, constantly improve their business level and operational skills, and enhance their ability to strictly perform their duties.
5. Strengthen the academic training of employees, improve the scientific and cultural level of personnel at all levels, and improve the overall cultural quality of employees.
6. Strengthen the qualification training of managers and industry personnel at all levels, speed up the work of holding certificates, and further standardize management.
Two. Principles and requirements
1, adhere to the principle of teaching according to needs and stressing practical results. According to the needs of the company's reform and development and the diversified training needs of employees, we will carry out training with rich content and flexible forms at different levels to enhance the pertinence and effectiveness of education and training and ensure the training quality.
2, adhere to the principle of independent training, supplemented by outsourcing training. Integrate training resources, establish and improve the training network with the company training center as the main training base and the surrounding colleges as the outsourcing training base, do basic training and routine training with independent training as the main training, and do relevant professional training through the outsourcing base.
3, adhere to the "company+colleges" joint school model, the principle of amateur learning. According to the needs of the company, the mainstream and related institutions jointly run schools, offer advanced undergraduate courses in related majors, organize employees to use weekends and holidays to concentrate on teaching, and combine self-study to complete their studies and obtain academic qualifications.
4. Adhere to the principles of training personnel, training content and training time. In 20-2000, the time for senior managers to participate in business management training was not less than 30 days; The accumulated training time for middle-level cadres and professional and technical personnel is not less than 20 days; The cumulative training time of general employees' operation skills is not less than 30 days.
Third, the training content and methods
(1) Company leaders and senior managers
1. Learn the major policies of the central government, the state and the government, analyze the political and economic situation at home and abroad, and study and interpret relevant state policies and regulations. Organize training through the superior competent department.
2. Develop strategic thinking, improve business philosophy, and improve scientific decision-making ability and management ability. By participating in high-end forums, summits and annual meetings of entrepreneurs; Visit and learn from successful enterprises at home and abroad; Attend high-end lectures by senior trainers from well-known enterprises at home and abroad.
3. Degree training and qualification training. Participate in academic studies or MBA and EMBA studies in Peking University, Tsinghua and Party schools of the Central and Provincial Committees; Participate in vocational qualification training for senior managers.
(B) Middle-level management cadres
1, management practice training. Production organization and management, cost management and performance appraisal, human resource management, motivation and communication, leadership art, etc. Invite experts and professors to give lectures in the company; Organize relevant personnel to attend special lectures; Accept Guanghua course in the company training center.
2. Academic education and professional knowledge training. Actively encourage qualified middle-level cadres to participate in university (undergraduate) correspondence, self-study or MBA and other master's degree studies; Organizational management, business administration, accounting and other professional management cadres took the qualification examination and obtained the qualification certificate.
3. Strengthen the training of project managers (builders). This year, the company will make great efforts to organize rotation training for on-the-job and backup project managers, and strive to achieve more than 50% training, focusing on improving their political literacy, management ability, interpersonal communication ability and business ability. At the same time, the "Global Vocational Education Online" distance vocational education network was launched to provide employees with a green learning channel. All units of the company are required to select employees who meet the requirements of construction engineer registration and have professional development ability, organize centralized training and take the social construction engineer examination, and strive to achieve an annual net increase of more than 10.
4. Broaden your horizons, broaden your thinking, master information and learn from experience. Organize middle-level cadres to study and visit upstream and downstream enterprises and affiliated enterprises in batches to understand the production and operation situation and learn from successful experiences.
(3) Professional and technical personnel
1. The deputy chief engineer and professional engineers will give regular technical lectures on special topics, build the company's own distance education and training base, and carry out special training on new technologies, new materials and quality management knowledge, so as to cultivate innovation ability and improve the research and development level.
2, organize professional and technical personnel to learn from advanced enterprises in the same industry, learn advanced experience, broaden their horizons. During the year, it is planned to arrange two groups of personnel to visit and study in the unit.
3. Strengthen the strict management of out-going trainers, write written materials and submit them to the training center after the training, and learn and popularize some new knowledge in the company when necessary.
4, accounting, economics, statistics and other professionals who need to pass the exam to obtain professional and technical positions, through planned training and pre-test counseling, improve the qualification rate of professional title examination. For professionals who have obtained professional and technical positions through evaluation, such as engineering, experts from related majors are invited to give special lectures to improve the technical level of professional and technical personnel through multiple channels.
Basic training for employees
1, induction training for new workers
In 20__ years, we will continue to strengthen the company's corporate culture training, laws and regulations, labor discipline, safety in production, team spirit and quality awareness training for newly recruited employees. Each training year shall not be less than 8 hours; Through the implementation of mentoring system and professional skills training for new employees, the signing rate of new employees in grass-roots units and branches must reach 100%. The probation period is based on performance appraisal. Those who fail the examination shall be dismissed, and those who pass the examination shall be commended and rewarded.
2. Transfer employee training.
Continue to train the personnel of human resources center in corporate culture, laws and regulations, labor discipline, safety in production, team spirit, concept of choosing a job, company development strategy, company image and project progress. , not less than 8 hours at a time. At the same time, with the expansion of the company's scale and the increase of internal employment channels, professional and technical training should be carried out in time, and the training time should be no less than 20 days.
3, staff technical level training
The company plans to train first-class employees 150, second-class employees 100, third-class employees 80 and fourth-class employees 20. More than 70% of technicians are intermediate workers or above; On the one hand, we will continue to popularize and expand the proportion, with the focus on training senior technicians. We plan to train 65,438+00 middle managers and 20 junior managers. Form a relatively perfect system of skilled personnel. Grass-roots units and branches should focus on basic work, focus on training intermediate and senior workers, and strive to make more than 40% of the total number of employees with technical workers above intermediate level, so as to improve the quality of technical management personnel as a whole.
4. Accelerate the training of high-skilled personnel and the pace of vocational skill appraisal.
This year, the company will select some major positions for rotation training, and timely organize employees in relevant technical schools in this city who meet the requirements of technicians and senior technicians for intensive training and assessment, and strive to add more than 30 technicians and senior technicians. Make its structure and total amount tend to be reasonable and gradually meet the requirements of enterprise development. Vocational skill appraisal should enable skilled workers under the age of 35 to complete the first appraisal and evidence collection on the basis of vocational skill training.
5. Strengthen the training of compound and high-level talents.
All departments and grass-roots units should actively create conditions, encourage employees to study by themselves and participate in various training organizations, and realize the unity of personal development and enterprise training needs. To expand and improve the professional ability of managers in different management occupations; The professional ability of professional and technical personnel is expanded and improved to related majors and management fields; So that construction workers can master more than two kinds of skills and become a high-level talent with many talents.
6, pays special attention to the training of engineering construction personnel.
Do a good job in the training of safety technology evidence collection and replacement of special operations personnel, and strictly implement the regulations on holding certificates.
The project management department of the project under construction shall, in accordance with the requirements of the "trinity" management system standard, do a solid and effective job in training the operators of key working procedures and special processes of construction production, as well as the drills and trainings of the emergency plans for construction environmental protection and occupational health and safety, so as to ensure that human resources can meet the requirements of construction production.
It is necessary to bring the training and supervision of construction contractors into the management vision, implement guidance and effective intervention, eliminate hidden dangers, and earnestly safeguard the reputation of enterprises.
Develop vocational skills competition to promote the growth of young talents. This year, the company will select 3-5 major occupations for skill competition, and select and train outstanding young high-skilled talents through professional competitions.
(five) to carry out academic education.
1. The company's training center will jointly run schools with some institutions of higher learning, and offer junior college classes in carpentry, municipal engineering technology, electrical engineering, mechatronics and other technical majors. Through the national adult college entrance examination, the employees who meet the admission conditions will be trained intensively in a planned way to obtain academic qualifications.
2. Jointly run schools with some institutions of higher learning, and hold undergraduate correspondence courses in municipal construction engineering and electromechanical specialty; Recommend excellent middle-level and above managers to some universities to study for master's degrees. Improve the academic qualifications, business level and decision-making ability of company executives, and better serve the company.
3, mobilize the enthusiasm of employees for self-study. Provide good service for employees' self-study exams, help employees sign up and provide correspondence information; To formulate or adjust the reward standards for academic education of existing employees; Take education level as the condition for taking up posts and promoting administrative and technical positions, and increase the motivation of employees to learn.
Four. Measures and requirements
(1) Leaders should attach great importance to it, and all grass-roots units and business departments should actively participate in and cooperate with each other, formulate practical and effective training implementation plans, implement the method of combining guidance with teaching, persist in developing the comprehensive quality of employees, establish the long-term concept and the overall situation concept, and actively build a "big training pattern" to ensure that the training plan starts at more than 90% and the training rate of all employees reaches more than 35%.
(2) Principles and forms of training. Organize training according to the principle of "whoever manages the training" and hierarchical management training. The company focuses on training management leaders, project managers, chief engineers, high-skilled talents and "four new" promotion; All departments and grass-roots units should closely cooperate with the training center to do a good job in the rotation training of new employees and on-the-job employees and the cultivation of compound talents. In the form of training, we should combine the actual situation of enterprises, teach students according to local conditions and aptitude, combine external training with internal training, combine base training with on-site training, and adopt flexible and diverse forms such as skill drills, technical competitions and appraisal examinations; In terms of training methods, we should combine teaching, role-playing, cases, seminars and on-site observation with each other. Choose the best method and form and organize training.
(3) Strengthen the construction and development of training infrastructure. First, strengthen the alliance with institutions of higher learning, set up training practice bases in nearby institutions, give full play to their training resources and professional expertise, actively integrate and rationally develop them, and make them play a key role in the company's human resources training and development; Second, according to the company's own professional expertise, build its own training base and vocational school functions. Choose a major or topic, and organize the compilation of training materials or handouts suitable for the characteristics of enterprises; Third, it is necessary to strengthen the construction of full-time and part-time trainers in enterprises and implement paid services for resources.
(four) to ensure the implementation of training funds. According to the current national regulations, that is, 65,438+0.5% of the total salary, the vocational education funds will be fully withdrawn, which will be mastered and used by the competent training department and supervised by the financial department, of which 0.5% will be turned over to the company for unified and overall use, and it is strictly forbidden to use the training funds for other purposes.
(5) Ensure that the training effect is true and effective. First, strengthen inspection and guidance and improve the system. The company should establish and improve its own staff training institutions and places (such as staff universities and vocational and technical schools), and conduct irregular inspections and guidance on all kinds of training at all levels in the training center; The second is to establish a commendation and notification system. Commend and reward the units and training institutions that have made outstanding achievements in training; Informed criticism will be given to the units that fail to implement the training plan and lag in employee training; The third is to establish a feedback system for employee training, and insist on linking the assessment and results of the training process with my salary and bonus during the training period. Realize the promotion of employees' self-training awareness.
(six) to strengthen the service consciousness of on-site training for grass-roots units, give full play to the subjective initiative of the competent departments, take the initiative to solve practical problems in on-site training, and put the annual training plan in place in a down-to-earth manner.
(VII) Organize and implement the company's class training and employee induction training in strict accordance with the procedures and requirements of the Measures for Human Resources Management. All sponsoring departments (units) should make good planning and teaching design before the class starts, and all units should do a good job in selecting and sending students to ensure the effectiveness of training quality. Training is an effective way to help employees improve their viability and post competitiveness. It is the unshirkable responsibility of the human resources department to improve the learning initiative of employees and build a high-quality team. We must start from the company's strategy of building an excellent enterprise with sustainable competitiveness and consciously attach great importance to the learning and growth of employees; At the same time, if an enterprise wants to be in an invincible position in the fierce market competition, it must implement the establishment of a learning enterprise, start with accelerating the development of vocational education and training, improve the comprehensive political and technical quality of employees, build the core competitiveness of human resources, and thus improve the ability of employees to participate in the market competition of enterprises.
Today, with the great development of enterprise reform, we are faced with opportunities and challenges given by the new period. Only by maintaining the vitality and vigor of staff education and training can we create a team of staff with strong ability, sophisticated technology and high quality to adapt to the development of market economy, so that they can better play their talents and make greater contributions to enterprise development and social progress.
Human resources are the first element of enterprise development, but our enterprise always finds it difficult to keep up with the talent echelon, and it is difficult to select, educate, use and stay excellent employees? Therefore, how to build the core competitiveness of enterprises, talent training is the key, and talent training comes from the continuous learning and training of employees, constantly improving their professional quality and knowledge and skills, and building a high-performance team, so that enterprises can move from Excellence to Excellence and remain evergreen forever!
202 1 employee training plan scheme template 5
I. Purpose of training
In order to make new employees clear their job responsibilities, tasks and objectives, master the main points, work processes and methods, adapt to the organizational environment, culture and work requirements as soon as possible, help new employees establish good interpersonal relationships through training, and enhance team combat effectiveness, work efficiency and enterprise cohesion.
Second, the training objectives of new employees
Three. Training cycle: training all new employees before June 5438+05 every month.
Fourth, the training content
1. Corporate culture: the company's development history, current situation, business scope, future prospects, business philosophy and corporate culture, corporate vision, corporate values and corporate development goals.
2. Personnel management system: attendance system, holiday system, salary and welfare system, career development planning and personnel-related processes.
3. Financial system: expense reimbursement, payment application procedures and related processes.
4. Basic knowledge of operation: job responsibilities, business knowledge and skills, business processes, performance appraisal methods and foreign cooperation.
Verb (abbreviation for verb) Organization of training work
1. The Human Resources Department organizes communication and consultation with the heads of relevant departments, formulates the training time and content, arranges the training place and controls the training expense budget.
2. The Human Resources Department is responsible for the whole process of training organization, including lecturer funds, personnel coordination and organization, venue arrangement, course adjustment and progress promotion, training quality monitoring, training effect evaluation, etc.
3. After a week of induction training for new employees, the Human Resources Department collects the department heads who work for new employees and feeds back the training effect of new employees.
4. Team management shall be implemented in the training organization form.
Detailed flow of intransitive verb training course arrangement
1, training process
Personnel statistics-new employee entry details-issuing training notice-inviting lecturer-training sign-in-classroom monitoring-organizing written test and lecturer evaluation-training effect evaluation
2. Training course arrangement
Seven. Evaluation and effect evaluation
After the new employee training, the human resources department will conduct a written test according to the students' learning situation, and feed back the test results to the immediate leaders and themselves. Those who pass the examination are assigned to the corresponding business departments for post trial according to the pre-job agreement. For those who fail the training, extend the training time and continue to strengthen the training. After the training, an exam will be given.
Through direct communication with trainees, lecturers and employees' departments, the Human Resources Department has formulated a series of written questionnaires for follow-up after training, gradually reducing the deviation of training direction and content, improving training methods, making the training more effective and achieving the expected goals. After the training, according to the performance and results during the training, establish training files for new employees.
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