Fan Wen:
Founded in xxX, XX Group Co., Ltd. is a comprehensive private enterprise group integrating xxxXXXXXXXX. Up to now, the company has nearly 500 employees and 6 molecular companies (excluding peripheral units).
With the expansion of the group's development scale, it is urgent to improve the training management system and training system to promote the development and growth of the group and molecular companies. Combined with the current development status of XX Group, the training plan for xxx years is roughly divided into the following information:
I. XX lecture hall
Second, special training
Third, new employee training.
Four, the group headquarters staff activities
Fifth, establish a training system for college students
Six, the internal lecturer system construction
Seven. External training
XX group xxx annual training plan
I. XX lecture hall
As an important way for XX Group to train middle and high-level talents and the backbone of the company, XX Lecture Hall should be listed as the company's key training plan. The training of middle-level and high-level employees in the company focuses on leadership, team building and employee management. Specifically, it is necessary to formulate an appropriate training plan in combination with the company development strategy and business policy of the group company xxx.
Combined with XX training management system, the management system of XX lecture hall is formulated to standardize the organization of XX lecture hall from the aspects of demand determination, training personnel selection, course lecturer determination, meeting organization, follow-up tracking and file management.
1, training period
It is recommended to take the quarter as the unit, at least one day at a time;
2. Training methods
Give priority to internal training, taking into account various training methods such as external training;
3. Training process
One month before the start of training, the human resources center will take the lead in investigating the training needs of middle-level companies to understand the training needs of the group and its subsidiaries, and then determine the training materials for the new XX lecture hall in combination with the development strategy and business policy of the group, and submit them to the chairman of the group for approval. Select appropriate training institutions and lecturers according to the determined scheme.
4. Introduction of training courses
5. According to the training situation, follow-up work can be arranged according to the training materials in the later stage, such as arranging training salons to share, reading clubs and expanding training.
Second, special training
Thematic training is a necessary training for all business departments/units, which plays a key role in improving the professional knowledge and professionalism of department employees. In special training, the person in charge of each business department/unit is the first person in charge of training, so it is necessary to understand the needs of employees, arrange corresponding training courses according to the needs of employees and conduct assessment. The human resource center plays the role of coordination, supervision and guidance, and cooperates with various business departments/units to complete their training tasks.
According to the needs of various departments, special training can be roughly divided into human resources, management, finance, technology, project development, design, marketing and so on.
Combined with the training management system of XX Group, each unit formulates the training management system of XX Company according to its own situation and implements it according to the system;
According to the unified requirements of the group, make quarterly/monthly training plan, implement it as planned, and conduct monthly assessment;
3. According to the requirements of the group, select internal lecturers of subsidiaries and develop courseware as required;
4. Cooperate with the group headquarters to complete the routine training of molecular companies;
……
Third, new employee training.
New employees are an important force in the development of the company. New employee training can help employees quickly understand the development process, corporate culture and various rules and regulations of XX Group, so as to quickly adapt to the development of the company and integrate into the big family of XX. Therefore, new employees are required to participate in new employee training, otherwise they cannot become full members. The training of new employees is arranged by the Group Human Resources Center.
According to the number of people, new employee training is divided into the following two situations.
(a) temporary new employee training (for a single or a small number of people)
1, Corporate Culture and System Training
Due to the inconsistent entry time of employees, there is no guarantee that all students will be employed at the end of the month. Therefore, on the day of employees' employment, the comprehensive management department of the molecular company will arrange a special person (the human resources center/departmental personnel docking person in the group) to explain the corporate culture and system for employees for no less than 1 hour, so that employees can have a basic understanding of the company's situation, and then make a detailed introduction at the end of the unified training.
2, department head talk
After the above training, the person in charge/supervisor of the new employee's department will have a conversation with the employee for at least 30 minutes, introducing the situation of the department and the post responsibilities of the employee.
3, department staff introduction
The person in charge/supervisor of the new employee's department arranges a special person to lead the new employee to introduce to his colleagues and prepare the materials needed for the work station. Conditional can be introduced at the ministerial meeting.
The human resources center will randomly check the satisfaction of new employees, praise the completed units or departments, criticize the poorly completed units or departments, and make rectification within a time limit.
(2) Regular training for new employees (applicable to large group training)
1, plan
In principle, it will be held once a month for one day.
2. Participants
New employees who joined the company that month.
3. Training materials
4. Training places
Meeting room on the fifth floor of group headquarters
After the training, evaluate the teaching level of the lecturers, as the standard for internal lecturers to pay class fees, and put forward constructive suggestions on their future teaching level; Test new employees as a basis for whether to become a full member.
Four, the group headquarters staff activities
(1) Activity background
1, the company has a large office area, many departments and less communication;
2. There is a generation gap between old employees and new employees;
3. There were few activities organized by the company before, and the overall atmosphere was not upward;
(ii) Purpose of the activity
Strengthen communication among colleagues, enliven the company atmosphere and create a "home" culture, so as to strengthen communication and cooperation between departments.
(3) Activity plan
1, employee birthday party
Frequency: in principle, it is held once a month and the number of birthdays in that month is more than 3;
Time: Thursday afternoon in the third week of every month,16: 00-17: 30;
Department in charge: Human Resources Center/President's Office
Participants: birthday participants, more than 2 people from functional departments of the headquarters;
Form: from the beginning of each month to the end of each month, convene employees who have had birthdays and hold birthday parties;
Budget: 100 yuan/person
Activity information:
Materials to be prepared:
Cake, small gifts, game props, cameras, happy birthday songs and music.
2. Quarterly sports meeting
Time: half a day in the middle of the last month of each quarter.
Participants: employees of the group headquarters.
Competition form: Set up multiple events for competition, such as table tennis, basketball, tug-of-war competition, rope skipping competition, etc. And give material or spiritual rewards to employees who get better rankings in the competition.
Specific to the quarterly sports activities plan shall prevail.
3. Mass activities of external groups
According to the arrangement of the event organizer, the president's office or human resources center will issue a registration notice in the company, and the company will organize employees to participate in activities to improve their physical fitness, such as marathon and Arbor Day.
4. Literary and artistic activities
In order to give full play to employees' strengths and advantages, various literary competitions, such as calligraphy competitions, can be held from time to time.
Competition, photo contest, poetry reading contest, speech contest, etc. ; Cultural performances can also be arranged for major festivals to encourage employees to participate.
(4) Activities of molecular companies
According to the plan of the group, each subsidiary flexibly arranges the employee activities of the molecular company, which really plays a role in strengthening employee communication and improving cohesion.
Fifth, establish a training system for college students
With the progress of the times and the development of society, college students have increasingly become the focus of competition for talents by major enterprises. Facts have proved that a perfect college student training system can activate the company's existing talent mechanism and reserve talents for the company's subsequent development. Similarly, the establishment of a perfect and effective training system for college students also needs the strong support of all levels of the company. Personality is the middle and high level of the company and shoulders the responsibility of cultivating college students, so we should pay more attention to the establishment of this system.
(1) Training time and arrangement
(2) Training requirements
1. All department heads and tutors must be middle-level or above leaders of the company;
2. Each tutor needs to sign a training agreement, and the post-training of employees is linked to the performance and salary of the tutor;
3. The employee's month-end plan and summary need to be carefully read and guided by the instructor to ensure that the training plan and summary are not a mere formality;
4. Regularly evaluate the training status of tutors, reward excellent tutors and rotate unqualified tutors to ensure that the tutorial system is implemented;
5. The position and salary of employees are linked to the performance of employees during the training period.
Six, the internal lecturer system construction
More and more enterprises begin to pay attention to the importance of internal lecturers and set up their own internal lecturers within the company. Internal lecturers are familiar with the current situation of the company and can be trained accordingly. The training materials are closer to actual combat and convenient for employees to use effectively at work.
The establishment of the internal lecturer system is mainly divided into the following aspects:
(a) Selection of internal lecturers
1. Requirements: identify with the corporate culture of XX Group; Engaged in their own work for more than 3 years, employment 1 year or more; Basic presentation and language skills; Willing to share, etc
2. Fill in the internal lecturer application form and report it to the Human Resources Center for review by means of department recommendation and employee recommendation;
3. The employees who pass the examination will prepare 10-30 minutes PPT to give a trial lecture on any topic, which will be reviewed by a professional jury to finally determine the internal lecturer;
4. Issue the letter of appointment for internal lecturers of XX Group signed and sealed by the chairman, and enjoy the welfare measures for internal lecturers.
(b) Training of internal lecturers
1. Conduct professional TTT course training for internal lecturers to enhance their professional skills and teaching potential;
2. Organize internal lecturers to share salons and reading clubs, so as to enhance the sharing potential of internal lecturers;
(C) internal lecturer incentive assessment
1. For internal lecturers, class hours are rewarded according to the training management system of XX Group, and different class hours incentive policies are formulated according to the feedback form of effect evaluation;
2. At the end of the year, select outstanding internal lecturers in a unified way, issue annual outstanding internal lecturer certificates, and give cash rewards;
3. Give priority to external training courses;
4. Linked to promotion;
(d) internal instructor rotation
Eliminate and rotate the internal lecturers who fail to meet the assessment standards to ensure that the internal lecturers have sufficient resources.
Seven. External training
Due to the business development needs of the company, in order to meet the multi-level training needs, departments or individuals put forward training needs, which are signed by relevant leaders and reported to the human resources center. The HR Center shall contact foreign training institutions or contact the HR Center for approval before implementation, and sign a training service agreement according to the training management system of XX Group.
Human Resource Center
65438+Xxx February XXX