In the online basic learning stage, the basic knowledge such as enterprise organizational structure, departmental responsibilities, digital transformation status, rules and regulations, industries, product introduction, etc. will be made into online videos, pictures and texts, accompanied by corresponding scenario case analysis, homework and test questions.
The more interesting way is to connect these contents in series through checkpoints on the digital learning platform, which is more and more difficult, and design and package them in a gamification way. Students are encouraged by the points in the process of learning to answer questions, get corresponding titles after the task is completed, and rank the points and levels personally. Students can choose their opponents in the PK leaderboard for PK; You can also initiate PK and wait for the system to automatically and randomly match opponents. Students participating in PK can get the title of stage according to the winning rate.
Finally, the backstage will record all the performances of the students during the customs clearance, generate their own you portraits, and share the actual information with the students. Match personalized project participation portraits for students, so that students can feel the feeling that the project is tailored for themselves, enhance their sense of belonging to the organization, and at the same time enhance their enthusiasm for sharing the project.
The second stage focuses on empowerment.
The core goal of this stage is to improve professional quality and team integration, and design offline courses of centralized training from the dimensions of corporate culture, team development, professional skills and professional skills.
At the same time, by organizing colorful theme activities or expanding competitive events, we can help new employees to constantly show themselves, learn teamwork through experience, communicate and cooperate closely, promote team integration, strengthen mutual understanding and trust, develop friendship and shape the team spirit of new employees.
The whole process of offline concentration can be managed through digital learning platform. According to the training stage and the way the project is embedded in the project, we can clearly see the whole learning path and flexibly match the learning tasks covered by the path, including registration, punching, research, live broadcast, after-school homework, evaluation, action learning counseling and so on.
There are also various notifications, project push, learning reminders, statistical analysis of task completion, etc. To make training management more efficient. Students can also carry out social learning activities such as team building, pk ranking, forum exchange, posting and voting, etc. In the end, all learning projects can be completely deposited in this area, which is convenient for later review and reuse.
The third stage of on-the-job internship
After the first two stages of melting, new employees will really go to the post for internship, so we arrange tutors to teach in time, so that the tutors can accompany them and guide them to escort the newcomers to adapt to the post smoothly. Of course, before this, many enterprises will also carry out corresponding training for tutors, including the mentality and skills of teaching. Tutors play a particularly important role in whether newcomers can stay in their posts.
At this stage, you can also use the digital learning platform for assistance, from the mutual selection of mentoring, signing agreements, making counseling plans, process tracking, answering questions, and mentoring mutual evaluation. The whole teaching process is clear, controllable and traceable, which can effectively integrate new employees, tutors and training managers, help students adjust their goals in time and improve their post competence.