How to design the new employee training management system, and what does it specifically include?

Reprint the following information for your reference.

Five aspects of the construction of internal training system for new employees

In the past business experience, it is often found that there are several problems in the training of new employees in enterprises: small enterprises basically have no induction training (they formally take up their posts after a simple interview with the boss or department manager, and gradually become familiar with the enterprise and understand the products in their work); For large enterprises, induction training is streamlined (first introduce corporate culture and product knowledge, and then let you "learn" a lot of systems and reports). The former has no training or loose training, while the latter is too procedural and impractical!

The construction of internal training system is a systematic project, especially the training of new employees is an important part. Constructing a perfect internal training system for new employees can not only quickly let new employees know about the enterprise, integrate into the enterprise and enhance the team's combat effectiveness; It can also make the growth genes of enterprises evolve and improve in the collision with the original culture of new employees (resigned enterprises). Of course, a perfect internal training system for new employees should also be a recruitment assessment process to assess the ability of new employees.

The construction of internal training system for new employees should include internal training process planning, internal training team construction, internal training course design, internal training control and internal training evaluation system construction.

In order to quickly transform new employees into enterprise productivity, the induction training of new employees should include centralized training, departmental rotation training, one-to-one communication, on-the-job training and post-training evaluation.

First of all, in order to facilitate new employees to quickly understand the enterprise, they should comprehensively introduce and train the connotation and extension of enterprise culture, product knowledge (product series and selling points), enterprise organizational structure, departmental functions and job responsibilities, so that new employees can have a general understanding of the enterprises and positions they will serve.

As the internal training department of an enterprise, we can give a general training on the knowledge structure, culture, structure and function of new employees. However, it is obviously not enough for new employees to deeply understand the operation process of the enterprise and participate in the operation process of the enterprise quickly. These trainings are boring and abstract (even people with rich industry experience think that they are similar and form a contradictory acceptance). Therefore, after regular intensive training, departmental rotation training is particularly important.

Letting new employees go to the functional departments they will come into contact with in the future to receive departmental rotation training can not only deeply understand the operation process of the enterprise, but also form initial contact with relevant departments, which is convenient for cross-departmental communication and coordination in the later period. For example, new employees go to human resources to accept the process management of entry and exit, which can implant the standardized management of enterprises into the entrants; Going to finance to accept the management of financial system and reimbursement process can avoid illegal operation in the process of market operation; Go to the marketing department for rotation training to understand the strategy and operation of the enterprise; Go to the sales department for rotation training to understand the relevant statements and management systems of the enterprise; Go to the customer service department for rotation training to understand the daily customer service questions and the standard words to answer customer objections. When a new employee completes comprehensive departmental rotation training, he can basically integrate into the actual operation of the enterprise.

Each enterprise has its own unique cultural characteristics and operation mode, and its strategic concept and operation tactics are even more inconsistent. The market operation ideas and behaviors formed by new employees under the original corporate culture and strategic management will inevitably collide and conflict with the new corporate culture, operation mode, market strategy and ideas.

At this time, new employees will form uncomfortable fears and incomprehensible doubts; Communication is the most effective way to eliminate fears and doubts. At this time, one-on-one communication is particularly important.

Arrange special personnel to communicate with new employees on induction training in stages, which can answer questions for employees in communication, let them know more about enterprise strategy and culture, and gradually accept the operation mode and behavior of new enterprises; And in communication and answering questions, let newcomers gradually adapt to the behavior of new enterprises and relieve their fears.

An employee who understands and integrates into the enterprise through training and exchange may not be able to fully adapt to the enterprise, but also needs to be honed in practice. At this stage, many enterprises think that they have basically completed the internal training of new employees, so they will arrange positions directly. Many problems will inevitably be exposed after taking up their posts. This effect will be much better if an "on-the-job training" stage is added before new employees officially take up their posts.

Arrange the new employees to the same post that they will take office, let the enterprise post experts actually guide the post operation of the new employees or let the new employees observe the post operation of the post experts, so as to actually solve the practical operation ability of the new employees.

A newcomer, from centralized training within the enterprise to on-the-job training, has to go through several processes, such as training, rotation training, one-on-one communication and on-the-job training, and will come into contact with internal trainers, department managers, communicators and post experts. At this time, the human resources department requires relevant personnel to evaluate the new students in real time, especially to make a post internship evaluation report for professionals who participate in on-the-job training; Then, the person in charge of the enterprise has basically completed the evaluation of the new person's post-holding ability.

Some leaders of small and medium-sized enterprises may think that this comprehensive setting of new employees is too complicated to implement; That was not the case. When I am in charge of the local market, I often solve this problem through "teaching".

Training, rotation training, one-on-one communication and on-the-job training will be completed by an excellent employee; In other words, existing employees should choose excellent employees with certain management literacy and communication skills, and let them guide newcomers to complete this training work in practical work. This makes me fully realize the importance of the construction of internal trainers.

Enterprises want to fully complete the construction of "internal trainer team"; First of all, we should set up a virtual "internal training college" within the enterprise (if the enterprise is big enough, we can directly set up a physical internal training college). After the construction of the internal training college is completed, the senior management of the enterprise will be invited as the dean or honorary dean to coordinate the participation of relevant departments and enhance the authority of the college. And in human resources, marketing and other departments to deploy or hire someone to be responsible for the actual operation of the internal training college.

After the enterprise's "internal training college structure" is completed, it can be recommended by branches or departments or individuals, reviewed by branch or department managers and other relevant responsible persons, and finally submitted to the Human Resources Department for review and confirmation.

Personnel with internal training qualifications will be evaluated through trial lectures, courseware development and overseas training. Those who pass the examination will be officially hired as the official internal trainer of the enterprise, and will be awarded the certificate of "internal trainer" of the enterprise internal training college.

Implement comprehensive "3T" training (trainer training) for internal trainers hired by enterprises; After the training, you can arrange jobs.

At the same time, according to the actual training times, duration and the quantity and quality of courseware developed by internal trainers, the reward mechanism for internal trainers is formulated; In the actual internal training, the internal trainer scores according to the students' scores; Only in this way can the professional quality and internal training level of internal trainers be continuously improved. Gradually improve the quality of internal training in enterprises.

In the process of induction training for new employees, the design of internal training courses is particularly critical, and whether the internal training courses are comprehensive or not will directly affect the internal training effect of enterprises. The internal training course is a process of gradual development, accumulation and perfection; You can learn from it in the early stage, and then gradually develop, accumulate and improve it according to your needs; Finally, it will form its own internal new employee training theme library.

The construction of internal training control and evaluation system is a way to help enterprises gradually improve their internal training system. Enterprises can gradually evaluate and evaluate the internal training system and structure through the construction of internal training structure, internal training questionnaire, internal trainer evaluation, and internal training assessment for newcomers.

The internal training of new employees in enterprises should be standardized in process, improved in structure and curriculum design, and constantly corrected in implementation and evaluation. Then, the internal training system of new employees will gradually take shape, which will play a positive role in boosting the development of enterprises!