Training and development of enterprise employees Four steps of new employee training: A relatively powerful enterprise should introduce a group of college graduates every year, and then cultivate them like "treasures", hoping that they will grow into the pillars of the enterprise in the future. Moreover, the high turnover rate of new employees every year makes many enterprises have a headache. After graduates enter the enterprise, they often stay for a period of time, and there will be a job-hopping peak. Because young people entering the society are inevitably idealistic, they will find that the reality is not as perfect as expected after work, and it is easy to have a psychological gap. Of course, this is related to college students' lack of understanding of society and enterprises and their immature thoughts, but the initial training mode of enterprises for new employees is also a very important reason. Different training methods will produce different effects. Good training methods can guide and help college students to understand the enterprise correctly and objectively, and then keep their hearts! As a world-class brand-name enterprise, Haier recruits thousands of college students every year, but the turnover rate has been very low, and most of those who leave are eliminated (Haier implements the principle of 10/ 10, rewarding former 10% employees and eliminating 10% employees), and most of the truly outstanding employees will stay. So how does Haier train new employees?

& ltP align = left & gt Step 1: Let employees put their mentality flat and steady.

& ltP align = left & gt This first step is very important. Some enterprises can't wait to instill their corporate culture or professional skills into fresh graduates and force them to accept them. I hope they can come in handy as soon as possible, regardless of their feelings. When graduates arrive in a strange and completely different environment from the school, there are always some concerns: whether the treatment is in line with the promise; Will it be taken seriously; Whether the promotion mechanism is beneficial to oneself and so on. In Haier, the company will first affirm the treatment and conditions, so that newcomers can put down their "hearts" and have a "bottom" in their hearts. Next, there will be a meeting between old and new students, so that brothers and sisters can express their feelings about Haier with their own personal experiences and let new employees know Haier objectively as soon as possible. At the same time, the competent leaders of the Human Resources Center, the Cultural Center and the Tourism Division will attend the meeting at the same time, have face-to-face communication with the newcomers, solve their doubts, avoid Haier's existing problems, and encourage them to find and ask questions. In addition, it also communicates with employees on how to carry out career development planning, promotion mechanism and life. Let employees really put their minds at rest and realize that there is no enterprise without problems, and enterprises develop in the process of finding and solving problems. The key is to recognize whether these problems are in the process of enterprise development or in the mechanism itself, so that new employees can face up to Haier's internal problems and not go to extremes. You know, no one will jump ship at will, often thinking to extremes, and will be "forced" to leave when there is no turning back. & lt/P & gt；

& ltP align = left & gt Step 2: Let employees speak their minds.

& ltP align = left & gt Although employees can accept things that are not suitable for their ideals, it does not mean that they can accept them calmly. At this time, we should encourage them to express their ideas, whether they are reasonable or not. Letting employees speak freely is the best way to solve contradictions. If you don't even know what employees are thinking, there is no pertinence in solving problems. Therefore, it is necessary to open a "green channel" for them so that their ideas can be reflected in the first time. Haier issued a "rationalization proposal card" to every new employee, and employees can put forward any ideas, regardless of system, management, work and life. Haier will immediately adopt and implement rationalization proposals, and will give certain material and spiritual rewards to the proponents. And give a positive response to inappropriate suggestions, because this will let employees know that their ideas have been considered, they will feel respected, and they will dare to speak their minds. & lt/P & gt；

& ltP align = left & gt Among the suggestions and questions put forward by new employees, some actually reflected the problem of "the mesh of mosquito nets is too large", which also shows that Haier's work is quite in place from one side. However, some enterprises have not done enough: fresh college students are dissatisfied, because the treatment they get after coming to the enterprise does not match the promise they made when recruiting. This kind of dissatisfaction is not a big deal at first, but a natural reaction after employees come out. However, this enterprise did not eliminate this kind of dissatisfaction well, but caused the new employees' emotions to intensify, which led to the new employees blocking the boss in the office and demanding an answer. The boss came out and said, "You can do it if you want, or you can leave if you don't want to!" " ! If employees are regarded as "beggars" at work, what reason do employees have to stay? & lt/P & gt；

& ltP align = left & gt Step 3: Let employees "cultivate" their sense of belonging.

& ltP align = left & gt It's a great pleasure to speak up, but it's just a matter of "standing at attention". If you have a problem, you may feel dissatisfied and lost. In fact, you don't regard the problem as your own "housework" conceptually. At this time, you should help employees change their ideas and cultivate their sense of belonging. Let new employees treat themselves as "outsiders". Haier's own culture gives employees a sense of attraction and belonging, which is not as rumored by the outside world. It seems that Haier has no humanization except strict management. "Haier people want to create emotions", this sentence is moving all the time in Haier. The leader's concern for new employees is really meticulous. Do you think that when new employees are in military training, the leaders of the human resources center will fill their cups with sour plum soup one by one so that they can drink it as soon as they have a rest? Do you think the vice president of the group came back from other places specifically for the Mid-Autumn Festival with new employees? Do you think that all the group leaders and employees have such a wish-"I hope you can get out of the single dormitory as soon as possible" (looking for someone)? Haier also celebrated the birthday of new employees, and everyone got a warm cake and a beautiful gift. CEO Zhang Ruimin also specially took half a day to get together and communicate with more than 700 college students. For college students who have been wandering for a long time and have gradually blurred the concept of home (generally living in school since high school), everything Haier has done has helped them find their home again! Step 4: Let employees build their professionalism.

& ltP align = left & gt When an employee truly recognizes and integrates into the enterprise, it is necessary to guide employees to establish a professional spirit and let them know how to create and realize their own value. Haier's training for new employees includes not only initial induction training, but also a series of trainings, such as disassembly practice, departmental practice and market practice. Haier spent nearly a year training new employees in an all-round way, with the aim of making employees truly become healthy cells in Haier, sharing the same fate with Haier. & lt/P & gt；

& ltP align = left & gt Haier actively guides employees to turn their attention to their jobs by setting up a typical form, turning the mission of the enterprise into their own responsibility, sharing worries for the enterprise and trying to solve problems instead of simply asking questions. Now Haier's new college students are still in the primary training stage, just finished the introductory training and entered the stage of disassembly practice. But many people have entered the "role". They spend their weekends visiting shopping malls and specialty stores, observing Haier's booth, investigating the performance of direct sellers, finding problems and reporting to superior leaders; Others found defects in Haier's products or services in the process of chatting with W ... w……& l ordinary citizens, and recorded the customer's name, address, telephone number and other information and reflected it to Qingdao Industry and Trade. ...

& ltP align = left & gt In short, since college graduates have just entered the society from school, the initial training methods of the company are particularly important. Managers should adopt skills and methods that can be combined with the actual situation of the company, so that employees can experience and express, and training can become an active behavior of employees.