According to the specific situation of the company, there are two schemes: one is to set up an induction training course for senior executives once a quarter, with high specifications and less frequency. In addition to classroom teaching, there will be symposiums and dinners after the meeting; The second is to start classes from new employees at the grassroots level. Logically speaking, executives to bosses are employees, and executives and bosses are also from grassroots employees. It is not a problem to follow the training sequence of new employees, but the training should be targeted.

First of all, the senior executives confirm their intentions in the interview, and when they finally report for duty, they will inform the company (especially the boss) of the importance attached to training, the importance of new employee training and the professionalism of lecturers in the company, and issue training notices in a unified manner. If supervisors want to apply for training leave, they can write a training leave for their boss to sign. Our boss usually gives important instructions: agree to leave the job and allow them to apply for the next training. In this way, it is much easier for us to do things. In addition to general training, we need to customize personalized training plans. Some strategic contents need to interact with the boss, senior management and new senior management to help them adapt to the environment as soon as possible and integrate into the team, which will help them to exert their work energy with rich personality characteristics in the later period.