He Yi believes that, first of all, new employees need to be defined or classified, and employees who cannot work independently cannot stand on their own feet. New employees are divided into two categories: one is the new employees who have no workplace experience and the other is the new employees who have the same or similar work experience; For the first kind of new employees, we need to start from the growth stage of new employees, including four stages: entry adaptation adjustment period, apprenticeship period, full-time employment period and independent post work. The training of new employees needs to be designed and customized according to each stage and different characteristics. The training of new employees can be divided into four stages: knowing the enterprise, knowing the post, knowing the work and producing results; Understanding the enterprise stage, the training content mainly includes: introduction of industry and enterprise characteristics, introduction of enterprise culture, learning of rules and regulations, employee manuals and norms, and sharing of experience in enterprise internal career development benchmarks. In the post awareness stage, the training content includes: the core objectives of the post, the reporting relationship of the post in the organization, job responsibilities, post-related equipment, tools (hardware and software), skills and experience corresponding to the post, etc. In the cognitive work stage, the training content includes: post positioning, operation specification, workflow, standard problem solving, planning, summary, communication, time management, teamwork and other general skills learning; In the stage of delivering results, the training contents include: target management, self-management, result-oriented thinking, independent analysis and thinking ability, understanding and judgment ability, and application ability. Different stages of training content correspond to different training methods, such as self-study, classroom, case discussion, expansion, practice, action learning and so on. In short, it needs overall planning and step-by-step implementation, and the key is to track and evaluate the learning effect. Promote the growth of newcomers and promote the rapid integration of new employees into the organization.