First, the purpose of induction training:

1, so that new employees have an all-round understanding of the company, have some knowledge and recognition of the company's occupation and corporate culture, strengthen career choice, and understand and accept the company's language and code of conduct;

2. Let new employees know their job responsibilities, tasks and goals, master the essentials, working procedures and working methods, and enter the post role as soon as possible.

3. Help new employees adapt to work groups and norms; Encourage new employees to form a positive attitude.

Second, the training object:

Three. During the training:

The induction training period for new employees is 1 month, including 2-3 days of full-time intensive training and later on-the-job guidance training. The human resources department determines the training date according to the specific situation.

Fourth, the training method:

1. Off-the-job training: The Human Resources Department will formulate training plans and programs, and organize their implementation in the form of centralized lectures.

2. On-the-job training: The person in charge of the new employee's department compares and evaluates his existing skills with the skills required by the job, finds out the gap, determines the training direction of the employee, and designates a special person to implement training guidance, and the human resources department tracks and monitors it. You can take daily work guidance and one-on-one counseling.

Verb (abbreviation of verb) training materials

Contents of intransitive verbs induction training:

1, company profile (company history, background, business philosophy, vision, mission and values)

2. Organization chart;

3. Overview of the industry where the organization is located;

4. Overview of welfare portfolio (such as health insurance, holidays, sick leave, retirement, etc.). )

5, performance evaluation or performance management system, that is, the way of performance evaluation, when, who will evaluate, the overall performance expectations.

6. Salary system: how to pay on the payday;

7. Labor contract, welfare and social insurance, etc. ;

8. Job description and specific job specifications;

9, employee physical examination schedule and physical examination items;

10, career development information (such as potential promotion opportunities, career channels, how to obtain career resource information)

1 1, employee handbook, policies, procedures and financial information;

12. Obtain company access cards and badges, keys, e-mail accounts, computer passwords, telephones, parking spaces, office supplies, etc. ;

13, familiar with internal personnel (superiors, subordinates and colleagues of this department; Heads of other departments, main cooperative colleagues)

14, dress code;

15, official etiquette, code of conduct, business secrets, professional ethics

16, activities outside work (such as sports teams, special projects, etc. ).

Seven, training assessment:

The examination during the training period is divided into two parts: written examination and application examination. Full-time training is mainly based on written examination, while on-the-job training is mainly based on applied examination, each accounting for 50% of the total assessment results. The written test questions are provided by teachers, and the human resources department prints the test papers uniformly; Application evaluation examines the application of training knowledge or skills in practical work and the improvement of performance and behavior of trained employees through observation and testing, and is evaluated by the leaders of the department, colleagues and human resources department.

Eight, the effect evaluation:

Through direct communication with trainees, teachers and heads of training departments, the Human Resources Department and the departments where new employees work have formulated a series of written questionnaires for follow-up after training, so as to gradually reduce the deviation of training direction and content, improve training methods, make training more effective and achieve the expected goals.

Nine, training work flow:

1. The human resources department coordinates the entry index and entry time according to the manpower demand plan of each department, determines the training time according to the scale of new employees, and formulates specific training plans; And fill in the "Full-time Training Plan for New Employees" and submit it to the Human Resources Center and relevant departments;

2. The Human Resources Department is responsible for coordinating relevant departments to organize and manage the whole training process, including fund application, personnel coordination and organization, venue arrangement, course adjustment and progress promotion, training quality monitoring and guarantee, training effect evaluation, etc.

3. The Human Resources Department is responsible for conducting a feedback survey on the trainees at the end of each training session, filling in the Feedback Form for Induction Training for New Employees, putting forward suggestions for improvement of the courses and instructors within seven days according to the opinions of the trainees, and sending the feedback form to the instructors for reference;

4. The teacher will come up with an improvement plan within seven days and fill in the teacher feedback information form and submit it to the Human Resources Department for consideration;

5. The Human Resources Department shall submit the summary and analysis report of this training within one week after the centralized off-job training for new employees, and submit it to the President for review;

6. After centralized off-the-job training, new employees are assigned to relevant departments to receive on-the-job orientation training (on-the-job training), and the heads of each department designate instructors to implement the training. After the training, they fill in the Record Form of On-the-job Training for New Employees and report it to the Human Resources and Knowledge Management Department;

7. The Human Resources and Knowledge Management Department shall assign special personnel to conduct irregular follow-up and guidance during the induction training of new employees.

New employee training plan 2

I. Purpose of training

This scheme belongs to one of the induction systems for new employees. It aims to help new employees quickly integrate into the company's corporate culture, establish unified corporate values and behavior patterns, understand the company's relevant rules and regulations, cultivate good work mentality and professional quality, and lay a solid foundation for competent work.

1. Provide accurate and relevant company and position information for new employees, and enhance the confidence of sales staff to enter the market.

2. Let new employees know about the company's product knowledge and enter the working state faster.

3. Let new employees know about the company's history, policies and corporate culture, and build confidence and expectations for the company.

4. Let the new employee feel the company's welcome to him, and let the new employee have a sense of belonging.

5. Let new employees understand their job responsibilities and strengthen the relationship between colleagues.

6, improve the salesman's ability to solve problems and provide ways to seek help.

Second, the responsibility of the trainer.

1, the new job must be taught and guided wholeheartedly.

2, according to the new training time in the process, performance evaluation and skill evaluation.

3. Trainers should promptly report the performance of new employees to the Administration Department.

Third, new employees.

1, strictly abide by the company's rules and regulations.

2. Accept the guidance and arrangement of the trainer with an open mind.

3. Strictly implement post operation standards and systems.

4. Submit the work contents, work achievements, suggestions and personal experiences of this position to the Administration Department in written form every week and month.

Fourth, the new salesman training schedule

New employee training plan 3

I. Guiding ideology

In view of the weak adaptability, innovation and promotion ability of employees, combined with the company's overall development strategy, we will vigorously promote the quality improvement project of employees, highlight the training of high-skilled and high-tech talents and the reserve training of professional and technical forces, and provide suitable human resources for the company to establish excellent enterprises with sustainable competitiveness.

Second, the preparation principle

(a) the combination of strategic training, applicability training and improvement training.

(two) for all staff, highlighting the key points.

(3) Centralized management, overall arrangement and clear responsibilities.

(4) Revitalize resources and pay attention to actual results.

Third, the main task of training

(1) Combine the company's new technologies, new equipment and new processes, take career development as the driving force, take skill appraisal as the means, and take skill training, technical competition and mentoring system as the carrier to vigorously promote the cultivation of high-skilled talents.

1, set up training courses for refining, continuous casting, steel rolling, welders and instrument technicians (including senior technicians, technicians and default technicians), with the number of trainees * * *; Training courses for welders, instrumentalists, boilers, steam turbines and other senior workers were held.

2, high standards, strict requirements, conscientiously do a good job in the company locksmith, crane workers and other general jobs and some industries of young workers skills competition training, training company-level technical experts. At the same time, according to the requirements of the country, province and industry, organize the selection and training of participants in relevant post skill competitions, and train 2 technical experts at or above the provincial level.

3. Vigorously implement the training project of skilled personnel.

Based on reality, all units provide 1 employee with rich theory and strong writing skills as assistants for experienced skilled talents (special technicians, responsible technicians, etc.). ), forming a team of 1 excellent skilled personnel and 1 highly educated assistants. Tutors impart practical experience to assistants, and assistants help tutors improve their theoretical knowledge and sort out their operating experience, know-how and experience.

4. Select 50 backbone operators for pelletizing shaft furnace, blast furnace, converter, continuous casting, refining and rolling. Go to related similar enterprises for on-site follow-up training to learn and understand advanced operation techniques and methods.

(two) make full use of internal and external resources, and vigorously carry out continuing education and technical upgrading training for professional and technical personnel.

1, play the role of training center, and offer training courses such as computer application promotion, computer three-dimensional drawing, hydraulic technology, frequency conversion technology, plc and English at different levels.

2, combined with the development of new products, there are plans to hire experts at home and abroad to teach "knowledge", to carry out technical lectures; In combination with on-site technology and equipment, experts from equipment manufacturers are invited to the company for on-site training in high-level hydraulic technology, frequency conversion technology and special instruments, so as to promote the promotion of new technologies and new processes.

3. Intensify overseas training, send 100 outstanding professional and technical personnel to the company and other foreign advanced enterprises for corresponding job training, and send 100 outstanding professional and technical personnel to relevant domestic enterprises and universities to study, improve professional and technical level, and provide intellectual guarantee for the company's technological progress and technological transformation. (1), Guiyang Guopei plans to set up a traditional culture training program for the first time (2), how to make employees interested in the training program (3), six-step training program design (4), middle management training program (5) and project management training experience (6), why? (7), efficient project execution training (8), benefit analysis of enterprise project management training (9), six steps of simple and uncomplicated training project design (10) and six steps of simple and uncomplicated training project design.