Time flies, and our staff training has entered a new stage. There must be a lot to plan. It is estimated that many people think a lot, but they can't write it. The following is a model essay of employee training work plan that I have carefully arranged, hoping to help you.

Employee training work plan model essay daquan (1) human resources are important strategic resources of contemporary enterprises, and effectively cultivating, using and tapping human resources is the key factor for enterprises to survive and develop in the fierce market competition in the future. As the source of this resource, new employees in enterprises must be effectively controlled and guided to make it an important driving force for enterprise development. In order to achieve this goal, this training plan is specially formulated.

I. Purpose of training

(a) to provide accurate company and work information for new employees, and to clarify their job responsibilities and contents;

(two) to make new employees understand and clear the work process, quickly enter the work role, undertake the task;

(3) To convey the company's corporate culture to new employees, so that they can quickly integrate into the company's working atmosphere, reduce the initial tension and find a sense of belonging to the company;

(4) Inform the company of policies related to human resources, show the work vision plan, give employees confidence in their work, promote employees to define their development paths and sort out their development goals.

Second, the basic process of training

Third, the training organization structure:

The leader in charge of human resources in the company is the highest person in charge of training, responsible for determining the employee training plan, approving the hired external lecturers and determining their fees;

The person in charge of human resources is the direct coordinator of training, responsible for formulating employee training plans, approving employee training plans, approving internal lecturers and organizing training;

External lecturers are external trainers hired by the company, including professionals in related fields and relevant personnel of regulatory agencies, whose main role is to promote business development and make employees clear about the basic requirements of relevant structures for posts;

The internal lecturer is an excellent person in the company, who has a clear understanding of the basic contents of the company, skilled business experience and good expression skills.

Four. Training contents and methods

(1) training content

The training contents of the company mainly include: basic knowledge training and professional knowledge training.

1, basic knowledge training:

The main contents of this part are divided into the following points:

Brief introduction of the company's development: introduce the company's development history, so that new employees can fully understand the company's development process, understand and master the company's business history, and clarify the responsibilities and contents of each unit; (See Annex I for details of training)

Company management system: introduce the main contents of the company's main management system, and understand the company's basic requirements for employees and various work management methods; (See Annex II for details of training)

Company's human resources system: introduce the company's human resources related regulations, so that new employees can understand the company's salary and welfare requirements and settings, and clarify their rights and obligations; (See Annex III for training contents)

Corporate culture: introduce the emergence and development of corporate culture, so that employees can understand and maximize it.

Can be integrated into corporate culture. (See Annex 4 for training contents)

2, professional knowledge training:

Professional knowledge training is the focus of training, and its purpose is to make employees clear their jobs, correctly master the workflow and accurately use various tools through training. (See Annex 4 for training contents)

(2) Training methods

Training is mainly divided into centralized training and on-the-job training.

1, centralized training:

Bring all new employees together for basic knowledge training, mainly taught by company lecturers.

2, on-the-job training

According to new employees' respective positions, relevant personnel will guide them, and conduct simulation operations and drills, so that new employees can master the knowledge of this position as soon as possible, so as to be aware of it and cope with it freely.

Centralized training and on-the-job training should be conducted according to the actual situation. On-the-job training should be carried out within three days of the employee's employment; Centralized training can be adjusted according to the degree of concentration of employees, in principle, at least once a year.

Verb (abbreviation for verb) training evaluation and feedback

(a) Training evaluation

Training assessment is divided into two parts: basic knowledge assessment and professional knowledge assessment:

1. Basic knowledge assessment shall be organized by the company's human resources supervisor within three days after the company's collective training. The examination of basic knowledge is mainly conducted in the form of examination paper, which mainly includes the relevant contents of "basic knowledge" and the communication process of each unit in the company.

2. The professional knowledge assessment is organized by the business department and completed within one month after the new employee joins the job. Professional knowledge assessment can be carried out through examination papers, practical operations and other ways, focusing on the basic knowledge and basic process mastery of new employees.

2. Feedback

1. The assessment results should be fed back to employees in the form of written notice, and incorporated into employee files, which will be kept as important materials for employees' inspection, and relevant departments should respond to employees' questions in time;

2. Employees who fail the basic examination should know the relevant situation in time, decide whether to make up the exam, conduct retraining and persuade them to leave;

3. For employees who fail to pass the professional examination, the department head should conduct an interview, grasp the reasons and decide whether to retrain or discourage them;

4. After the assessment is completed, anonymous questionnaires should be distributed to employees to assess the rationality and attractiveness of the training content in time, which will serve as an important reference for continuous optimization and adjustment of training.

Training budget of intransitive verbs

The main training cost of the company is the cost of lecturers.

Internal lecturers: It is suggested that the lecturers of basic knowledge be given a subsidy of 100 yuan per class; On-the-job course lecturer 150 yuan/personal expense subsidy.

External tutor: pay at the agreed price.

The estimated annual cost is: yuan.

Model essay on employee training work plan (II) I. Training purpose

1. Let new employees know the company profile, rules and regulations, and organizational structure, so that they can adapt to the working environment more quickly. 2. Familiarize new employees with new job responsibilities, work processes, work-related knowledge and the basic qualities that the service industry should have.

Second, the training procedures

1, when the number of people is large and the education level and age structure are relatively concentrated, the human resources department of the company will conduct training and assessment together with the heads of various departments. (Regular: once every three months)

2. When the number is small and scattered, the specific employing department shall be responsible for the training, and the training results shall be confirmed in written form by the unit and employees. (Irregular training)

Third, the training content

1. Pre-job training of the company-training materials prepared by the human resources department. Mainly to welcome new employees; According to the characteristics of the company's industry, organizational structure, nature of work, relevant rules and regulations and the basic quality of the company's service industry, prepare a manual or explain it by a special person; Designate the manager or team leader of the new employee's work department as the tutor of the new employee's personal study; Answer questions raised by new employees.

2. On-the-job training of the department-the actual work department of the new employee is responsible.

Introduce new employees to department employees; Visit the work department; Introduce the environment and work content of the department and the special regulations of the department; Explain the job responsibilities, workflow and treatment of new employees, and designate a senior old employee to take care of new employees; Within one week, the department heads exchange views with the new employees, reaffirm their job responsibilities, point out the problems existing in the work of the new employees, and answer their questions; Evaluate the performance of new employees in one week and put forward some specific requirements for their next work.

3. Overall training of the company: the human resources department is responsible for issuing employee training manuals from time to time (briefly describing the company's history and present situation, and describing the geographical location and traffic situation of Beijing Liangkang Aiying Science and Trade Co., Ltd. in Beijing; Corporate culture and business philosophy of the company; The organizational structure and main leaders of the company, the functions of various departments of the company, the main service targets, service contents, service quality standards, etc. ; Relevant policies and benefits of the company, relevant rules and regulations of the company, and channels for adopting employees' rationalization suggestions; Answer questions raised by new employees. )

Fourth, training feedback and evaluation.

1. The training materials produced by the human resources department must be reviewed by the general manager's office of the company and submitted to the human resources department for archiving. The training of human resources department → department is conducted under the guidance of the general manager's office of the company. Every time the human resources department trains a group of new employees, it must complete a set of "new employee training" forms, and the training from department to human resources department should be closely linked to ensure seamless training.

2, the training implementation process should be serious and strict, to ensure the quality, pay attention to save all training materials, and pay attention to constantly modify and improve in the implementation process.

3. After the training results are checked by the Human Resources Department, they are reported to the general manager's office of the company. The general manager's office summarizes the training situation of the Human Resources Department and the new employees in this department every three months and feeds it back to the Human Resources Department. V. Implementation of new employee training

1. Call all departments to be responsible for training personnel, solicit the opinions of the participants on the implementation plan of the company's new employee training, and improve the training plan.

2, the company as soon as possible to come up with targeted training materials, the implementation of training candidates.

3. Publicize the "new employee training scheme" within the company, let all employees know about this new employee training system through various forms, and publicize the significance of carrying out new employee training.

4. All new employees must receive a centralized training in the company before they officially take up their posts (see the pre-job training of the Human Resources Department for the training content); Then go to the specific work department for training (see on-the-job training of the department for training content); The company can implement corresponding training materials and time according to the basic situation of new employees. In general, the training time is 1-3 days; According to the number of new employees, the overall new employee training is conducted irregularly, and the overall training time is one week. The qualified training list shall be reported to the human resources department of the company.

The company began to implement the new employee training plan from 20th.

In the past period of time, with the replacement of new and old employees, service and management have declined. Facing the pressure of the external market, in order to better cope with the increasingly fierce industry competition, improve the quality and professional skills of the company's employees, and to ensure the stable development of the company, the training plan for each store in July 20__ was specially formulated.

The training in July is divided into four weeks by month, and the training theme is set every week. The whole week's training work is centered around this theme, and the specific goals to be implemented every week are determined. The specific training theme and schedule need to be completed with the cooperation of the store and the head office, and the course arrangement is flexible. Each store department needs a special person to be responsible, and the personnel training department of the head office coordinates and arranges and is responsible for the inspection, supervision and implementation after the training to ensure the real benefits of the training.

I. Training methods

The registration form is initiated by the Training Department of the Head Office and carried out according to the training plan.

Second, the timing.

1. The course is divided into four weeks, and the training theme is set every week. On this basis, do special training once a week, and do team outdoor training activities once a month, so as to achieve gradual, continuous and effective training and constantly revise and improve the training effect;

2. This training: refers to the training course that runs through the whole month according to the monthly training application, quality inspection feedback, training feedback and store demand, and is flexible.

Third, join the training department.

Fourth, the venue arrangement

② Unified course training; The personnel administration department will notify the location arrangement in advance, mainly in Bujidian;

Verb (abbreviation of verb) coordination requirements

(1) After the weekly training theme is over, the store will organize a questionnaire survey of all-staff training evaluation, and every weekend, the store will organize a survey of all-staff training evaluation, and the head office will conduct on-the-spot tracking in the follow-up courses, and communicate with the store to adjust the courses according to the survey.

(2) In order to ensure that employees have a full rest and make the training achieve good results, each store department should arrange training courses reasonably.

Sixth, supervision and inspection.

① The overall training situation of the store will be used as the assessment basis. If the developed courses are not carried out on time and no extra time is arranged to make up lessons, the store will be deducted.

② The training department will follow up the store training with quality inspection to check whether the employees' mastery and training content can meet the needs of on-site work. The final effect of training can not be separated from the strong support and cooperation of various stores. I hope to get strong support from the store in terms of training awareness, time arrangement, venue implementation, meeting preparation and post-training supervision and implementation.

Purpose of the first stage training: basic service standardization training.

Train employees with the theme of basic skills and service standards that employees should master. Among them, employee business skills training can be used as a compulsory course.

1, business manual training. For example, the standards for placing items in floor boxes and public areas: sanitary standards for ashtrays, dice cups, trash cans, wine lists, wheat trays and cleanliness; The guest room dispatching process at the front desk, etc.

2.gfd etiquette standards: hairstyle standards, facial professional makeup standards, fingernail standards, work clothes and work cards, and leather shoes standards; Reception/service/telephone etiquette includes service posture and standing posture. The dominant attitude of hospitality, the tone and intonation of the standard response language to guests, etc.

3. Emergency training: specific case analysis training (shopping malls collect and reserve relevant cases to make teaching plans).

4. Excellent waiter management training: (PPT courses related to grassroots management improvement)

The second stage of training: team cohesion training.

1, corporate culture training;

2. Company system training: reward and punishment system, leave system and attendance management system.

3. Employees' loyalty to the enterprise, employees' life goals and career planning.

4. Sales personnel shall establish management, maintenance and quality service for customers.

5, salary grading related processes and basic skills training for employees.

The purpose of the third stage training is to improve communication.

1, departmental coordination and communication skills training

2. Professional skills training of functional departments.

3. Simple technical adjustment and simple processing application

4. Company system training: financial reimbursement system, material procurement system, personnel system, etc.

5, innovative thinking training

The fourth stage

1. Intensive training on basic skills of employees and related processes of salary grading.

2. Application of contract laws and regulations, application of official document writing norms, and application of office OA system.

3. Training and application of fire fighting knowledge

Model essay on employee training work plan (IV) Training theme: training loyal and happy employees.

Training purposes: keep pace with the times, be efficient and all-round, combine work with study, and make comprehensive evaluation.

Importance of training:

Training is important because:

Training is a filter-training can remove attitudes, concepts and behaviors that are not conducive to hotel development;

Training is a palette-training can improve employees' cognition and recognition of hotel culture and behavior;

Training is a magnet-training is conducive to improving the cohesion and competitiveness of hotels and promoting team spirit.

Training purpose

Our knowledge training:

Including the establishment background, geographical location, architectural style, business philosophy, business characteristics, customer situation, organization, rules and regulations, product knowledge and so on. Let employees have a comprehensive understanding and understanding of their home.

Courtesy etiquette training:

Including strict requirements on appearance, appearance, manners, expressions, eyes, language and movements, and how to respect the religious beliefs and customs of guests. Employees must be trained in etiquette and politeness knowledge, and master the requirements of the hotel for employees in the above aspects, so as to show respect for guests from time to time in future services.

Overall awareness training:

Consciousness determines people's behavior, and behavior forms habits. Therefore, when training employees, we should also cultivate their overall awareness, such as service awareness, role awareness, quality awareness, team awareness, obedience awareness and so on.

Business training

Staff business training:

It can be carried out from the aspects of knowledge and skills, and the knowledge should be sufficient, not too much and too deep, in order to help employees carry out their work smoothly; Skills focus on the specific operation process of this position, try to make employees master the necessary service skills, conduct basic emergency training for employees, and improve their ability to deal with unexpected problems.

Training of spiritual consciousness:

The staff training of modern hotels and guesthouses is not only the training of skills and skills, but more importantly, instilling the spirit or cultivating a certain concept into students. With a kind of spiritual support and superb skills and skills, employees will do better services.

Training process:

register

Distribute materials (guided self-study)

On-site inspection (***5 open books)

Performance feedback (regular)

On-site guidance (at any time)

Examination and certification (closed book)

Training content:

(1) Catering professional knowledge, including food, beverage, cooking, nutrition and food hygiene, tableware equipment knowledge, etc.

(2) Basic skills of catering service, including setting tables, folding flowers in meals, pouring wine, serving food, dividing dishes, etc.

(3) Service skills such as politeness, civility and adaptability,

(4) Mandarin and language skills,

(5) employee code, job responsibilities, operating procedures,

(6) Strengthen service awareness and implement the principle of "guests first, guests first".

(7) handling guest complaints, answering questions, case analysis,

(8) Social knowledge and psychological knowledge,

(9) Folk customs and common sense of life,

Employee training work plan model essay daquan (5) 1, training purpose:

Help new employees to start work quickly and enter the working state. At the same time, the training period is equivalent to the probation period, which can screen some employees who are not in line with the company's development and eliminate unqualified employees.

2. Training time:

Pre-job training for one week. The first stage, go to the production line and packaging workshop to participate in the corresponding work, familiar with products and workflow; The second stage is to go to the finished product warehouse, so that the warehouse administrator can demonstrate the teaching of inventory and distribution and be familiar with the indicators of products; The third stage is packaging and delivery, the purpose is to be familiar with the products, and the fourth stage is real computer operation and practical operation training.

3, customer service training content:

Product theoretical knowledge training and service skills training, as well as language attitude and online vocabulary training for different groups of people on the computer. (writing training materials and courseware)

4, training steps:

The first stage (one day):

Training room for corporate culture, rules and regulations, product theory and other training. Master the company's current situation, development direction, planning vision, management system, product technical parameters and functions.

The second stage (two days):

Enter the production workshop and packaging workshop to participate in the operation of the type of work, and at the same time learn the commodity knowledge according to the actual product. Mainly master the knowledge of raw materials, functions, characteristics, component names (functional specifications), specifications, scope of application, etc.

Stage III and Stage IV (three days):

E-commerce trading company service skills training studio. Spend a day learning customer service training materials; Use two days to combine online store trading background, Ali Want Want, Alipay, QQ and other software tools; Simulate practical operation exercises; Let new employees know the general transaction process through typical cases.