But in fact, many enterprises take a trip to the induction training process after joining the company, or simply skip it and do what they should do.
Training needs someone to do it, do research, plan, plan, make courseware, give lectures and even summarize. What's more, it may be necessary to hire external teachers or rent venues for special projects, which are explicit or implicit expenses.
What is even more embarrassing is that it is difficult to directly judge the effect, which leads many enterprises to think that training is of little use, and it is even more flattering to waste energy and money.
On the other hand, many enterprises want to do enterprise training, but they don't do it in the end, or they don't insist on it, or even become a mere formality, mostly because they have encountered problems and haven't solved them well. From the training itself alone, there will definitely be many difficulties in implementation:
1. For small and medium-sized enterprises, the staffing of human resources department is limited. If there are no people who know how to train, it is easy to create the Four Elephants by implementing the training mechanism. And because they don't know enough about the human resources department, they spend a lot of time on trivial work. Where do they have the energy to do training?
2. The training mechanism can be easily realized as the mode of "finding courses-finding teaching materials-finding lecturers". Searching online for "company training courses" and "induction training for new employees" can produce a bunch of ready-made courses and teaching materials, and then guest speeches can be regarded as training. Unfortunately, how effective is this implementation?
3. As a whole, if you don't pay attention to it or can't understand it correctly, let the training become a mere formality, or it will be rejected by the front-line departments, or it may be crowded out by other jobs at any time, just like physical education class is occupied by math classes;
4. Many enterprises pursue being tall and feel that training must be done well, so they invest tens of thousands of dollars, hire lecturers, rent venues and spend a day or two training. Can it match the actual needs of enterprises?
The above are just some easy situations, but in the actual implementation process, I am afraid there are far more than these.
The form of new employee training
Give priority to with classroom training. The company has a particularly large training room, which can accommodate 50 to 150 people, and all new employees are trained here.
The company has a unique method in cultural propaganda, paying special attention to ceremonies. For example, after a training class, many new employees get together, and then a leader with the highest position in China presides over the graduation ceremony. He will say a toast excitedly: "The elites of more than 1000 universities here welcome you to be the future leaders of XX Company." There will be applause below, which will make the students feel excited.
One book a day in each class. This thick textbook desperately instills a lot of information into employees in order to make them have a sense of change. Not that they have to remember what they said.
New employees play a leading role in the training organization. After a period of training, there will be some activities for everyone to use what they have learned to arrange some programs. But for these programs, no one will criticize that the understanding is incorrect. The company fully respects every new employee.
Important contents of new employee training:
1, introduction of functional departments
For example, new employees will be informed of the product design department, finance department, human resources department and so on. What is the function of each department? In this regard, we can invite the highest-ranking person in this department in China at that time. These new employees will be honored to see many people who have worked here for 15 years, making them feel that they will have to stay in this enterprise for more than ten years before they have a taste. In fact, this is an important purpose of the company's new employee training.
2. Introduction of company culture
Purpose, core values and principles. The practice of many companies is to send you a manual with our vision and core values. In fact, people don't understand. However, the company will repeatedly emphasize in the process of new employee training. Let employees turn this idea into belief.
3. Diversity
Everyone is different, there is no difference between good and bad. The company will establish a belief for employees: in an enterprise, a person's real success is to find his true self, that is, what you are best at, and then find the job you are best at until you succeed. Therefore, in the company, it is not a very serious thing to find that someone is not suitable for a certain position, but that he has not found a job that suits him. In addition, it will make new employees accept this phenomenon. The first impression is often incorrect, and everyone has his own style of doing things. Therefore, this aspect is included in diversity training.
4. Transitional management
New employees generally go through four stages in an enterprise-excitement period, shock period, adjustment period and stability period. In the training of new employees, the company will tell employees that you may see the good side now, but no one is perfect. Any company has shortcomings. Procter & Gamble, for example, has a large scale, and sometimes there are many decision-making procedures. This will allow new employees to smoothly integrate into the company.
5. Expenses and other reimbursement processes
Doing expense reimbursement training is actually to establish a standard for doing things. During the training, the company will ask employees to stick all the bills on environmental protection paper in chronological order, and then indicate the date and purpose next to them. It is from such a trivial matter that the company establishes strict standards for new employees.
6. Field trip
The job of sales staff is to divide employees into some echelons, look at the company's products in the factory and get the list. The company also arranged this experiential activity during the training. I hope everyone will establish a belief that everyone is doing a very simple business, not a particularly complicated industry. It is precisely because of this early guidance that employees have developed a good habit in their future work: when they travel to other places on business, they will first go to the local supermarkets and shopping malls to see the company's products.