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New training program

In order to ensure that things or work are carried out in a scientific and orderly manner, we need to make plans in advance, which are concrete, thorough and operable in terms of objectives, requirements, ways, methods and progress. So how should we make a plan? The following is my new training plan, which is for reference only and I hope it will help you.

Newcomer Training Plan 1 I. Training objectives of new employees

The first is to provide new employees with correct and relevant company and work information and encourage their morale.

Second, let new employees know their job responsibilities and company expectations.

Third, let new employees know the basic situation, policies and corporate culture of the company.

Fourth, reduce the nervousness of new employees when they first enter the company, so that they can adapt to the company faster.

Fifth, let the new employee feel the welcome of the company and let the new employee have a sense of belonging.

Article 6 Let new employees know about the working environment and atmosphere inside the company and strengthen contact with colleagues.

Article 7 Train new employees to solve problems and provide ways to seek help.

Second, the new employee training content

After a new employee joins the company, the Administration and Human Resources Department is responsible for arranging probation training for the new employee and filling in the Employee Training Record Form. Training includes overall company training, departmental post training and exchange seminars.

Article 1 The overall training of the company: (The Administration and Human Resources Department is responsible)

1, company history and vision, company organizational structure, main business scope;

2, the company's employee handbook, management system, work standards, corporate culture;

3. Carry out staff quality training, strengthen and improve the overall quality education of staff;

4. Carry out outward bound training to strengthen the team spirit of employees.

Article 2 Department Pre-job Training (Department Manager is responsible)

1, introduce new employees to the department staff and visit the company;

2, the department structure and functions, special provisions within the department;

3. Job descriptions and responsibilities of new employees;

4. Staff training manual.

Article 3 Exchange Forum

The office will organize a symposium for new employees to exchange ideas, including their experiences and rationalization suggestions. According to the department where the employees are in each symposium, the administrative personnel department will invite the old employees of this department to participate in the symposium to deepen mutual understanding and solve various problems.

Third, the new employee training feedback and evaluation

Article 1 After the new employees attend the training, the department manager shall fill in the Employee Training Record Form according to the training results.

Article 2 All employees receiving training should fill in the Feedback Form of Staff Training Evaluation as required, and make a training summary.

Article 3 After the training, the training effect shall be evaluated according to the actual needs, and the trainees shall independently complete the test as required, and those who fail to meet the requirements shall be dealt with accordingly.

Article 4 Evaluation forms include: examination paper evaluation, actual performance evaluation and actual work verification evaluation.

Newcomer Training Project Part II I. Training Purpose:

1, so that new employees can get familiar with the company profile as soon as possible, understand the company's corporate culture and management rules and regulations, and establish good professional ethics.

2. Make new employees fully understand the company's business, understand and identify with the company's occupation and culture, and strengthen career choices; Enhance team awareness.

3. Let new employees know their basic responsibilities, be familiar with the workflow required for daily work, and enter the post role as soon as possible.

Second, the training object:

All new employees in the company. Training time: 65438+ 0-6 days after employment.

Fourth, the training method:

The training plan is formulated and implemented by a special person, and takes the form of centralized explanation, video viewing and field visit.

Verb (abbreviation of verb) training content:

(Attached with training schedule)

Six, training assessment:

All new employees who participate in each training must take part in the assessment, and the training content is mainly written, and the assessment results are included in the probation assessment.

Seven, training evaluation and summary:

Through direct communication with new employees in the department, and making a series of written questionnaires after training, the deviation of training direction and content is gradually reduced, and the training methods are improved to make the training more effective and achieve the expected goals.

Eight, after the training, to the user department for business training.

The third part of the training plan for newcomers I. Overall objectives

1. Strengthen the training of the company's senior managers, enhance the operators' business philosophy, broaden their thinking, and enhance their decision-making ability, strategic development ability and modern management ability.

2. Strengthen the training of middle managers in the company, improve the comprehensive quality of managers, improve the knowledge structure, and enhance the comprehensive management ability, innovation ability and execution ability.

3. Strengthen the training of the company's professional and technical personnel, improve the level of technical theory and professional skills, and enhance the ability of scientific research and development, technological innovation and technological transformation.

4. Strengthen the technical level training of the company's operators, constantly improve their business level and operational skills, and enhance their ability to strictly perform their duties.

5. Strengthen the academic training of employees, improve the scientific and cultural level of personnel at all levels, and improve the overall cultural quality of employees.

6. Strengthen the qualification training of managers and industry personnel at all levels, speed up the work of holding certificates, and further standardize management.

Two. Principles and requirements

1, adhere to the principle of teaching according to needs and stressing practical results. According to the needs of the company's reform and development and the diversified training needs of employees, we will carry out training with rich content and flexible forms at different levels to enhance the pertinence and effectiveness of education and training and ensure the training quality.

2, adhere to the principle of independent training, supplemented by outsourcing training. Integrate training resources, establish and improve the training network with the company training center as the main training base and the surrounding colleges as the outsourcing training base, do basic training and routine training with independent training as the main training, and do relevant professional training through the outsourcing base.

3, adhere to the "company+colleges" joint school model, the principle of amateur learning. According to the needs of the company, the mainstream and related institutions jointly run schools, offer advanced undergraduate courses in related majors, organize employees to use weekends and holidays to concentrate on teaching, and combine self-study to complete their studies and obtain academic qualifications.

4. Adhere to the principles of training personnel, training content and training time. , senior management personnel to participate in enterprise management training time accumulated not less than 30 days; The accumulated training time for middle-level cadres and professional and technical personnel is not less than 20 days; The cumulative training time of general employees' operation skills is not less than 30 days.

Third, the training content and methods

(1) Company leaders and senior managers

1. Learn the major policies of the central government, the state and the government, analyze the political and economic situation at home and abroad, and study and interpret relevant state policies and regulations. Organize training through the superior competent department.

2. Develop strategic thinking, improve business philosophy, and improve scientific decision-making ability and management ability. By participating in high-end forums, summits and annual meetings of entrepreneurs; Visit and learn from successful enterprises at home and abroad; Attend high-end lectures by senior trainers from well-known enterprises at home and abroad.

3. Degree training and qualification training. Participate in academic studies or mba and emba studies in Peking University, Tsinghua and Party schools of the Central and Provincial Committees; Participate in vocational qualification training for senior managers.

(B) Middle-level management cadres

1, management practice training. Production organization and management, cost management and performance appraisal, human resource management, motivation and communication, leadership art, etc. Invite experts and professors to give lectures in the company; Organize relevant personnel to attend special lectures; Accept Guanghua course in the company training center.

2. Academic education and professional knowledge training. Actively encourage qualified middle-level cadres to participate in university (undergraduate) correspondence, self-study or mba and other master's degree studies; Organizational management, business administration, accounting and other professional management cadres took the qualification examination and obtained the qualification certificate.

3. Strengthen the training of project managers (builders). This year, the company will make great efforts to organize rotation training for on-the-job and backup project managers, and strive to achieve more than 50% training, focusing on improving their political literacy, management ability, interpersonal communication ability and business ability. At the same time, the "Global Vocational Education Online" distance vocational education network was launched to provide employees with a green learning channel. All units of the company are required to select employees who meet the requirements of construction engineer registration and have professional development ability, organize centralized training and take the social construction engineer examination, and strive to achieve an annual net increase of more than 10.

4. Broaden your horizons, broaden your thinking, master information and learn from experience. Organize middle-level cadres to study and visit upstream and downstream enterprises and affiliated enterprises in batches to understand the production and operation situation and learn from successful experiences.

(3) Professional and technical personnel

1. The deputy chief engineer and professional engineers will give regular technical lectures on special topics, build the company's own distance education and training base, and carry out special training on new technologies, new materials and quality management knowledge, so as to cultivate innovation ability and improve the research and development level.

2, organize professional and technical personnel to learn from advanced enterprises in the same industry, learn advanced experience, broaden their horizons. During the year, it is planned to arrange two groups of personnel to visit and study in the unit.

3. Strengthen the strict management of out-going trainers, write written materials and submit them to the training center after the training, and learn and popularize some new knowledge in the company when necessary.

4, accounting, economics, statistics and other professionals who need to pass the exam to obtain professional and technical positions, through planned training and pre-test counseling, improve the qualification rate of professional title examination. For professionals who have obtained professional and technical positions through evaluation, such as engineering, experts from related majors are invited to give special lectures to improve the technical level of professional and technical personnel through multiple channels.

Basic training for employees

1, induction training for new workers

Continue to strengthen the company's corporate culture training, and train new employees in laws and regulations, labor discipline, safety in production, team spirit and quality awareness. Each training year shall not be less than 8 hours; Through the implementation of mentoring system and professional skills training for new employees, the signing rate of new employees in grass-roots units and branches must reach 100%. The probation period is based on performance appraisal. Those who fail the examination shall be dismissed, and those who pass the examination shall be commended and rewarded.

2. Transfer employee training.

Continue to train the personnel of human resources center in corporate culture, laws and regulations, labor discipline, safety in production, team spirit, concept of choosing a job, company development strategy, company image and project progress. , not less than 8 hours at a time. At the same time, with the expansion of the company's scale and the increase of internal employment channels, professional and technical training should be carried out in time, and the training time should be no less than 20 days.

3, staff technical level training

The company plans to train first-class employees 150, second-class employees 100, third-class employees 80 and fourth-class employees 20. More than 70% of technicians are intermediate workers or above; On the one hand, we will continue to popularize and expand the proportion, with the focus on training senior technicians. We plan to train 65,438+00 middle managers and 20 junior managers. Form a relatively perfect system of skilled personnel. Grass-roots units and branches should focus on basic work, focus on training intermediate and senior workers, and strive to make more than 40% of the total number of employees with technical workers above intermediate level, so as to improve the quality of technical management personnel as a whole.

4. Accelerate the training of high-skilled personnel and the pace of vocational skill appraisal.

This year, the company will select some main positions for rotation training, and timely organize employees in relevant technical schools in this city who meet the requirements of technicians and senior technicians to conduct centralized training and assessment, and strive to add more than 30 technicians and senior technicians. Make its structure and total amount tend to be reasonable and gradually meet the requirements of enterprise development. Vocational skill appraisal should enable skilled workers under the age of 35 to complete the first appraisal and evidence collection on the basis of vocational skill training.

5. Strengthen the training of compound and high-level talents.

All departments and grass-roots units should actively create conditions, encourage employees to study by themselves and participate in various training organizations, and realize the unity of personal development and enterprise training needs. To expand and improve the professional ability of managers in different management occupations; The professional ability of professional and technical personnel is expanded and improved to related majors and management fields; So that construction workers can master more than two kinds of skills and become a high-level talent with many talents.

6, pays special attention to the training of engineering construction personnel.

Do a good job in the training of safety technology evidence collection and replacement of special operations personnel, and strictly implement the regulations on holding certificates. The project management department of the project under construction shall, in accordance with the requirements of the "trinity" management system standard, do a solid and effective job in training the operators of key working procedures and special processes of construction production, as well as the drill training of the emergency plan for construction environmental protection and occupational health and safety, so as to ensure that human resources can meet the requirements of construction production. It is necessary to bring the training and supervision of construction contractors into the management vision, implement guidance and effective intervention, eliminate hidden dangers, and earnestly safeguard the reputation of enterprises.

Develop vocational skills competition to promote the growth of young talents. This year, the company will select 3-5 major occupations for skill competition, and select and train outstanding young high-skilled talents through professional competitions.

(five) to carry out academic education.

1. The company's training center will jointly run schools with some institutions of higher learning and offer specialized courses in civil engineering, municipal engineering technology, electrical engineering, mechatronics and so on. Through the national adult college entrance examination, the employees who meet the admission conditions will be trained intensively in a planned way to obtain academic qualifications.

2. Jointly run schools with some institutions of higher learning, and hold undergraduate correspondence courses in municipal construction engineering and electromechanical specialty; Recommend excellent middle-level and above managers to some universities to study for master's degrees. Improve the academic qualifications, business level and decision-making ability of company executives, and better serve the company.

3, mobilize the enthusiasm of employees for self-study. Provide good service for employees' self-study exams, help employees sign up and provide correspondence information; To formulate or adjust the existing reward standards for academic education of on-the-job employees; Take education level as the condition for taking up posts and promoting administrative and technical positions, and increase the motivation of employees to learn.

First, the introduction of enterprises and the presentation of corporate culture (two class hours 120 minutes).

The general manager of the company's intermediary department gives lectures in person, mainly focusing on the founding purpose of the company, the corporate vision of the company and the future career development plan of employees. Through a lecture on corporate culture, new employees can quickly understand the business scope and current situation of the company and have a basic understanding of the company.

Two. Introduction to the company's rules and regulations (two class hours 120 minutes)

The introduction should be made by the manager of the company's administrative department. In addition to the basic rules and regulations required by the head office, the departmental rules and regulations of the second-hand housing agency department are introduced in detail to help new employees quickly establish the awareness of observing the company's rules and regulations.

Third, the cultivation of professionalism (three class hours 180 minutes)

The company's second-hand housing marketing director teaches, the main purpose is to cultivate the fighting spirit and professionalism of new employees and establish the excellent professional quality of "I want to succeed". The purpose of establishing business spirit is to help employees fully understand happiness, dedication and diligence, build industry confidence and love what they are about to do.

Four, the old staff to share (a class of 60 minutes)

Select three outstanding employees of the company to take the stage to share with new employees and share some successful experiences since they became second-hand housing agents. It is required to focus on good changes (such as economy, dealing with people, life, etc.). ) That was brought to you after you were engaged in the second-hand housing business. At the same time, through the sharing of old employees, tell new employees that their future work is full of challenges but more opportunities, and persistence will always succeed!

V. Real estate professional knowledge learning (three class hours 180 minutes)

To be an excellent real estate agent, you must master enough real estate professional knowledge. In three classes, we can't completely turn a new person into a real estate expert, but we can instill some basic knowledge into them. Instructors can collect such content online. We can introduce the distribution of urban real estate and various real estate communities in detail by combining the local real estate comprehensive portal website Sunfang.com, and learn the operation skills of website brokers' shops. At the same time, you can download some real estate configuration, housing acquisition rate, greening and other things from other real estate professional websites.

Six, second-hand housing sales skills learning (three hours 180 minutes)

Branch managers and excellent business executives give lectures. Mainly master how to run vegetables, wash dishes, allocate rooms and communicate effectively with customers, explore customers' real and hidden needs, and master the ability to build trust and close the distance with customers instantly; Learn how to call to develop customers and quickly invite customers to see the house; Master the customer's purchasing psychology, how to face the customer's rejection psychology, and master the essence of fast, accurate and ruthless second-hand housing transactions. The total duration of the above courses is 840 minutes (14 hours) and it is planned to be completed in three days.

New employee training is not only a test for newcomers, but also a promotion for lecturers. Each lecturer is required to prepare lessons carefully and treat them correctly. The company will evaluate the effect of each course and the teachers.

Newcomer Training Program Project Chapter 5 Training Purpose:

The first is to expand human resources channels for medical device enterprises and solve the talent crisis in the industry.

Second, create more employment choices for graduates and reduce the pressure of social employment.

Third, introduce outstanding talents for the medical device industry and improve the overall quality of employees.

Training objectives:

Graduates should present the original student ID card or diploma when attending class for the first time. (In principle, the elderly in the industry are allowed to attend, and they need to register in advance, strictly control the number of people, and obey the arrangement of on-site staff).

Charging method:

It's completely free. It's recommended to pass the exam.

Quota limit: tentatively 20 people.

Training location:

200 meters south of the intersection of Science Avenue and Hongye Road in Zhengzhou High-tech Zone, the second floor of Daxing Enterprise Park, the headquarters of Medical Machinery Alliance.

Training schedule and courses:

Tuesday

9: 00- 1 1: 30 Life orientation and career planning

Speaker: Kim

13: 30 —— 16: 00 medical device market analysis

Speaker: Wang