Real estate enterprise training scheme template

A good training program can train employees in all aspects, so that employees can adapt to their jobs as soon as possible. The following is a "real estate enterprise training scheme template" compiled by me for your reference only. Welcome to reading.

Template of Training Scheme for Real Estate Enterprises (I) I. Overview of Training Background

Focusing on the corporate culture spirit of "pursuing excellence, mutual benefit and win-win", through the training and development of employees, we can improve their working skills and knowledge level, optimize the company's talent organization as a whole, cultivate high-quality talents and enhance the comprehensive competitiveness of real estate enterprises.

Second, the guiding ideology of training

Work is training. Through the combination of training and work, employees can experience changes conducive to the development of the company, improve their working ability, change their working attitude and improve their work performance.

Third, the training objectives

1, realize the strategic goal of the enterprise.

2, improve employee performance, improve the overall quality.

3. Molding training into a culture and recognizing training.

Four. Investigation and Analysis of Training Demand

In order to make the training plan targeted and operable, when making the plan, we conducted a training demand survey and distributed a training demand form to the employees of the company. According to the demand table and the company's 20xx master plan, this training plan is specially formulated.

The specific content of verb (verb abbreviation) training

On the training content, on the basis of demand research, a large-scale special training will be held once a month, and the subject content can be negotiated again. The training content can be divided into unified organization of the company and separate training of various departments and centers.

According to the different trainers, our company's personnel training is divided into: management personnel, professional and skilled personnel, ordinary staff training and pre-job training for new employees.

(A) management personnel training

Managers can be divided into high-level, middle-level and grassroots management cadres. Middle and senior management training focuses on cultivating managers' ability. Through training, managers' personal potential is stimulated, and team vitality, cohesion and creativity are enhanced. Grass-roots management cadres focus on management system training, effective team building, corporate culture understanding, production practice and other management skills training.

The training method is as follows:

1. Participate in various seminars, seminars and open classes to improve management skills. Relevant information shall be provided by the training department or put forward by the management personnel of the training department;

2. Pay attention to the combination of discussion and self-study, master new consultation and understand industry trends;

3. Responsible for providing learning and management opportunities for subordinates and improving the business ability of the whole department;

4. Participate in outward bound training to improve teamwork and innovation ability.

(2) Professional and technical personnel

The cultivation of professional and technical personnel focuses on the improvement of personnel's innovative thinking ability and professional skills, including the recognition of corporate culture and the cultivation of loyalty.

The training method is as follows:

1. Choose internal training or go out to attend an open class to improve management and job skills;

2. Continuing education and learning;

3. The choice of internal training mode focuses on the improvement of quality and ability.

(3) Training for ordinary employees

Staff training focuses on improving professional skills, understanding the management concept of the company, and improving the initiative and enthusiasm of the work. Staff skill training is planned by the department manager, responsible for organizing the implementation, and the personnel administration department puts it on record.

The training method is as follows:

1, all employees participate in corporate culture training;

2. In the form of internal training and CD-ROM, train some operation skills and safety in production.

The training department organizes and tracks the evaluation;

(d) Pre-job training for new employees

The pre-job training for new employees is mainly aimed at college graduates and social recruiters newly accepted by the company. The content is company-level training, mainly focusing on corporate culture, business objectives, corporate systems and so on. Then each department will conduct secondary training and discuss the relevant contents of pre-job training.

For the training of new employees, centralized classroom learning and individual training of each department are adopted to let new employees gradually understand the company, deepen their understanding of the company's corporate culture and gain new feelings and motivation. (attached table)

3. Training schedule: external lecturers teach in the company and internal lecturers teach, and training is arranged according to the company's progress. Expatriates go out to study and arrange according to business needs and departmental work plans; The internal organization of multimedia teaching or training schedule shall not be less than once every two months.

4. The personnel department is responsible for the employment of training lecturers and the development of training courses.

5. Training cost: about 30,000 yuan.

Matters needing attention in the implementation of intransitive verb goals

1, training cannot be formalized. There should be training, assessment and promotion. After returning to China, overseas trainees must summarize the training and communicate the contents, and submit the relevant materials to the personnel administration department. The personnel administration department should pay attention to the evaluation organization and work performance observation after training. The results are stored in the employee's personal training file as one of the basis for employee performance appraisal, promotion, salary adjustment and dismissal.

2. When arranging training, HR & Administration Department should consider the coordination with work, avoid the conflict between busy work and training time, focus on the relationship between training and general promotion, avoid the phenomenon that a certain department participates in training repeatedly while other departments have no chance to participate in training, comprehensively consider the interests and needs of the company, and comprehensively improve the quality of employees.

3. Pay attention to the problem of resources.

Seven. Training effect evaluation

Training itself is a constantly developing practical process, so the embodiment of training effect is a dynamic process, and trainees should be evaluated dynamically.

(1) Training evaluation steps:

1, student's reaction

After the training, the staff training opinion questionnaire will be distributed to the trainees to find out the trainees' reaction to the training and their gains in the training. It mainly includes: ① the response to the course content design; ② Response to the content and quality of teaching materials; ③ Response to training institutions; (4) Whether the knowledge and skills learned in the training can be applied to future work and what are the benefits.

2. Trainees' mastery of knowledge and skills

Evaluate whether the trainees have mastered the knowledge and skills after training, and evaluate the training effect by comparing the test results before and after training, or asking the trainees to submit their training experience within a certain period of time.

3. Trainees' application of knowledge and skills and improvement of behavior and performance.

Because some training effects can't be shown immediately, the application of knowledge and skills and the evaluation of behavior performance need to work for a period of time. Through observation and assessment, students can directly lead the observation of daily work, and give examples of the application of training results in work to prove that the training content has been practiced and directly lead the assessment. If there is no practice, ask the students to propose improvement methods, continue to practice and apply them repeatedly, and summarize through action-summary-action.

4. The impact and return of training on the company.

Comprehensive evaluation of training, including whether the quality of work is improved, whether the cost is saved, whether the profit is increased, etc.

(B), the establishment of self-learning mechanism for employees

Employees establish active learning consciousness, rather than passively obeying the arrangement of enterprises; On the premise of meeting the needs of the work, meet the learning desire of employees to the maximum extent. In addition, the learning results must be shared by all employees. After the employees who have participated in foreign training come back, the training content should be shared with every interested employee.

Template of Training Scheme for Real Estate Enterprises (II) I. Training Purpose

1 Make new employees have an all-round understanding of the enterprise before joining the company, and help new employees determine their own life plans.

Make clear your future development direction in the enterprise.

2. Improve the ability of new employees to solve problems and provide ways to seek help.

3. Make new employees clear their job responsibilities, tasks and goals, master the work essentials, work procedures and working methods, and enter the post role as soon as possible.

Second, the training method

1. Off-job training

The Human Resources Department and the Knowledge Management Department shall formulate training plans and plans and organize their implementation, and take the form of centralized lectures, seminars and visits.

2. In-service training

The person in charge of the new employee's department compares and evaluates his existing skills with the skills required by the post, finds out the gap, determines the training direction of the employee, and designates a special person to implement training counseling.

Third, training costs.

As long as the training fee of the enterprise includes the cost of hiring training lecturers, the cost of teaching materials, the cost of venues and equipment, etc. The training investment of an enterprise shall be earmarked strictly according to the training plan and shall not be deducted or misappropriated at will.

Fourth, the training content

The training of new employees in enterprises is generally divided into three stages: centralized training, departmental guidance training and on-site training.

Verb (abbreviation of verb) training evaluation

The assessment during the training period is divided into two parts: written assessment (45%) and application assessment (55%). Written test questions are compiled by the human resources department; Application evaluation: through observation and testing, the trainees' training knowledge or skills in practical work are investigated.

Leaders, colleagues and human resources department evaluate the improvement of application and performance behavior.

Template of training scheme for real estate enterprises (III) 1. Better let real estate consultants fully grasp and use the basic knowledge of real estate.

First of all, we should handle the real estate basic knowledge tutorial related to real estate consultant training and complete the training with the help of the existing information tutorial of our company;

Second, train real estate consultants.

Reception etiquette and after-sales service;

Third, combine discussion with learning.

Discuss standardized and standardized sales management system, post responsibility system and sales process;

Fourth, simulate the etiquette of answering hotline calls on the spot.

1, basic action

(1) Answer the phone in a friendly way and in a friendly language;

(2) generally take the initiative to say hello: "Hello! Xx Garden! " , and then began to speak;

(3) Usually, customers will ask questions about price, location, area, pattern, progress, loan, etc. On the phone, salespeople should foster strengths and avoid weaknesses; Ingeniously integrate the selling point of the product in the answer;

(4) In the conversation with customers, try to get the information we want: personal background information such as the customer's name, address and contact number, as well as the specific requirements for products such as price, area and pattern acceptable to customers. Among them, the determination of contact information with customers is the most important;

(5) The best way is to directly invite customers to the site or the sales office to see the house;

(6) Immediately record the obtained information in the phone book of the customer;

2. Preventive measures

(1) Pay attention to the company's requirements when answering the phone. Before the sales staff take up their posts, the company should conduct training and unify the requirements;

(2) Before the advertisement is released, it is necessary to know the contents of the advertisement in advance and carefully study how to ask the customers questions that may be involved.

Title;

(3) On the day of the advertisement, there are many telephone calls, and time is precious. Therefore, answering the phone should be controlled in 2 to 3 minutes, not too long;

(4) When answering the phone, try to change from passive answer to active introduction and inquiry;

(5) Customer call information should be sorted and summarized in time, and fully communicated with the site manager and advertisement producer;

(6) Remember: the purpose of answering the phone is to urge customers to come to the sales office for further interviews and introductions.

Five, real estate sales skills training "ten processes" and through the field simulation form to strengthen and consolidate.

(1) Opening remarks

1. Understand customer information, such as age, name, work, family, investment intention, etc.

2, pull the relationship

Step 3 use compliments

(2) Introduction to sand table

1. Macro-environment: the surrounding area of the project, geographical location and supporting streets (such as employment, shopping and transportation).

2. Small environment: the value of the project itself, focusing on the introduction, layered, fostering strengths and avoiding weaknesses, rendering, continuing to do a thorough investigation, methodical, future development intention, emotional language and vivid introduction.

(3) Huxing fully understands customers and recommends the only apartment that customers like, which is not easy to change.

1, the introduction should be layered.

2, to make customers feel immersive, interior decoration, furniture placement, sharing.

What kind of furniture is white and big in the dyeing room? How much space is left after it is released, and it will not feel crowded.

(4) Supporting residential buildings

1, large facilities: building spacing, greening rate, property, pipelines, kindergartens, elderly activity centers, etc.

2, small packaging: doors and windows

(5) Selling and controlling the actual virtual objects.

1, practical: create tension for customers and pave the way for booking.

2. Virtual: In order to promote customers' transactions, it is necessary to cooperate with colleagues.

(6) Calculate the price

1, left hand calculator, right hand taking notes

2, multi-tasking, don't ignore the customer, give him room to consider, make it difficult for the customer to clinch a deal, and you should render it to the customer while calculating the price.

(7) Check the existing houses

Generally, the live version of the apartment is more difficult than the floor plan, because customers can see the reality at this time and there will be more problems, so it is necessary to guide customers to further close the relationship.

Template of training scheme for real estate enterprises (IV) 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. In 2009, the accumulated time for senior executives to participate in enterprise management training was 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 domestic and foreign enterprises.

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

In 20xx, we will continue to strengthen the corporate culture training of the company, 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 major positions for rotation training, and timely organize employees in relevant technical schools in this city who meet the requirements of technicians and senior technicians for intensive 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.

Human resources are the first factor of enterprise development, but our enterprise always feels that it is difficult to keep up with the talent echelon, and it is difficult to select, educate, use and stay excellent employees. Therefore, how to build the core competitiveness of enterprises, talent training is the key, and talent training comes from the continuous learning and training of employees, constantly improving their professional quality and knowledge and skills, and building a high-performance team, so that enterprises can move from Excellence to Excellence and remain evergreen forever!