New employee training plan

The new employee training plan is as follows, follow me to learn about it. New employee training plan 1

When training new employees, we must first pay attention to the external employment environment, also look at the industry environment in which the company is located, and finally look at the company's own conditions and the quality of employees to formulate plans. effective training program.

First, let’s take a look at the external employment environment. Due to the lack of effective employment counseling and employment concept education in society, most employed people have wrong employment concepts. In order to pursue money and short-term goals, they blindly choose jobs, blindly change jobs, and even sacrifice their personal brand for profit. This phenomenon directly leads to the difficulty of recruiting and retaining employees. Due to the lack of understanding of the sales profession, engaging in sales has become a helpless choice. The lack of sales talents is a problem that sales companies must solve. Therefore, the training of sales personnel cannot simply be regarded as induction training, but from the perspective of enterprise employees, the training of new employees should be regarded as retention training.

2. Content of new employee training (What is the company? What am I? What can I do and what cannot I do? What is the meaning of my existence?)

New employee training The first step is to provide education from the perspective of beliefs, values ??and goal planning to correct the employment concepts and career concepts of new employees. Only under the guidance of the concept of striving for success can new employees be willing to cooperate with the company and identify with the company. The second step in the new employee training should be education and guidance from the perspective of the company. People will feel scared when they enter an unfamiliar environment. The company should educate and guide from the aspects of corporate philosophy, corporate values, corporate culture, etc. It should not only be reflected in understanding, What is more needed is frequent communication and care with newcomers so that they can truly identify with the company. At the same time, he talked about the market potential of the environmental products of the company, making the newcomers feel that they have joined a promising company with a future, and that the products they sell are viable products. When newcomers understand what the company is, they should let them understand what they are, clarify their job positions, and relevant company systems, so that newcomers understand what they can and cannot do in this company. The fourth step is for newcomers to understand how to carry out their work. At this time, companies need to further clarify the support the company can provide, what tools are available, product knowledge and industry knowledge, and strengthen the newcomer's basic sales skills, etiquette, and communication skills. and other basic sales knowledge to enable newcomers to carry out their work.

3. Training courses

New employee training plan 2

1. Analysis of training needs - prerequisite for design

Training experts should Use various methods and techniques to analyze the necessity of training, as well as the objectives and content of training. Needs analysis is the prerequisite for determining training plans and the basis for training evaluation. Training needs can be carried out from three aspects: 1. Organizational analysis. According to the company's vision and mission, the requirements for employees are determined to ensure that the design concept of the training program is in line with the company's overall goals and strategic requirements. 2. Job analysis. For the knowledge, skills and abilities that new employees must master to achieve ideal job performance, if there is a mature job description, you can directly refer to the requirements for employees in the book. 3. Gap analysis. It refers to comparing the current level of employees with the skills and attitude requirements of future jobs, studying the gaps between the two, and determining what kind of training is needed to improve employees' job competencies.

2. Clarify the training objectives and set overall and specific objectives in layers.

The overall training objectives are the basis for the design of the entire training program and are macroscopic and inoperable. Typical expressions include helping new employees understand and become familiar with the general situation of the company through new employee induction training, so as to adapt to various environments of the company and be qualified for new jobs, so that new employees can have a comprehensive understanding of the company before joining, understand and Identify with the company's cause and corporate culture, be firm in your career choices, understand and accept the company's common language and behavioral norms. The specific goal of training is to decompose and refine the overall goal and make it operable.

It generally includes understanding the company's culture and business philosophy, being familiar with the company's various general policies, rules and regulations; understanding the company's business status and basic product knowledge, knowing the basic requirements of the position; being able to skillfully apply various basic work skills, etc.

3. Follow the training principles

The training principle is the definition of the design concept of the program. Common ones include on-the-job time training as the main part and off-the-job training as the supplement. In practice Rapid growth; targeted training for new employees of different categories; strict management and strict assessment of the training process.

4. Clarify the applicable objects of the training plan

For example, this plan is suitable for the training of new employees of a certain company or a certain department.

5. Set a reasonable training time

Pre-employment training in general companies ranges from 7 to 30 days, and some positions in a few large companies, such as sales, require 2 to 3 days. months; the training period after arriving on the job is longer and will last about 6 months to 1 year.

6. Select the appropriate department responsible for training

Pre-employment training is arranged uniformly by the corporate headquarters, and the responsible department is the human resources department or a specialized training center; during on-the-job training, employees The business department where you work is responsible; if there is cross-department training, multiple business departments will be responsible for the same.

7. Design training content

Generally speaking, the content of new employee induction training should include training in knowledge, skills and other qualities. They need to be consistent with the results of the needs analysis. and related to the requirements of the job. Knowledge should include the company's geographical location and working environment, corporate culture and business philosophy, strategy and development prospects of the company, the company's logo and origin, the company's historical development stage, products and services, etc. More professional positions also Corresponding professional knowledge needs to be increased. For example, a new technical employee of a company needs to study 10 professional-related books in a short period of time and pass the exam. Skills should include general skills such as effective communication, teamwork, time management, and meeting management. In terms of other qualities, it mainly refers to being able to identify with the corporate culture at the level of values. In addition, different training levels have different content focuses. For example, enterprise-level training tends to be macro-level such as culture and policies, while department-level training tends to department structure functions, job responsibilities, key performance indicators, etc.

8. Choose the appropriate training method

Training methods usually include lecture method, demonstration method, case method, discussion method, audio-visual method, role-playing method, etc. Each of them has its own characteristics. , in the onboarding training of new employees, they should be selected and adopted reasonably based on needs and possibilities. According to the laws of adult learning, new employee induction training should use methods with high student participation as much as possible to improve the training effect.

9. Prepare relevant training support resources

Training content and training methods determine how to select training support resources. Generally, it should include classrooms, conference rooms, workshops, teaching materials, notebooks, pens, models, projectors, TVs, videos, etc. These arrangements can allow employees to experience the company's care from different angles, so the employees' needs should be considered as much as possible when designing. Feel.

10. Evaluate the training effect

After implementing the training, the enterprise should use a certain form to express the training effect in a qualitative or quantitative way.

We recommend that companies use the four-level evaluation model of training effects, which is the most widely used at home and abroad. This model divides the training effects into four levels: 1. Response layer. At the end of the training, through satisfaction Investigate and understand the overall reactions and feelings of employees after training; 2. The learning layer, through examinations, determines the trainees' understanding and mastery of training content such as principles, skills, attitudes, etc.; 3. The behavioral layer, that is, behavioral changes, determines the trainees' actual performance in Changes in behavior at work; 4. The result layer, that is, the performance produced, can be measured through some indicators, such as productivity, employee turnover, quality, and the company's service to customers.

When evaluating new employee training, companies must move toward third- and fourth-level evaluations, because only final behavioral changes and performance improvements can intuitively illustrate the value of training.

Enterprises should note that after the training evaluation is completed, a training evaluation report needs to be written, including the training project overview, training results, evaluation results and improvement suggestions, in order to continuously demonstrate effects, experience and continuous improvement. New Employee Training Plan 3

Practical training content

It is mainly about company system, culture, professional ethics, occupation and other aspects of training, through lecture method, film and television method, case analysis method, Combination of online training method, job rotation method, adventure method and other training methods.

There are the following training courses:

Introduction (understanding the company)

1. The company’s history, current situation and development (form: lectures, visits to relevant companies) );

2. Introduction to corporate culture (form: lectures, videos);

3. Introduction to relevant systems (form: online information reading, new employee handbook).

3.1 Human resources system

3.2 Financial system (reimbursement and business trips)

3.3 Other systems (in the form of grouping applicants and answering questions)

Mentality:

1. Positive mentality

2. Understanding the enterprise

●What is an enterprise

●Enterprise Organization

●What is a workplace

●Your awareness as a new employee

Skills:

1. Interpersonal relationships Skills

●How to get along with colleagues

●How to get along with bosses

2. Communication skills

●Understanding communication skills Process

●Avoid communication barriers

●Use listening, feedback and other skills in communication

●Understand and use communication patterns appropriately

　●Master dialogue and communication skills

　3. Time management skills

●Understand time

●Traps in time management

●How to overcome time traps

●Effectiveness principles in time management

●Tools for time management

4. Business presentation skills

●Preparation beforehand

●Speech content and structure

●Speech environment

●How to eliminate nervousness

●Voice, language and body language

●Effective use of audio-visual assistive devices

Career chapter:

1. Scientific working methods and understanding your position

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●Work procedures (six steps)

●Strong problem awareness

●Innovation awareness

●Understand your position: Responsibility , permissions, obligations

　2. How to complete your work

●Three steps to accept orders

●Nine steps to solve problems

●Basic rules for new employees in the company

3. Professional social norms and etiquette

●Professional dressing skills

●Professional manners (standing, sitting, Squatting, getting on and off the bus)

●Business etiquette (introduction, shaking hands, exchanging business cards, seating in the reception room, seating position in the car, taboos in business interactions, getting along with colleagues, communicating on the phone, visiting customers, dining)

Exchange

1. Meeting with senior management

2. Meeting with middle-level cadres

3. Exchange of experiences with old employees (when they first arrived) Who or what has had the greatest influence on you? Have you ever encountered a career crisis during your career development? How to solve it? Other useful experiences that can be shared)

4. New employees talk about their feelings

Entertainment:

Useful game activities are interspersed during the training process to enliven the atmosphere. After the training, company executives and hiring department leaders are invited to participate in a self-directed and self-acted party for new employees. In terms of team training, you can conduct outdoor expansion training, which mainly includes crossing canyons, rock climbing, rafting, playing field games combined with some team games, etc. The time is...

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