How to write a training summary

In order to meet new opportunities and challenges and meet its own rapid development needs, Guangzhou Nantian recruits a group of new employees from various universities every year. In order to train new people faster, shorten their technical maturity period, become competent at work faster and create value for the company, the company continues to explore and research, improve and innovate, and summarize experience. The two-month pre-job training for new employees in Guangzhou Nantian is one of them. 1. Let newcomers grow in practice. The fresh graduates recruited by Nantian all have good potential and knowledge accumulation. What they lack is mainly practical work experience. Before 2000, the company did not recruit many people, and they generally entered the project team directly and were trained by masters and apprentices. However, with the continuous expansion of the company's scale and the standardization of management, the demand for talents continues to increase, and this method can no longer meet the needs of the company's development. Therefore, the company actively adjusted its training strategy and launched pre-job training. In addition to practical exercises during the course training, a comprehensive assessment of the trainees' abilities is also added after the training. Fully tap the potential of new employees and lay a solid foundation for future actual work. The company analyzes the annual training summary of new employees and finds that new employees who are qualified for the job need to possess at least three qualities: skills, process capabilities and knowledge. 1. Skills, that is, the actual application of programming languages, databases, operating systems, etc. in actual development work, as well as demand understanding, demand analysis, detailed design understanding, testing, etc. 2. Process capability. The development of a project must have a certain process. New employees can only work more effectively if they have the process capability of project development. 3. Knowledge, on the one hand, refers to the knowledge of each module and link of the project, and on the other hand, it is the knowledge of the business field. This type of knowledge varies with different projects. Among them, the training of business domain knowledge is the most difficult. It requires case exercises to be extremely close to actual projects, with both real business background and real customer needs. Through real case teaching and training, new employees will have the ability to quickly understand industry knowledge, business knowledge and customer needs as soon as possible. At the same time, project exercises with real cases can also enhance new employees’ comprehensive understanding and mastery of skills, process capabilities and knowledge. In addition to training, Nantian has also set up strict assessments for new employees to further determine which aspects each employee has mastered better after training and which aspects need further improvement. It not only realizes talent cultivation, but also identifies talents, so that each can display their strengths and make the best use of their talents. New employees can also use this to discover their strengths and weaknesses and clarify the direction of future efforts. 2. New employee training results in the spring of 2008 Based on the above training experience, the company launched centralized training for new employees in 2008. Training methods include centralized and divided teaching, written and computer-based assessments, team activities, etc. Training management follows the management process of project development, with professional teachers with development and quality assurance experience serving as the overall project leader. The training process is divided into three aspects: the early stage of training, which mainly conducts an initial assessment of the new employees' abilities and confirms the key content of the training. During the training process, each new employee is required to write a weekly report and a mid-term and final summary of the training; after each course, teachers and new employees make evaluation reports for each other. Based on the actual situation of the company, the experienced general manager Yang Dun and managers of various departments served as the lecturers of this training. It was divided into three parts from the company's development strategy, development goals, development priorities, business expertise, industry understanding, corporate culture, values, Systematic training was provided to new employees in aspects such as service concepts and rules and regulations. At the same time, personal work feelings and experiences over the years were also communicated with new employees. The training is divided into the following three parts: Company Basics: Mainly provides training on basic knowledge such as company profile, system, industry background knowledge, company standard software processes and practices, configuration management, testing, business etiquette and communication skills. Let new employees have a preliminary understanding of the company's basic situation, team spirit among employees, communication skills between employees and customers, etc. Prepare the ground for new employees to work in the company in the future. Special courses: This part of the content is the core of the training. The course explains the basic knowledge of UNIX and JAVA, and conducts practical exercises based on a specific project of the company, and provides training on the project's requirements understanding, requirements analysis, detailed design understanding, coding, testing and other processes. Through case teaching, new employees can enhance their understanding of professional knowledge and improve their hands-on ability in actual computer application programming based on the knowledge learned in school and combined with the knowledge points learned during the training process.

At the same time, during the teaching process of new employees, the company can also initially grasp the abilities and professional tendencies of each new employee in order to arrange the new employee's future work. Departmental courses: The company's several development departments have their own characteristics and focuses. This part of the course is targeted at training new employees in each department. New employees are assigned to appropriate departments based on their expertise. After studying department courses and practical exercises in each department, we can basically understand the work direction of each department, further learn the common professional knowledge of each department, and make more comprehensive preparations for future work. In the training assessment after the course, the vast majority of new employees can achieve relatively excellent results in both the written test and the computer test. The leaders of the company and various departments also further understood the actual abilities of each employee to facilitate the future work arrangements of new employees. In addition, this training also collected experience for future training. After the assessment, the company also organized two team activities for new employees: a team development competition and a basketball game for new and old employees, allowing new employees to gain insights into life in the game and enhance team awareness and collaboration spirit. Extending to the operation of the enterprise, it means that individuals, regardless of their position or ability, should be enterprise-oriented and company-focused. They should pay attention to the awareness of filling positions within and between departments, seek full cooperation, and enhance their awareness and participation in the collective. Responsibility. 3. New employee training insights In just two months of training, new employees not only learned about the company and their respective departments, but also put forward their own suggestions and opinions on the company's work and training. New employee Gong Jianfang said: "During this training, I learned a lot. It was not only a summary of four years of university knowledge, but also an improvement in my technical skills. It also allowed me to gradually shift from a student role to a social youth. Guangzhou Nantian’s training for new employees is very comprehensive and systematic, and each training content is very close to practice, which has benefited us a lot.” During the training process, the company emphasized the team spirit and let everyone experience the importance of teamwork. strength. You Chengjiao, a new employee of the Development Department 2, said at the training summary: "For a team to complete a project well, it requires not only individual efforts, but also that each member must have a sense of cohesion, because every member is The important components of a team all play an important role, and everyone must pay attention to team collaboration. At the same time, a team must communicate well to create maximum benefits with the least resources.” The company not only focuses on training. Detailed plans have been made for new employees, and the most detailed arrangements have been made for them in life, so that the new employees can feel "at home". Hu Yongguang said: "I am very grateful to the company for giving me this training opportunity. If I were asked to give an evaluation of this training, I would choose: excellent, because no matter from every aspect, the company has done a lot for us. Good arrangements, especially for those of us who come from other places, the company has done a lot for us, very careful consideration, whether it is training or our two months of living here, the company has done a lot for us , including arranging group activities for us. I think this is not something every company can do, but Nantian gave me such a good feeling. "This training activity is a new attempt in the company's training method, and it has also achieved great results. Better results. The company will continue to summarize training experience, formulate training plans that are in line with the company's development direction and requirements, adopt training methods that are consistent with the company's actual conditions, and unremittingly optimize employee training to provide a strong talent guarantee for the realization of the company's strategic goals.