Enterprise employee training plan planning 202 1

When you do anything, you must write a detailed plan. So how to write the training plan for enterprise employees? The following is the Enterprise Staff Training Scheme Planning 202 1 compiled by me for your reference only. Welcome to reading.

Enterprise employee training plan planning 202 1- 1, guiding ideology

Taking the strategic guiding ideology and business guiding ideology of Group Company 202 1 as the standard, taking the principle that each subsidiary should do its own duty and the Group should strengthen macro-control and supervision, focusing on induction training, job skills training and business philosophy training, and focusing on quality and ability building, we will gradually form a multi-level, classified, multi-form, pragmatic and dynamic training pattern suitable for enterprise development and in line with the growth law of employees, and build a learning type.

Second, the overall goal

Through training, we can solve different problems at different levels, enhance employees' sense of identity and belonging to the enterprise, improve the adaptability and adaptability of organizations and individuals, and improve work performance and work ability.

1, general engineering level: solve the problems of insufficient understanding of corporate culture, code of conduct, strategic objectives and guiding ideology, lack of professionalism, work skills and learning awareness;

2. Marketing layer: solve the problems such as weak service awareness and business ability and insufficient market expansion ability;

3. Technical layer: solve the problems of insufficient technical innovation, weak technical awareness and slow training of technical and key talents.

4. Management: Solve the problems such as lack of communication and cooperation between departments and subsidiaries, lack of planning and target management skills, inaccurate management role positioning, and weak execution.

5. Management: Solve the problems such as unclear strategic thinking, lagging modern enterprise management concept, declining entrepreneurial passion and weak central concept.

III. Principles and Methods

1. Reform the training mode. 202 1, except for the training targets determined by the group and the board of directors, the training is mainly organized by subsidiaries themselves, and the content, method and time are self-determined; The group company checks the training funds, and the human resources department of the group is responsible for making the overall training plan, supervising the training process and tracking the effect irregularly.

2, the implementation of training points system. The group company evaluates the training work of each subsidiary in the form of training points. The person in charge of the unit is the first responsible person for training and learning, and managers at all levels are responsible for training subordinates. Through daily work, employees are trained in a planned way, so that employees have the necessary knowledge, skills, work attitude and problem-solving ability.

3. Pay attention to the training effect. Combining theoretical knowledge learning, core competence training and research on solving practical problems, focusing on the key and difficult problems of enterprise system reform and development, focusing on improving the quality and ability of employees, a feasible training plan in line with the actual situation of the company was formulated, the training content was carefully organized and designed, the training process management was strengthened, and the training evaluation system was improved, which effectively ensured the training quality and actual effect.

4. Combination of internal training and external training. Strengthen the responsibility of post training at all levels, strengthen the training of internal lecturers, and rely on key employees to carry out front-line staff training; Strengthen the study of the training course of Times Guanghua, and formulate the learning content according to the direction of improving the ability at all levels; Actively use outstanding social teachers, invite experts and scholars to teach in enterprises, enjoy training resources, arrange overseas study at different levels, and carry out improved high-level training; Each unit organizes training courses on its own. For a wide range of courses, relevant personnel from other brother units can be invited to participate.

5. Combination of training and self-study. Take centralized training and self-study to walk on two legs, take centralized training in different regions and levels, and pay attention to guiding and encouraging employees to improve their awareness of active learning. The personnel management departments of each company should actively try their best to provide employees with relevant professional books, newspapers and magazines and audio-visual teaching materials needed for learning, so as to create conditions for employees to learn by themselves; We will carry out activities to bring the old with the new, advocate a new mentoring relationship, and constantly improve the talent echelon structure.

6. Combine theory with practice. The training content should be selected around the actual operation, and the actual operation should be actively carried out.

Guidance, continuous improvement of technology and technology, improve service level and quality; Carry out reading and special case discussion activities, communicate information in time, understand industry trends, realize resource sharing, improve the ability of analyzing and solving problems, and solve problems encountered in practical work.

Fourth, the implementation focus

1, induction training

(1) Objective: To make new employees understand the management situation of the enterprise, basically understand the management system and work requirements of the enterprise, basically agree with the concept and value orientation of the enterprise, basically master the standards and processes of post operation, and get familiar with the working environment and adapt to the post as soon as possible.

(2) Training content: enterprise overview, enterprise concept, functions and usage of enterprise office system and website, quality management system and operation, employee manual and management system, post operation procedures, company environment visit and discussion of new employees.

(3) Implementation requirements:

A, all companies organize centralized training in a unified way, and hold one issue every two months or when new employees reach 10;

B, job responsibilities, job operation procedures and other targeted courses are arranged by relevant departments;

C, after the training, organize written examination, and the personnel department will organize professional examinations for each operation category;

D, taking and passing the exam is one of the conditions for employees to become full members.

2, job skills training

(1) objective: to improve employees' understanding and knowledge of system planning and business literacy requirements, master work skills and skills, improve work performance, and ensure service standards and quality.

(2) Training content: service concept and professionalism, professional knowledge and operational skills, work norms and processes, culture and team building.

(3) Implementation requirements:

A, each subsidiary organizes its own arrangements, and the Group's human resources and relevant functional departments provide guidance and supervision;

B. Each subsidiary shall prepare its own syllabus and training plan for basic courses;

C. Each subsidiary shall organize a written evaluation or actual operation evaluation at least once a year.

3, business philosophy training

(1) objective: to cultivate and bring up a management team with high political and professional quality, systematic mastery of modern management knowledge, strong management ability, innovative spirit and adaptability to market competition.

(2) Course content: ideological style construction; Work problem research and process transformation; Methods and art of management; Communication skills and team building; Conflict and conflict resolution training; Business knowledge of enterprise management, laws and regulations, finance, real estate management, etc.

(3) Implementation requirements:

A, this training is aimed at the management personnel of each subsidiary, which is organized and arranged by each subsidiary;

B, each subsidiary shall formulate the annual training focus and curriculum implementation plan;

C. Take the form of combining self-study with overseas study, and each subsidiary shall organize a study seminar at least once a year to enjoy resources and improve.

4. Training of trainers

(1) objective: to train a group of internal trainers who are loyal to the enterprise, full of passion, solid in basic knowledge, skilled in professional skills, innovative and dedicated, and willing to contribute to team building.

(2) Training content: professional and technical knowledge, current affairs and political knowledge, economic and enterprise management knowledge, team building knowledge, speech and eloquence, Futian cultural construction, etiquette and professionalism, information collection and processing.

(3) Implementation requirements:

A, the group organizes and arranges in a unified way, and takes relatively concentrated time for two or three one-day trainings;

B, invite group leaders with rich management knowledge and experience and invite professional lecturers to give lectures and conduct targeted training;

C. Organize exchange activities from time to time and enjoy information.

Enterprise Staff Training Plan Planning 20021II. Staff training and departmental service quality inspection are the key points in 20021year. The theme of "building a learning enterprise and being a smart employee" runs through it. Explore practical ways to establish a learning organization, so as to improve the overall quality of employees, strive to save resources for hotel development and lay a solid foundation for employees.

202 1 staff training aims at hotel development and job requirements, effectively raising employees' awareness of the importance of training, actively guiding employees to study consciously, mastering service skills skillfully, enhancing job competitiveness, cultivating employees' self-confidence, cultivating a high-quality staff team with excellent service and unique skills, and constantly strengthening Yi Jiaxian's brand image and market competitiveness.

The training work takes stores (departments) as the basic training unit. Carry out the training principle of combining operation skills, service skills and service attitude, and organize the implementation of the training mode of filling vacancies in one post and being versatile in one post. It is expected that targeted training will be carried out in three aspects to continuously improve employees' job awareness and job skills.

First, professional skills training.

(1) Brand-new management concepts and ideas have become an urgent knowledge demand for hotel employees, including managers. So this year, we are going to increase the training of professional knowledge for managers. If conditions permit, send some employees to participate in some scientific research and training of tourism management majors, so that hotel management tends to be standardized and standardized. At the same time, it also strengthens and improves employees' loyalty to the enterprise. Yi Jiaxian first solved the problem of employee turnover rate in the catering industry.

(2) Hotel lobby is an important window to create quality service and enhance corporate image. The lack of service skills and nonstandard operation procedures will inevitably have a vital impact on hotel management. Therefore ... this year, we will strengthen standardized service process training and continuous skill competition, and strengthen the continuous improvement of employees' service skills. In the training of service skills, we should combine outsourcing with "internal training" and make greater efforts to successfully complete this task under the background of business and training.

(3) According to the pre-job training assessment of the hotel years ago, the basic service theory and operation skills are generally not strong. This year will be regarded as a key point to improve the quality of employees. If conditions permit, front-line staff and service personnel will be organized to tackle technical problems again in the second half of the year.

Second, the new employee training

New employees are a new force in hotel management activities. Improve one's own quality, master job skills skillfully, and let oneself upgrade synchronously with the fast-developing hotel as soon as possible. According to the principle of "training while working", new employees are trained in a planned and step-by-step manner. Employees' manuals, safety knowledge and service skills should be regarded as basic training materials, and they should be included in one of the conditions for formal installation after passing the examination.

Third, professional multi-functional training

"Building a learning team and being smart workers" is the theme of 20x hotel training. It is the starting point of our work to cultivate a versatile and versatile compound talent. Therefore, this year we will start training from these two aspects.

(1) Send some business backbones to some professional schools and training institutions for training, learn relevant business knowledge and improve service level.

(2) Carry out follow-up training of different skills in some positions in the store, strengthen personnel flow, solve the problem of insufficient personnel in emergency, and at the same time fully master the service skills for employees, and strive to provide necessary quality conditions for an intelligent employee with multiple skills.

Fourth, quality inspection.

"Employees will only do the work we check and will not do the work we ask." This is a disadvantage of the hotel at present, and it also shows that some employees are not enterprising, do not pay attention to rules and regulations, and have low team consciousness and execution. Therefore, this year we will comprehensively improve and gradually solve some existing problems through the combination of training and inspection.

1. Elegant environment and clean sanitation are prerequisites for the business activities of catering enterprises. 202 1 First sanitary quality inspection. Formulate "xx", "xx" and "xx". It is planned that all shopping malls (departments) will be inspected three times a week next year and recorded. It constitutes a three-level inspection system, the first is the inspection of the heads of various departments in the store. Followed by the store manager once. Then there is the company's quality inspection. With such frequency of examination, the overall health will be comprehensively improved.

2. Service quality and service attitude are important signs reflecting the management level and hotel grade of the whole hotel, and they are also one of the issues that many hotels have been talking about. The service is endless. We will change it through supervision and inspection. Gradually adopt the method of "training instead of training and inspection management" to promote the improvement of service quality, strengthen the use of customer comment cards, and formulate detailed rules for the implementation of service quality. Promote employees to reach a new understanding and improvement of the service concept.

Verb (abbreviation for verb) Other management assistance and related aspects.

1, the management of staff dormitory has reached a new level. Create a picture data file. In-store cooperation is required to do at least one recorded safety inspection and on-site inspection of accommodation every week.

2. Assist the store to do some daily auxiliary work and some reception tasks.

3, take seriously every work and task assigned by the leadership.

4. Making and selecting basic training materials for hotels.

Enterprise employee training plan planning 202 1 3 in order to improve the quality of employees and managers, improve the management level of the company and ensure the sustainable development of the company; Effective training is necessary, and the basis of good training is a feasible, complete and feasible training plan. The training work plan for this year is as follows:

The first is to establish a three-level training and education system for group companies, subordinate branches and workshop teams.

The first-level training refers to the forward-looking education and training that the group company is responsible for the group's major policies, company culture, development strategy, employee mentality, rules and regulations, management skills, new technologies and new knowledge. The training targets are middle-level and above managers of the group company and all managers of the group. The organization department is Human Resources Department, which shall be conducted at least once a month, and each time shall be no less than one and a half hours.

Secondary training is the training of team leaders and management personnel of each branch company. The main contents are the corporate culture education of the company, the rules and regulations of the unit and the safety operation procedures. The person in charge is the general manager of each branch. Once a month, not less than one and a half hours each time.

Three-level training means that each workshop team is responsible for the training of all employees under its jurisdiction. The main contents include job responsibilities, operation procedures, safety operation procedures, professional knowledge of job workflow and process skills, and work instructions. The person in charge is the person in charge of each workshop team. The training time is not less than once a week, and each time is not less than one hour. Use the daily pre-shift meeting and post-shift meeting to repeatedly learn the responsibilities and safety operation procedures of this position.

II. Professional business skills and knowledge training of branches

The main contents are three aspects: one is the training of technical knowledge, the other is the training of mechanical equipment maintenance knowledge, and the third is the training of production management knowledge; Once a week, each time not less than one hour.

Third, the professional knowledge training of various departments

Organized by the department head, the main content is the systematic training of relevant professional knowledge of the department. Combining with the professional problems in the actual operation, discuss training and exchange, and teach subordinates how to do a good job and improve their professional skills once a week, not less than one hour at a time. There are various forms of training to improve the quality of personnel, work and products.

Fourth, pre-job training for new employees.

The human resources department of the company will organize training for the newly recruited employees with more than eight employees for no less than X days. The main contents include company introduction, development history, strategic objectives, company culture, product introduction, general rules and regulations and general safety operation procedures. After new employees arrive at the workshop (or team), they should be trained in job responsibilities and operating procedures. The actual training in the first month is not less than X hours, so that each employee can clearly define his job responsibilities after arriving at the post. This post should be known and known. What are the criteria for this position? Clarify the operating procedures and safety operating procedures of this position. New employees should have a written test two months after joining the company, and the assessment results should be included in the probation assessment. For new employees who are usually recruited, the Human Resources Department will focus on pre-job training once a month.

Evaluation and evaluation of verb (verb's abbreviation) training

The effective operation of the training plan should be guaranteed by the organization, determined in the form of system, and the training results should be tracked. The establishment of training files for managers, the participation of managers in training, training tasks, etc. Included in the archives management and annual assessment. The assessment includes two aspects: one is the assessment of the training organizer, and the other is the evaluation and assessment of the employees after training; Ensure that the training work is in place. Make the training work truly become the basic work of the company, make the training play a real role, effectively improve the quality of managers and employees, be scientific, solid and effective, change the training of employees from what I want to train, adapt to the transformation and rapid development of the company, shape a learning organization, and reflect the value of the company and individuals.

Requirements of intransitive verbs

Each department of each branch shall draw up its annual training plan, and the annual training work plan shall be submitted to the competent leader before 1 month 10; The training plan should be carefully done and refined to several times a month. The training plan shall specify the organizer, person in charge, training time, training theme and content, training form, training target, training speaker, training record, training effect evaluation and tracking; Training forms can be varied and carried out in strict accordance with the training plan; The Human Resources Department shall conduct inspection and guidance at least once a month.

Enterprise employee training plan planning 202 1 4. Training purpose

1. Let new employees know about the company's general situation, rules and regulations, and organizational structure, so that they can adapt to the working environment more quickly.

2. Make new employees familiar with job responsibilities, workflow, work-related business knowledge and the basic qualities that the service industry should have.

Second, the training object

All the new employees in the company

Third, training time.

The induction training period for new employees is x months, including xx days of off-the-job intensive training and later on-the-job training.

Fourth, training methods.

1. Off-the-job training: centralized teaching is adopted.

2. On-the-job training: daily work guidance and one-on-one counseling are adopted.

Verb (abbreviation for verb) trains teachers.

The head of the administrative personnel department, the store manager, the assistant to the store manager, and the old employees who have expertise in a certain field.

Training materials for intransitive verbs

Company profile, company management system, department management system, job description and cases.

Seven. Training content

1. Company profile (history, background, business philosophy, vision and values)

2. Organization chart

3. Company benefits (insurance, holidays, vacations, etc. )

4. Wage system (payday and method)

5. Performance management system

6, job description and specific work specifications, work skills

7. Familiarity of internal employees (superiors, subordinates, colleagues, colleagues in cooperation departments, etc.). )

8. Appearance and instrument service requirements

Eight, training assessment

1, written test. The administrative personnel department uniformly prints the examination students. Used for off-job training.

2. Apply for evaluation. Through observation and testing, the trainees' application of training knowledge or skills in practical work is tested. By the department directly superior, colleagues, administration and personnel department * * * with the identification.

Nine. Training effect evaluation

The administration and personnel department communicates directly with the department where the new employee works through interns, teachers and assistant store managers. Follow up the trainees' work after training, gradually reduce the deviation of training content, improve training methods, make the training more effective and achieve the expected training objectives.