How to conduct induction training for new employees in enterprises

Reprint the following information for reference

Induction training for new employees

1. Pre-employment training (department manager is responsible)

1. Welcome letter to new employees.

2. Let other employees in this department know the arrival of new employees (at the morning meeting every day).

3. Prepare the office space and office supplies for new employees.

4. Prepare internal training materials for new employees.

5. appoint a senior employee as a mentor for the new employee.

6. Get ready for the first task assigned to new employees.

second, department on-the-job training (department manager is responsible)

the first day after arrival:

1. report to the human resources department for orientation training for new employees (the human resources department is responsible).

2. report to the department, and the manager welcomes new employees on behalf of all employees in the department.

3. Introduce new employees to the employees of the department and visit the workplace.

4. introduction of the department structure and functions, and special regulations within the department.

5. Job description and responsibilities of new employees.

6. Discuss the first task of new employees.

7. Send old employees to accompany new employees to the company restaurant for the first lunch.

On the fifth day after arrival:

1. During one week, the department manager held informal talks with the new employees, reiterated their job responsibilities, talked about the problems in their work and answered the questions of the new employees.

2. Evaluate the performance of new employees in one week and set some short-term performance goals.

3. Set the time for the next performance appraisal.

on the 3th day after arrival

the department manager interviews the new employee, discusses the performance during the probation period of one month, and fills in the evaluation form.

On the ninetieth day after arrival

The HR manager and the department manager discuss the performance of the new employee together, whether it is suitable for the current position, fill in the probation assessment form, talk with the new employee about the performance of the probation assessment, and inform the new employee of the company's performance assessment requirements and system.

Third, the overall training of the company: (HR department is responsible for it-irregularly)

1. The company's history and vision, organizational structure and main business.

2. Company policies and welfare, relevant company procedures and performance appraisal.

3. introduction to the functions of various departments of the company, and training plans and procedures of the company.

4. distribute the company's overall training materials and answer questions raised by new employees.

iv. guiding standards for new employees

1. how to make new employees feel at home

when new employees start a new job, success or failure often determines their first hours or days. During this initial period, it is also the easiest to form a good or bad impression. The new job and new boss are tested as well as the new employees, so it is just as important for the new employees to give the new employees a good impression successfully.

2. Problems faced by newcomers

1) Strange faces surround him;

2) I feel uneasy about whether I can do my new job well;

3) I am afraid of the accidents in my new job;

4) Unfamiliar people, things and things distract him;

5) I feel overwhelmed with my new job;

6) Not familiar with company rules and regulations;

7) He doesn't know what kind of boss he met;

8) I am afraid that my new job will be very difficult in the future.

3. Friendly welcome

Managers should have a sincere and friendly attitude when receiving newcomers. Make him feel that you are glad that he joined your company, tell him that you really welcome him, shake hands with him, show interest in his name and keep it in your mind, and welcome him with a smile. It is very simple to give a friendly welcome to newcomers, but it is often neglected by managers.

4. Introduce colleagues and environment

The newcomer is unfamiliar with the environment, but if he is introduced to his colleagues, this strangeness will soon disappear. When we are in an unintroduced crowd, everyone will be embarrassed, and the newcomer will be equally embarrassed. However, if he is introduced to his colleagues, this embarrassment will be eliminated. Introduce the company environment to new colleagues in a friendly way, so that they can eliminate their strangeness to the environment and help them get into the state more quickly.

5. Make new employees satisfied with their jobs

It is best to make new employees satisfied with their jobs at the beginning. This is not to say that the new employee is deliberately made too subjective about his new job, but he should have a good impression on his new job anyway. Recall some experiences when you are a newcomer, your initial impression, and how you felt at that time, and then push others to learn from your feelings and encourage and help newcomers when they join your company.

6. Make friends with new employees

Treating new employees in a sincere and helpful way can help them overcome many maladjustments and difficulties at the beginning of their work, thus reducing the turnover rate caused by inadaptability to the environment.

7. Explain the company's rules and regulations in detail

Newcomers often have some unnecessary troubles and mistakes because they are unclear about the company's policies and regulations, so they clearly explain the company's policies and regulations related to them. Then, he will know what the company expects of him and what he can contribute to the company.

8. The following policies need to be carefully explained

1) Salary method;

2) promotion policy;

3) safety regulations;

4) employee benefits;

5) personnel system;

6) code of conduct for employees.

the above policies must be explained to new employees at the beginning, that is, taking the opportunity.

9. How to explain the company policies

When explaining the company policies and regulations to new employees, they must be made to think that they are fair. If the leader explains the rules to the newcomers and makes them think that the existence of the rules threatens them everywhere, then he will not have a good impression on his new job. All the company's policies and regulations have their own reasons, and the person in charge should clearly tell them these reasons. If the newcomers are told the reasons for the company's policies and regulations in detail at the beginning, he will be very happy and admit their fairness and importance. Unless he is informed of the reasons for formulating the policy, he is bound to break the rules and regulations, and at the same time he will express his disapproval of the policy. Newcomers have the right to know the reasons for each policy and regulation of the company, because when a newcomer takes part in a new job, he is starting to establish a cooperative relationship with the company, so the more he understands those reasons, the closer the cooperation between them will be. It is the responsibility of the supervisor to explain the company policy and the reasons for its formulation frankly and thoughtfully to the new employees, which is the first step to establish mutual understanding between employers and employees.

1. Give safety training

1) Cooperate with the working nature and working environment of new employees and provide their safety guiding principles, which can avoid the occurrence of accidental injuries. The contents of safety training are:

(1) accidents that may occur at work;

(2) principles and procedures for handling various incidents;

(3) introduce safety knowledge carefully;

(4) After testing, check the personnel's understanding of "safety".

2) Effective safety training can achieve the following objectives:

(1) Newcomers feel that their welfare has been definitely guaranteed;

(2) establish the foundation of goodwill and cooperation;

(3) It can prevent waste in work and avoid accidents;

(4) personnel can avoid time loss and improve their working ability;

(5) It is very helpful to establish the company's reputation.

11. Explain the salary plan

Newcomers are eager to know the following questions;

(1) when to pay the salary;

(2) time of going to and from work.

V. Relevant forms

1. On-the-job training inspection and supervision form for new employees

2. On-the-job training feedback form for new employees

Performance evaluation form for new employees during probation period

Inspection and supervision form for on-the-job training for new employees

No. of training content confirmed

(signature of the person in charge) 1) For other departments.

2) prepare the office space, office supplies and tools for new employees;

3) Prepare departmental training materials for training new employees;

4) appoint a work tutor for new employees. Pre-job training

2 On behalf of all employees in the department, the manager welcomes the new employees, introduces them to the employees in the department, visits the workplace

3. Introduction of the structure and functions of the department, special regulations in the department

4. Discussion on the first job task of the new employees

5. Send the old employees to accompany the new employees to the company restaurant for lunch on the first day

6 Within one week, the department manager and the new employees will have lunch together. Evaluate the performance of new employees in a week. Set the time for the next performance appraisal (3 days later)

conversation record:

Department Manager: Year Month Day

Feedback Form for New Employees' On-the-job Training

Department: Name: Job (Type of Work): Entry Date:

1. Have you understood the organizational structure and functions of the department?

□ Yes □ No

2. Have you clearly understood your job responsibilities and job descriptions?

□ Yes □ No

3. Are you familiar with the company building and workplace?

□ Yes □ No

4. Have you met all the colleagues in the department?

□ Yes □ No

5. Do you think the departmental on-the-job training is effective?

□ Yes □ No

6. Do you know how to ask for help if you encounter problems at work in the future?

□ Yes □ No

7. Have you received enough on-the-job training from the department and ensured that you can complete the task well?

□ Yes □ No

8. Do you know the company's safety management system?

□ Yes □ No

9. What is the improvement in on-the-job training?

1. What kind of training do you want to receive in your future work?

note: this form will be filled in by the human resources department one week after the new employee arrives.

performance evaluation form for new employees during the probation period

Department: Name: Job (type of work): Date of Entry:

1. Your overall evaluation of new employees' performance within one month:

□ Excellent □ Good □ Fair □ Poor

2. New employees' adaptability to the company:

□ Excellent □ Good. Work attitude of new employees:

□ excellent □ good □ average □ poor

5. Mastery of new employees' business knowledge:

□ excellent □ good □ average □ poor

6. What training do you think new employees need?

7. Other comments:

Signature of department manager: date:

Note: This form is used in conjunction with the application form for employee's probation period (this form should be filled in one month after the employee joins the company).