Measures for the Administration of Staff Training

Staff training can cultivate employees' sense of ownership and improve their operational skills, learning ability and knowledge level. The following is my collection of employee training management regulations, for reference only!

one

General rule

The of the first entry

In order to train employees in an organized and planned way, so as to achieve the goal of common development between * * * company and employees, this system is formulated according to the basic policies of human resource management of the company.

Article 2 Principles and Policies

1 The company's training follows the principle of "economy, practicality and high efficiency" and adopts the training policy of stratified personnel, diverse methods and rich contents.

Adhere to the principle of "equal opportunities and fair competition" in the professional training and off-the-job training of employees, and employees get incentive training and development opportunities through excellent performance and work performance.

Article 3 Scope of application

This system is applicable to all regular employees of the company.

Contents and forms of training

Article 4 Training Contents

The training content includes knowledge training, skill training and attitude training.

1 knowledge training

Continue to implement the training of new knowledge of employees in this major and related majors, so that employees have the basic knowledge necessary to complete their work and the new knowledge needed to meet challenges.

Let employees know about the operation and management of the company, such as the company's rules and regulations, development strategy, corporate culture, basic policies, etc. Let employees master the company's language and code of conduct.

2 skills training

Constantly implement the job responsibilities, operational procedures and professional skills training of on-the-job employees, so that they can freely use, play and improve on the basis of fully mastering the theory.

3 Attitude training

Continue to carry out training in psychology, interpersonal relationship, sociology, values and political consciousness, establish a mutual trust relationship between the company and employees, and meet the needs of employees for self-realization.

Article 5 Training forms

The training forms are divided into employee self-training, employee internal training, employee overseas training and employee exchange forum.

1, employee self-training.

Employee self-training is the most basic training method. The company encourages employees to actively improve their quality and business ability through self-study in their spare time according to their own wishes and conditions.

The company will try its best to provide relevant facilities for employees' self-training, such as venues and networked computers.

In principle, the company will not reimburse the expenses incurred by employees' self-training.

2. Internal training of employees

The internal training of employees is the most direct way, which mainly includes:

1 new employee training.

2 job skills training.

3 Transfer training. According to the needs of work, employees will be trained in job skills according to the requirements of new positions when they change jobs.

4. Internal departmental training. Intra-departmental training is organized by various departments, providing small-scale, flexible and practical training for employees according to actual work needs, and reporting the training situation to the Human Resources Department regularly.

5. Continuing education and training. The company can organize experts for training as needed.

3. Expatriate training for employees.

Expatriate training is a kind of investment training method of the company. According to the needs of employees' work, the company will arrange for employees to leave their jobs temporarily and go outside the company for training. If employees want to take part in training and further study outside the company, they need to fill out the Application Form for Overseas Training of Employees, and attach the training notice or enrollment brochure. The application can only be registered after being examined by the human resources department and approved by the general manager. The salary and expense reimbursement of overseas trainees shall be decided by the Human Resources Department.

4. Staff exchange forum

Staff exchange forum is a training method for employees to get inspiration from experience exchange. The company has set up an employee exchange forum on the internal regional network.

Rights and obligations of trainees

Article 6 Rights of Trainees

1. Employees have the right to participate in various trainings organized by the company without affecting their work.

2. The employees who are approved to participate in the training have the right to enjoy all the benefits provided by the company for the trained employees.

Article 7 Obligations of Trainees

1. Trained employees shall not escape or fail during the training period. Employees who are late or absent without reason shall be treated according to the company's attendance system.

2. After the training, employees have the obligation to apply what they have learned to their daily work.

3. Within one week after the end of external training, employees should organize the learning materials into a book and hand them over to the Human Resources Department for safekeeping. And pass on the knowledge to other employees of the company.

General employees can only use their spare time for self-training. If it is necessary to occupy working hours, it shall be put on record by the Human Resources Department and approved by the department head, and the corresponding treatment shall be carried out.

5. Trained employees who meet one of the following conditions must sign a training contract with the company.

1 External off-the-job training time is more than 3 months.

The company paid more than 3,000 yuan for training.

Organization and management of training

Article 8 The Human Resources Department is responsible for the planning, implementation and control of training activities. The basic procedure is as follows:

1, training demand analysis.

2. Set training objectives.

3. Plan training programs.

4. Training implementation and evaluation.

Article 9 Other departments are responsible for assisting the Human Resources Department in implementing and evaluating training, and organizing internal training.

Article 10 Establish training files.

1. Establish the company's training files, including training scope, training methods, training teachers, number of trainees, training time, learning situation, etc.

2. Establish employee training files, and record the details and results of employee training in detail, including training time, training place, training content, training purpose, self-evaluation of training effect, trainer's evaluation of trainees, etc.

5. Formulation of training plan

Article 11 Formulation of Training Plan

The Human Resources Department will issue the employee training demand questionnaire according to the specified time, and the department head will summarize it according to the actual situation of the department. And report to the human resources department within the specified time. The human resources department formulates the company's annual training plan according to the information of employee's self-declaration, personnel assessment and personnel files.

Make the implementation plan according to the annual training plan. The implementation plan includes the specific person in charge of training, the target and content of training, the selection of appropriate training methods, the selection of students and teachers, the formulation of training schedule and the budget of training funds. After the implementation plan is approved by the general manager, it will be distributed to all departments in the form of company documents.

Article 12 The training organized by the department and not included in the company's annual training plan shall be completed by the subordinate department, approved by the general manager, reported to the Human Resources Department for the record, and organized and implemented by the department under the guidance of the Human Resources Department.

Article 13 Employees who temporarily propose to participate in all kinds of external training or further education must obtain the consent of the person in charge of their department, fill out the Application Form for Overseas Training of Employees, and report it to the Human Resources Department for the record after being approved by the General Manager.

6. Training implementation

Article 14 In principle, the training implementation process shall be conducted according to the annual training plan formulated by the Human Resources Department. If adjustment is needed, an application shall be submitted to the Human Resources Department and reported to the General Manager for approval.

Article 15 During the employee's internal training, the Human Resources Department shall supervise the attendance of the trainees and assess the trainees on this basis.

Article 16 The Human Resources Department is responsible for recording the training process and keeping process materials, such as electronic documents, audio recordings, videos, slides, etc. After the training, the company's training files will be established on this basis.

Training evaluation

Article 17 The Human Resources Department is responsible for organizing post-training evaluation to judge whether the training has achieved the expected results.

Eighteenth post-training evaluation should be combined with the performance of students, to make a general appraisal. Trainees may need to write a training summary to summarize the progress in ideas, knowledge and skills. Put it in the personnel file together with the training results.

Article 19 Training evaluation includes various quantitative and qualitative evaluation forms such as test evaluation and drill evaluation.

8. Training costs

Article 20 The company invests a certain proportion of funds in training every year, and the training funds are earmarked, and the corresponding amount can be adjusted according to the actual situation of the company.

Article 21 The general manager decides to reimburse the salaries, treatment and expenses of overseas trainees. In principle, the expenses reimbursed by the company shall be paid in advance by the trainers themselves, and can only be reimbursed by the company after obtaining the certificate. The transportation and accommodation expenses for training production students shall be reimbursed according to the reimbursement regulations of the company.

Article 22 All expenses for internal training of employees shall be borne by the company.

Nine supplementary provisions

Article 23 The Human Resources Department is responsible for formulating or modifying this system, which shall be implemented after being approved by the company leaders.

Article 24 The Human Resources Department shall be responsible for the interpretation of this system.

two

In order to strengthen enterprise management, establish and improve the training mechanism, make the training work institutionalized, standardized, regular and innovative, and strengthen its assessment, the training assessment method for this employee is specially formulated.

I. Training leading institutions

The training plan submitted by each unit is implemented after being approved by the Human Resources Department, which is the comprehensive management department of employee training and is fully responsible for the assessment of each unit.

Second, the evaluation criteria

Safety and environmental knowledge standards

1, master the principles and policies of safety production and environmental protection, the company's rules and regulations on safety and environmental protection, and relevant safety technical regulations.

2. Understand the importance of safety in production and environmental protection.

3. Basically master the production technology and main equipment of this position.

4, can correctly use protective equipment, fire equipment, instruments, protective devices, safety devices, etc. This position.

5, can accurately grasp the safety regulations of this position.

6. Grasp the safety responsibilities of general employees.

Production technical standards and process knowledge

1, familiar with the operation process of this position.

2. Master the process knowledge of this unit and this position.

3. Understand the efficiency, principle, maintenance and operation of the equipment.

4. Be familiar with the knowledge of safety production, dust prevention and gas protection in this position.

5, to achieve "four understandings", that is, to understand knowledge, principle, efficiency and use; "Three meetings" can be used, maintained and troubleshooting.

Third, the evaluation method.

This assessment method is only based on safety and environmental protection knowledge and production process knowledge, and other aspects are assessed by the relevant departments of the company according to the actual situation.

1. Each unit shall organize training according to the training time requirements. After the training, the Safety & Environmental Protection Department and the Production Technology Department of the company will jointly conduct the examination, and be responsible for the examination management and examination paper review. The whole process is based on the principles of fairness, justice and openness.

2. The test scores are summarized in all aspects, with an excellent score of 95 or above, a good score of 80-95, an average score of 60-80, and a poor score of 60 or below. Taking the unit as a unit, the excellent rate and passing rate can be calculated according to the workshop statistics, and the results will be published after the audit. The test score evaluation standard can be flexibly arranged according to the actual situation and reported to the company leaders and relevant departments.

3. The safety and environmental protection department and production technology department of the company are responsible for the training and assessment of each factory, which is supervised by the human resources department of the company.

1 If the passing rate reaches more than 95%, the person in charge of the unit will be rewarded with RMB 200 yuan, and any employee with more than 95% will be rewarded with 50 yuan.

Those who fail the exam will be treated as 1-2 months, and the make-up exam will be made within a time limit. During the period, only 60% of his post salary will be paid, and he will be hired after passing the make-up exam, otherwise he will be dismissed.

The qualified rate is less than 80%, and 200 yuan, the person in charge of the unit, will be punished.

4. According to the training assessment, each unit selects "expert in post operation", "best learning model" and "best innovation achievement" according to the ratio of 10%. Selection can be applied by individuals or declared by the workshop, and submitted to the company for approval after being audited by the factory department. The selection adopts the "decreasing method" to determine the personnel. In addition to the honorary certificate, the winners also received the 50 yuan Prize.

Four, this assessment method from the date of promulgation.

three

I. Purpose of training

Provide basic background information about the company for employees other than laborers, so that employees can understand the basic contents of their work and clarify their job responsibilities, procedures and standards; Indoctrinate employees with the attitudes, norms, values and behavior patterns expected by enterprises and their departments, and help employees adapt to the enterprise environment and new jobs as soon as possible.

Second, the training content

The basic situation of the company

1. Introduce the business history, purpose, scale and development prospect of the company, encourage employees to work actively and contribute to the prosperity of the company;

2. Introduce the company's business scope, main products, market positioning, target customers and competitive environment. Improve employees' market awareness;

3. Introduce the communication of corporate culture, values and goals, and let employees know what the company opposes, encourages and pursues.

Second, the company management system

1, introducing the company's employee behavior and code of conduct, such as the requirements for professional ethics, work and rest system, contact and service terms, appearance, mental outlook, speech and dress.

2, introduce the company's administrative, human resources, finance, production site and other management rules and regulations and job responsibilities, so that employees consciously abide by the company's rules and regulations in their work, and their work behavior meets the requirements of the company's management rules;

3. Introduce the company's safety measures and management regulations, so that employees can understand what safety work includes, how to take safety precautions, how to find safety problems in their work, how to deal with safety problems in the production environment urgently, and strengthen employees' awareness of safety work.

Third, the organizational structure of enterprises.

This paper introduces the internal organizational structure of the company, the service coordination network and process between departments, and the handling feedback mechanism of relevant departments, so that employees can clearly understand the channels of information communication and proposal submission within the company, understand and be familiar with the functions of various departments, so as to accurately contact relevant departments in future work, and can make suggestions or complaints about problems in their work at any time.

4. Business training

1. Conduct business training on job responsibilities, working knowledge, working methods, working skills and working standards. , so that employees are familiar with and master the main skills and related information needed to complete their jobs, so as to be competent for their jobs quickly;

2. For the quality management training of production technicians, it mainly introduces the content, specific requirements and standards of quality management, as well as the workflow, so that employees can master the specific rules of quality control and management and ensure the quality of products;

3. The product knowledge training for production technicians mainly introduces the product production process and safety technical specifications, so that employees can master basic product knowledge and emergency treatment methods at work as soon as possible, learn to protect themselves and ensure safe production.

4. Aiming at the operation skill training of production technicians, it mainly introduces safety operation procedures and work instructions to help employees master basic production operation skills as soon as possible and be competent for job requirements.

Shaping Five Professional Qualities

1, introduce the concept of professionalism, so that employees can understand what professionalism is, what professionalism includes, life values, work thinking concepts, etc. How to shape professional quality. Understand the positive role of shaping professionalism in company development and personal growth;

2. Introduce the concept of career planning, so that employees can master the purpose of career planning and the path to achieve career goals, know the path and direction of development in the company, and help employees avoid detours and realize their career dreams as soon as possible.

6. Improve professional management skills

For the current managers and reserve managers, training and guidance should be given from the aspects of management thinking concept, skills and methods:

1. Understand the importance of managers in shaping their professionalism and skills, and clearly and accurately position their role in the organization;

2. Deeply understand the relationship between the improvement of managers' professional ability and the strategic development of enterprises, and master relevant methods and skills;

3. Promote the healthy and efficient development of enterprises through the improvement of managers' self-management and leadership ability.

Third, training methods.

Staff training adopts different training methods according to different training contents:

The training of a company's basic profile, management system and organizational structure adopts a combination of chart demonstration and content explanation, which is convenient for employees to enhance their knowledge memory.

The second is business training, which combines knowledge explanation, operation drills and mentoring, so that employees can master basic business skills as soon as possible through hands-on operation.

Third, the training of professional quality shaping and management skills improvement adopts the combination of slide show, case explanation, analysis and discussion, role play and so on. Let employees deeply understand the truth and methods.

Fourth, the training responsibilities

1. Staff training is organized and implemented by the company office.

2. The company's basic profile, management system and organizational structure knowledge training are taught by the company's functional departments.

Job knowledge in business training is explained by the employing department, and quality management knowledge is taught by the quality control department.

4. The training of shaping professional quality and improving management skills is arranged by the office of the company to be taught by relevant managers or external lecturers.

Verb (abbreviation of verb) training evaluation

1. Evaluation content

1, attendance record

1 Late or early leave: 2 points will be deducted for taking leave in advance, and 5 points will be deducted for not taking leave in advance; During the probation period, new employees will be dismissed for being late/leaving early for a total of 3 times.

2. Leave: 2 points will be deducted every 0.5 days if you leave in advance, and 5 points will be deducted every 0.5 days if you don't leave in advance; For new employees during probation period, 5 points will be deducted if they leave for 3 days, and they will be dismissed after 6 days.

3 Absenteeism: 1 0.5 days for each time 10; New employees who are absent from work during the probation period 1 time will be dismissed.

2. Training written test: the written test questions are selected by one of three choices.

3. Practice: Practice according to the actual requirements of each position.

Binary specific gravity

1, production technical post

Attendance 20 points, written training 70 points, practical exercise 10 points.

2. Administrative logistics posts

20 points for attendance, 50 points for written training and 30 points for practical operation.

3. Sales position

Attendance record 20 points, training written test 40 points, product sample delivery or sales performance 40 points.

Three evaluation cycles

1. New employees should be trained and assessed before the probation period expires;

2. On-the-job old employees are assessed once every six months.

Sixth, the application of evaluation results.

1. A comprehensive assessment score of 85 or above is considered as passed.

Second probationary employee

1, the probation period expires, and the comprehensive score of the initial test is lower than 85 points, and the probation period is extended by one month;

2. The probation period is extended for one month, and if the comprehensive score of the retest is still lower than 85 points, the probation period will be extended for another month;

3. If the probation period is extended for the second month and the comprehensive re-examination score is still below 85 points, it will be dismissed.

3. Old employees on the job

1, if the comprehensive score of the initial test is lower than 85, re-test one month later;

2. If the comprehensive score of the second interview is still below 85 points, retraining will be conducted within six consecutive months from the month of the second interview, and 80% of the basic salary will be paid during the period;

3. Retraining expires at the end of the month, and those whose comprehensive scores are still below 85 will be dismissed.

4. The assessment results will serve as an important basis for personal salary adjustment standards.

Seven, other matters, should be supplemented.