Model essay on employee training scheme of clothing enterprises

For the training of employees in our factory, we have conducted a series of trainings on this work. The following is my training plan. The following is a model essay on employee training scheme of garment enterprises compiled by me for your reference only. Welcome to reading.

The training plan for employees in garment enterprises is an important part of the management of socialist enterprises in China, and it is an effective way to improve the quality of employees and cultivate "four haves" personnel. Staff training and education must adhere to the party's educational policy, adhere to the principles of enterprise-oriented, production-oriented, teaching students in accordance with their aptitude, combining learning with application and directional training, and cultivate more and better talents.

Under the leadership of the manager, the training and education of our company is mainly conducted by the safety education department, which is responsible for the culture, technology and business training of the whole company, unified planning and organization and implementation. Incorporate the training and education plan into the company's production plan, issue it at the same time, implement it at the same time, and summarize the assessment.

I on-the-job training

Give priority to practicing basic skills, that is, practicing basic movements, basic skills and basic theories of practical operation. According to the requirements of "Technical Grade Standard for Electric Power Production Workers" issued by the Ministry, "three skills and three abilities" should be achieved.

1, "Three Refinements and Three Capabilities" for substation, line and equipment operators.

(1) Be familiar with equipment, systems and basic principles.

(2) Familiar with operation and accident handling.

(3) Be familiar with the electrical safety work regulations and the rules and regulations of this position.

(4) Be able to operate correctly and analyze the running status.

(5) Be able to find faults and eliminate them in time.

(6) Be able to master general maintenance skills.

2. Power supply personnel (including rural electricians) "Three Refinements and Three Capabilities"

(1) Be familiar with the Regulations on Electric Safety Work and the rules and regulations of this position.

(2) Familiar with the basic knowledge of electricians.

(3) Familiar with repair and maintenance technology and quality standards.

(4) Be proficient in inspection, maintenance and operation of this type of work, and handle accidents correctly.

(5) Master electric shock first aid and artificial respiration.

(6) Be able to understand common drawings and master the performance of common materials.

3, finance, auditing and power marketing personnel "three skills"

(1) Be familiar with the rules and regulations of this position and relevant laws and regulations.

(2) Be familiar with the business knowledge and requirements of this position.

(3) Familiar with the basic knowledge of electricians.

(4) Proficient in financial or business statistics, calculation and analysis.

(5) Be able to fill in all kinds of reports skillfully.

(6) Skillful use of computers for document processing and tabulation.

4. Measuring personnel's "three skills and three abilities".

(1) Be familiar with the basic principle of electric energy metering device.

(2) Be familiar with the rules and regulations of this position and relevant laws and regulations.

(3) Be familiar with the maintenance technology and quality standards of electric energy metering devices.

(4) Able to skillfully install and check electric energy metering devices.

(5) Be able to find faults and eliminate them in time.

(6) The measurement error can be compensated correctly.

Second, the training of new workers

1, when new workers enter the company, they must go through the training of the safety education department for a period of time, and they can only be assigned jobs after passing the examination. The content is divided into: education of political thought and tradition, education of obeying discipline and law, education of safety production and rules and regulations, education of basic knowledge and professional skills.

2. Restore the traditional mentoring, mentoring and training. After the new workers arrived, they were assigned to teachers with high professional level. After three steps of on-site basic system study, on-site internship and follow-up internship, they passed the examination and confirmed their ability to operate independently. Only after the approval of the relevant departments can they work independently.

Third, professional backbone training.

1, select excellent production workers and team technicians with high technical level, who love their major and have progressive ideas as the training objects of professional backbones, work out the training plan of professional backbones, and obtain the consent of the competent department.

2, the cultivation of professional backbone, to have a goal, direction, the combination of theory and practice, in general, don't change their jobs easily, encourage them to improve from the professional.

3. Training of research institutes and webmasters

The training of research institutes and webmasters is planned and implemented by the company. Research institutes and webmasters should improve from three aspects: organization and leadership, technical business and ideological and political work, especially to learn management and ideological work.

Four. Forms and methods of training

1, on-the-job training. Each department (or class, group or station) should organize its own personnel to carry out relevant business knowledge training according to the actual situation and requirements of the post. On-the-job training is the main way of vocational education and training.

2. Centralized training. Organize relevant personnel of the company to concentrate on learning, and the heads of various functional departments or personnel with high technical level take turns to teach.

3. Special lectures. Hire professional and technical personnel outside the company to teach a special content in the company.

4. Short-term off-job training. According to the needs, the company sends professional and technical backbones to other places for short-term full-time study in a planned and purposeful way.

Verb (abbreviation of verb) training time requirements

1, on-the-job skills, safety training, once a month.

2, technical examination, once a month.

3, abnormal and accident analysis, once a month.

4, simulation drills and accident prediction, once a quarter.

5, centralized training, twice a quarter.

6, safety regulations, technical regulations and basic knowledge examination, once every six months.

7. Special lectures, four times a year; Skills competition, once every six months.

Training scheme for employees of garment enterprises: Pre-post training, also called in-store training, is the basic training for new employees after they enter the store. Mainly to let new employees know the rules and regulations, professional ethics and etiquette of chain stores to meet the post requirements. Pre-job training should start from three aspects? Educate employees to enhance their work consciousness, educate employees to be familiar with commodity knowledge, and educate employees to learn to be polite to guests.

According to the characteristics of chain stores, pre-job training should include the following basic contents besides cultural education: moral education and professional skills training.

As far as its content and purpose are concerned, there are three kinds of on-the-job training for employees: one is training to improve interpersonal relationships. This kind of training is mainly to let employees have a more comprehensive understanding of the following personnel relations, including the relations, feelings and exchanges between employees; Employees' own psychological state and social relations; Employees' sense of identity or alienation from departments and enterprises as a whole, and the relationship between departments within the whole group, etc. Second, the training of new knowledge, new ideas and new technologies. Chain enterprises should develop? We must always pay attention to the changes in the environment and instill new knowledge, new technology and new ideas into employees at any time, otherwise employees will inevitably fall behind. Third, training before promotion. Promotion is a necessary process of enterprise personnel management. Due to the expansion of the establishment, retirement, dismissal and other reasons, it is necessary to supplement all kinds of personnel accordingly. In order to prepare employees who are about to be promoted psychologically and mentally before promotion? And acquire relevant knowledge, skills and materials, it is necessary for enterprises to train promising employees in advance.

On-the-job training on-the-job training is mainly for the training of managers. Managers are the backbone of the development and survival of chain enterprises. The training of these people is particularly important. In addition to paying attention to cultivating technical talents, personnel talents and comprehensive and coordinated overall talents of managers, we should also pay attention to the following points:

Familiar with the working environment. For managers, they should be required to fully understand the business nature, management system and the work nature of the assigned departments of the company. Only in this way can they work effectively.

Pay attention to the cultivation of team life ability. Managers live in teams, and learning from experienced veterans or experts will help them make rapid progress. When arranging work, it is best to start from the grassroots, so that they can accurately understand the situation of grassroots personnel and accumulate the most practical experience for future supervisors.

Submit a work report. In the initial training, students should be required to submit work reports on a regular basis, so as to know the progress and depth of their study and make corresponding adjustments at any time.

Conduct job evaluation at any time. In addition to regular work reports, supervisors should also conduct irregular evaluations through random tests. This way, the supervisor can have a deeper understanding of the trainees' work performance and training effect.

Fan Wensan's new employee training, also known as induction training, is a process in which an enterprise transforms its employees from social people to enterprise people, and it is also a process in which employees integrate into the organization or team from outside the organization and become a member of the team. Employees gradually get familiar with and adapt to the organizational environment and culture, define their role orientation, plan their career development, and constantly give play to their talents, thus promoting the development of enterprises. For enterprises, the enterprise value concept and management style that new employees feel during this period will directly affect the attitude, performance and behavior of new employees in their future work. Successful new employee training can play a role in conveying enterprise values and core concepts and shaping employee behavior. It has built a bridge of communication and understanding between new employees and other employees in the enterprise and laid a solid foundation for new employees to quickly adapt to the enterprise environment and develop benign interaction with other team members.

First, the purpose of new employee training

The basic purpose of new employee training is to let new employees know the basic background of the enterprise, that is, to understand the history, culture, strategic development goals, organizational structure and management methods of the enterprise, as well as the work flow and system norms, to help employees clarify their responsibilities, procedures and standards, so that employees can initially understand the attitudes, norms, values and behavior patterns expected by the enterprise and its departments, so as to help employees adapt to the environment and new jobs more quickly and enter the role. At the same time, through training, it can help new employees to establish good interpersonal relationships and enhance team awareness and cooperation spirit.

Second, the content of new employee training

1. Common sense training refers to the introduction, explanation and training of employees' development history, corporate culture, management concept, organizational structure, development scale, prospect planning, product services and market conditions, business processes, relevant systems and policies, professional ethics, etc., so that they can fully understand and understand the enterprise, deepen their understanding and stimulate their sense of mission.

2. Professional training mainly includes: introducing department structure, department responsibilities, management norms, training basic professional knowledge and skills, teaching working procedures and methods, and introducing key performance indicators. In this process, the department head should explain the specific requirements of job responsibilities to new employees, demonstrate behaviors when necessary, and point out the possible career development direction.

Third, the new employee training matters needing attention

1. Before the implementation of new employee training, we must make a detailed plan according to the specific situation of the enterprise and the characteristics of new employees, and make a detailed plan for the training content, form, time and person in charge, and monitor the implementation process.

2. New employee training does not belong to the human resources department. For the departments and personnel responsible for the training of new employees, it is necessary to clarify the division of responsibilities among the human resources department, the top management, the heads of the departments where the positions are located, and the heads of relevant departments to ensure that all positions and departments shoulder their due responsibilities.

3, in order to ensure the actual effect, after the implementation of new employee training should be timely record filing and effect evaluation.

"A good beginning is half the battle!" The growth of new employees in the initial stage of the company is very important to employees and enterprises. The success of new employee training is inseparable from the careful planning of every detail. Successful new employee training is an important part of human resource management, which takes a solid step for employees to smoothly integrate into the enterprise and then choose long-term development!

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.

1. 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.

2. The training of professional business skills and knowledge of each branch includes three aspects: one is the training of process technology 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.

3. The professional knowledge training of various departments (such as sales, finance, procurement, human resources, international trade and office) is organized by the department heads. The main content is the systematic training of relevant professional knowledge of this department. Combining with the professional problems in actual operation, the training exchange is discussed to teach subordinates how to do a good job and improve their professional skills, once a week, with no less than one hour each time. There are various forms of training to improve the quality of personnel, work and products.

4. Pre-job training for new employees: The human resources department of the company organizes centralized training for new employees who recruit more than eight people for no less than three 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 will be trained in job responsibilities and operating procedures, and the actual training in the workshop will be no less than 6 hours in the first month, so that each employee can clearly understand his position after arriving at the workshop. 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.

5, training assessment and evaluation, the effective operation of the training plan should be guaranteed by the organization, and should be determined in the form of a 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 really play a role, effectively improve the quality of managers and employees, make them develop scientifically, solidly and effectively, make the employee training change from what I want to train to adapt to the transformation and rapid development of the company, shape a learning organization, and reflect the value of the company and individuals.

6. Requirements: All branches and departments shall formulate annual training plans, and the annual training work plans shall be submitted to the competent leaders before 1 month 10; The training plan should be carefully done and refined to several times a month. The organizer, person in charge, training time, training theme and content, training form, training target, training lecturer, training record and training result should be evaluated and tracked. 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.

Through the training of all managers and employees, the corporate culture connotation and post business knowledge of the company are clarified, their respective post responsibilities and work standards are clarified, and various business skills are mastered to improve performance, thus improving the quality of all managers and employees and the management level of the company; Achieve a win-win situation for the company and employees, thus laying a talent foundation for achieving the company's strategic goals.