Company training plan

In order to ensure that work or things can be carried out in an orderly manner, it is often necessary to make plans in advance according to specific conditions, which generally include guiding ideology, main objectives, work priorities, implementation steps, policies and measures, specific requirements and other matters. Then the question is coming, how should the plan be written? The following are four training programs of the company that I collected and sorted out, hoping to help everyone.

Company Training Plan 1 In view of the weak adaptability, innovation and execution ability of employees, combined with the company's five-year development plan outline and overall development strategy, we will vigorously promote the quality improvement project of employees, highlight the training of high-skilled and high-tech talents and the reserve training of professional and technical forces, provide suitable human resources for the company to establish outstanding enterprises with sustainable competitiveness, comprehensively improve the comprehensive quality and business ability of employees, and promote the healthy and rapid development of enterprises.

First, the overall goal

1. Strengthen the training of the company's senior managers, enhance the operators' business philosophy, broaden their thinking, and enhance their decision-making ability, strategic development ability and modern management ability.

2. Strengthen the training of middle managers in the company, improve the comprehensive quality of managers, improve the knowledge structure, and enhance the comprehensive management ability, innovation ability and execution ability.

3. Strengthen the training of the company's professional and technical personnel, improve the level of technical theory and professional skills, and enhance the ability of scientific research and development, technological innovation and technological transformation.

4. Strengthen the technical level training of the company's operators, constantly improve their business level and operational skills, and enhance their ability to strictly perform their duties.

5. Strengthen the academic training of employees, improve the scientific and cultural level of personnel at all levels, and improve the overall cultural quality of employees.

6. Strengthen the qualification training of managers and industry personnel at all levels, speed up the work of holding certificates, and further standardize management.

Two. Principles and requirements

1, adhere to the principle of teaching according to needs and stressing practical results. According to the needs of the company's reform and development and the diversified training needs of employees, we will carry out training with rich content and flexible forms at different levels to enhance the pertinence and effectiveness of education and training and ensure the training quality.

2, adhere to the principle of independent training, supplemented by outsourcing training. Integrate training resources, establish and improve the training network with the company training center as the main training base and the surrounding colleges as the outsourcing training base, do basic training and routine training with independent training as the main training, and do relevant professional training through the outsourcing base.

3, adhere to the "company+colleges" joint school model, the principle of amateur learning. According to the needs of the company, the mainstream and related institutions jointly run schools, offer advanced undergraduate courses in related majors, organize employees to use weekends and holidays to concentrate on teaching, and combine self-study to complete their studies and obtain academic qualifications.

4. Adhere to the principles of training personnel, training content and training time. In 20xx years, the senior management personnel have participated in business management training for a total of not less than 30 days; The accumulated training time for middle-level cadres and professional and technical personnel is not less than 20 days; The cumulative training time of general employees' operation skills is not less than 10 days.

Third, the training content and methods

(1) Company leaders and senior managers

1. Learn the major policies of the central government, the state and the government, analyze the political and economic situation at home and abroad, and study and interpret relevant state policies and regulations. Organize training through the superior competent department.

2. Develop strategic thinking, improve business philosophy, and improve scientific decision-making ability and management ability. By participating in high-end forums, summits and annual meetings of entrepreneurs; Visit and learn from successful enterprises at home and abroad; Attend high-end lectures by senior trainers from well-known enterprises at home and abroad.

3. Degree training and qualification training. Participate in academic studies or MBA and EMBA studies in Peking University, Tsinghua and Party schools of the Central and Provincial Committees; Participate in vocational qualification training for senior managers.

(B) Middle-level management cadres

1, management practice training. Production organization and management, cost management and performance appraisal, human resource management, motivation and communication, leadership art, etc. Invite experts and professors to give lectures in the company; Organize relevant personnel to attend special lectures; Accept Guanghua course in the company training center.

2. Academic education and professional knowledge training. Actively encourage qualified middle-level cadres to participate in university (undergraduate) correspondence, self-study or MBA and other master's degree studies; Organizational management, business administration, accounting and other professional management cadres took the qualification examination and obtained the qualification certificate.

3. Strengthen the training of project managers (builders). This year, the company will make great efforts to organize rotation training for on-the-job and backup project managers, and strive to achieve more than 50% training, focusing on improving their political literacy, management ability, interpersonal communication ability and business ability. At the same time, the "Global Vocational Education Online" distance vocational education network was launched to provide employees with a green learning channel. All units of the company are required to select employees who meet the requirements of construction engineer registration and have professional development ability, organize centralized training and take the social construction engineer examination, and strive to achieve an annual net increase of more than 10.

4. Broaden your horizons, broaden your thinking, master information and learn from experience. Organize middle-level cadres to study and visit upstream and downstream enterprises and affiliated enterprises in batches to understand the production and operation situation and learn from successful experiences.

(3) Professional and technical personnel

1. The deputy chief engineer and professional engineers will give regular technical lectures on special topics, build the company's own distance education and training base, and carry out special training on new technologies, new materials and quality management knowledge, so as to cultivate innovation ability and improve the research and development level.

2, organize professional and technical personnel to learn from advanced enterprises in the same industry, learn advanced experience, broaden their horizons. During the year, it is planned to arrange two groups of personnel to visit and study in XX and XX units.

3. Strengthen the strict management of out-going trainers, write written materials and submit them to the training center after the training, and learn and popularize some new knowledge in the company when necessary.

4, accounting, economics, statistics and other professionals who need to pass the exam to obtain professional and technical positions, through planned training and pre-test counseling, improve the qualification rate of professional title examination. For professionals who have obtained professional and technical positions through evaluation, such as engineering, experts from related majors are invited to give special lectures to improve the technical level of professional and technical personnel through multiple channels.

Basic training for employees

1, induction training for new workers

In 20xx, we will continue to strengthen the corporate culture training of the company, and train new employees in laws and regulations, labor discipline, safety in production, team spirit and quality awareness. Each training year shall not be less than 8 hours; Through the implementation of mentoring system and professional skills training for new employees, the signing rate of new employees in grass-roots units and branches must reach 100%. The probation period is based on performance appraisal. Those who fail the examination shall be dismissed, and those who pass the examination shall be commended and rewarded.

2. Transfer employee training.

In 20xx, we will continue to train the personnel of the human resources center in corporate culture, laws and regulations, labor discipline, safety in production, team spirit, concept of choosing a job, company development strategy, company image and project progress. , and each item shall not be less than 8 hours. At the same time, with the expansion of the company's scale and the increase of internal employment channels, professional and technical training should be carried out in time, and the training time should be no less than 20 days.

3, staff technical level training

In 20xx, the company plans to train 2 senior engineers and 3 deputy senior engineers. More than 70% of technicians are intermediate workers or above; On the one hand, we will continue to popularize and expand the proportion in 20xx, and the focus of our work is to train senior technicians. It is planned to train 2 senior technicians and 2 intermediate technicians 10. Form a relatively perfect system of skilled personnel. Grass-roots units and branches should focus on basic work, focus on training intermediate and senior workers, and strive to make more than 40% of the total number of employees with technical workers above intermediate level, so as to improve the quality of technical management personnel as a whole.

4. Accelerate the training of high-skilled personnel and the pace of vocational skill appraisal.

This year, the company will select some main positions for rotation training, and timely organize employees in relevant technical schools in this city who meet the requirements of technicians and senior technicians to conduct centralized training and assessment, and strive to add more than 30 technicians and senior technicians. Make its structure and total amount tend to be reasonable and gradually meet the requirements of enterprise development. Vocational skill appraisal should enable skilled workers under the age of 35 to complete the first appraisal and evidence collection on the basis of vocational skill training.

5. Strengthen the training of compound and high-level talents.

All departments and grass-roots units should actively create conditions, encourage employees to study by themselves and participate in various training organizations, and realize the unity of personal development and enterprise training needs. To expand and improve the professional ability of managers in different management occupations; The professional ability of professional and technical personnel is expanded and improved to related majors and management fields; So that construction workers can master more than two kinds of skills and become a high-level talent with many talents.

Part II of the Company's Training Plan 1. General Provisions

1, in order to further strengthen the education and training of employees, improve the quality of employees, promote employees to integrate into the team more quickly, deeply understand the corporate culture of the company, enable employees to have corresponding quality and business ability, and develop together with the enterprise, this training scheme is specially formulated.

2 staff education and training must adhere to the principle of serving enterprises, teaching students in accordance with their aptitude and applying what they have learned.

Second, the training objectives

1. Strengthen the training of the company's senior management personnel, enhance the business philosophy, broaden the thinking, and enhance the decision-making power, strategic development ability and modern management ability.

2. Strengthen the training of middle managers in the company, improve the comprehensive quality of managers, improve the knowledge structure, and enhance the comprehensive management ability, innovation ability and execution ability.

3. Strengthen the training of the company's grass-roots employees, constantly improve the operational level and skills of operators, and enhance the ability to strictly perform their duties.

4. Strengthen the training of new employees, deepen their understanding of the company, and enhance their corporate cohesion.

Three. Training scope

This scheme is applicable to all departments of the company. There are two kinds of training: out-going training and internal training. Outgoing training includes external lecturers, outward bound training and outings. Internal training includes internal training of the company, internal training of departments, mentoring and drills, etc.

Fourth, the training responsibilities

1. The office is the direct management department of the company's training work, and its main responsibilities in training are:

(1) is responsible for the establishment and management of the training and learning platform.

(2) Be responsible for formulating the company's annual and monthly training plans and organizing their implementation.

(3) Responsible for guiding, coordinating and urging all departments of the company to carry out internal training.

(4) Be responsible for the assessment and evaluation of the company's training management, and establish and maintain the company's training files.

2. Training responsibilities of each department:

(1) Cooperate with the office to investigate the training needs of employees in this department.

(2) Cooperate with the office to do a good job in pre-job training and work out a specific timetable for pre-job training.

(3) Assist the office to do other training-related work.

The formulation of verb (verb's abbreviation) training plan

1. annual training plan: the office independently investigates the training needs and plans of various departments according to the company's training objectives, and formulates the company's training plan for the next year from June 5438 to February every year. The company's annual training plan is approved by the general manager and distributed to all departments. The office is responsible for adjusting the annual training plan and submitting it to the general manager for approval.

2. Monthly training plan: the office classifies, summarizes and sorts out the training plans and completion of various departments, prepares monthly training plans and monthly training statistics, and submits them to the general manager.

Six, the outline of the training content of each department:

(1) office

1. Corporate culture training: company background, founding process, company status, organization, company goals, objectives, cultural atmosphere, etc. .

2. Company management system training: attendance system, administrative system, office supplies management system, equipment management system and other laws, systems and benefits.

3. Safety training: fire safety and chemical safety training (local firefighters or relevant chemical enterprise security can be invited).

4. Management training: management foundation, leadership and employee management, how to do a good job in team leadership, 6S management and other training, ISO (professional training institutions can be invited).

5. Training: (1) Organize new employees to practice in brother units, such as the pilot base of the research institute; (2) Internship in related chemical fiber factories.

(2) Technology Department

1, theoretical knowledge training

The properties, functions, manufacturing methods and testing methods of (1) fiber are introduced, with an emphasis on aramid fiber.

(2) Basic knowledge, structure, function, use, maintenance and installation of chemical equipment.

(3) Professional knowledge of electrical, mechanical and aramid projects.

2. On-site installation training

(1) Focus on installation learning in the division of labor: on-site training and factory training for some manufacturers, and gradually cultivate them into business backbones who know technology, operation, maintenance and management.

(2) Production technology: including production technology, operating standard procedures, matters needing attention, skills and methods for solving difficult problems, and acceptance specifications and standards.

(3) Safe and civilized operation: problems that should be paid attention to in safe and civilized operation.

(4) On-site problem solving methods: coordination of on-site work procedures and operation management, and the ability to deal with emergencies.

Seven. Other matters:

1. All training contents must be prepared in writing before training. If it needs to be distributed to students, the original should be handed over to the office for unified printing.

2. The training should be based on the principle of not affecting the work, and the training notice must be notified to the training department one day before the training.

3, in the implementation of training, trainees should sign in, the office should know the attendance situation, the company's training information for the record.

4. After the training, students need to make a written summary, and the host department should also have corresponding assessments, such as face-to-face assessment and test paper form.

In the new year, in order to improve the company's business level and promote the healthy and rapid development of the company, our department will hold a one-month employee training in the company based on the principles of "what to learn, what to make up for what is missing" and "guidance+practice", focusing on improving the professional knowledge and quality of employees. This plan is specially formulated, and the specific plan is as follows:

I. Training of instructors

Marketing team leader and person in charge

Second, cultivate talents.

All employees in the sales department

Third, the purpose of training.

1. Improve employees' comprehensive quality, sense of responsibility and risk, improve work efficiency and improve the management level of the company.

2, training employees related professional knowledge and the potential to solve daily problems. Pay attention to the systematic training of salesmen, and improve the overall quality of salesmen from business development, marketing and follow-up services.

3. Improve the centripetal force and cohesion of employees and build a team with high quality and great potential for unity and cooperation.

Four. Training materials

1, vocational quality training

2. Marketing skills training

3. Professional knowledge training

Verb (abbreviation of verb) training method

Classroom teaching, video watching, experience discussion, book reading, etc.

Training time of intransitive verbs

Initially scheduled for March, for one month, the specific time is as follows:

(Weekly training will be arranged after the afternoon)

Seven. anticipated/desired/intended effect

Employees know their career direction, realistic goals and initiative. Strengthening one's confidence in competence and enhancing one's work potential will be beneficial to one's future development and create more benefits for the company.

Eight, matters needing attention

(1) You are not allowed to be late, leave early, take personal leave (except in special circumstances) or be absent without authorization.

(2) Keep quiet during training, don't whisper, and concentrate.

(3) Take notes during training and don't do anything unrelated to training.

(4) After the training, every employee participating in the training needs to write a training experience.

First of all, Chapter 4 of the company's training plan does not mean that training employees can improve the overall performance level. In many cases, it is more practical to give employees a raise or promotion. The purpose of company training must first be clear and clear, and what to improve through training. Training is best to ensure that everyone's mentality is to accept their own promotion rather than deal with it casually, otherwise it is really thankless.

Steps to make a training plan:

1, training demand analysis.

If the company determines that training is necessary, it can be analyzed through the specific situation of each department. For example, for a certain department, we can record the performance appraisal according to the actual situation of employees at ordinary times, or do some skill tests in the early stage to see the effect, what aspects need training, or investigate what kind of training employees want. In practice, this step is very troublesome and takes a long time. )

2. Statement of work

For example, for the position of recruitment specialist, first of all, you need to know what this position needs to do, such as receiving resumes, making phone calls and answering phones ... According to these, if training such people is the content of training, it is very clear what should be included and what is not needed. The situation in this step is based on the survey of our needs in the previous step. )

3. Task analysis

Different jobs have different job contents, need professional knowledge training or some situations of departments, which need us to solve ... So this step is to clarify the training requirements of personnel in specific departments according to the actual situation.

4, training content sorting

In the first three steps, we have conducted a lot of investigations, and we may need more training, that is, to sort according to what is more urgent or important and determine which training to carry out first. (Omit this step if the department is not well coordinated; Ranked according to the manager's requirements)

5. Describe the training objectives

Transform what is needed in the second step, that is, what we need to train, but then we must have a goal, what to do in the end, and ensure the effectiveness of training. Don't end the training, it's time-consuming and expensive, and people complain.

6. Design training content

If the company wants to do it by itself, it is to determine the specific training items and the content to be trained, and the teachers and teaching materials have been determined.

7. Design training methods

It is to focus on training according to the composition of different employees, such as the heads of various departments. If it is to improve your leadership, it is to choose case analysis and role-playing in class to analyze cases and solve problems ... or a sales team training, and you don't have time to work overtime at ordinary times, then choose a time period to concentrate on training, with short time and fine content; Or for some employees, you can also practice and teach directly at work ... (that is, choose different methods for different employees and different working hours)

8. Design evaluation criteria

This is very important and often overlooked. Professionally find some experts to evaluate and determine what results meet the expected standards before training, that is, training is effective. To put it simply, there are some ways we can do it ourselves. One is to make a simple test paper (depending on the specific situation, many people have opinions); The evaluation form must be anonymous, which is useful for training ideas and useless for teachers' textbook selection. Otherwise, you won't get anything (this is more useful for your current company, and there was nothing to learn before. It will be very convenient to make these evaluation forms in the future, so be sure to make them into files! ! ! ); See if employees' performance has improved in one or three months, or ask colleagues around them. ...