Enterprise employee training program

Part 1: Enterprise employee training plan essay

The company's staff training work should closely focus on the strategic goal of enterprise production and development, with the concept of large talents and large training pattern as the guiding ideology; adhere to the service construction and production management as the center, and comprehensively improve the staff's quality as the purpose; to continuously enhance the core competition of the enterprise To ensure the sustainable development of the company's production and production, expand the training channels and comprehensively start the training project. In order to build a high-quality, high-skilled workforce and do a good job in annual employee training.
First, the key work
Implement management leadership leadership rotation training. Through the training of management leaders, the first is to improve their political and professional ethics, as well as the leadership and decision-making; second, to master and apply modern management knowledge and means to enhance the organizational, cohesive and executive power of enterprise management. The third is to understand and master the operation of the modern enterprise system and corporate governance structure.
Continue to strengthen project manager training. This year, xx companies will make great efforts to train on-the-job and backup project managers, and the training will strive to reach more than 50%, with emphasis on improving their political literacy, management ability, interpersonal communication skills and business capabilities. At the same time, all units of xx company are required to select employees who meet the requirements of the construction engineer and have professional development ability, organize intensive training, and participate in the social construction division examination. The number of net increase in the number of people strives to reach xxx or more.
Focus on the pre-training of construction technology and management and operation skills of passenger dedicated lines. The construction of passenger dedicated railway is a new technology for us. It is an important part of the continuing education of xx employees this year. All units should focus on the construction technology and management of passenger dedicated railways, and select excellent professional technology and management talents to study abroad. Learn, absorb and master the railway construction technical standards and processes of passenger dedicated lines, become the backbone of construction technology, management and popular promotion; xx company human resources department leads the project management center and member units, actively organize the construction of passenger dedicated railway construction All kinds of management, technology, and internal promotion and training of operators; ensure that the number of employees and capabilities required for construction meet the requirements.
Accelerate the training of high-skilled personnel and the pace of professional skills appraisal. This year, xx company will select some main business types for rotation training, and in Lanzhou technical school timely organize employees who meet the conditions of technicians and senior technicians to carry out intensive training and assessment, and strive to add more than xxx technicians and senior technicians. Make its structure and total amount reasonable, and gradually meet the requirements of enterprise development. The vocational skills appraisal should enable the technical workers under the age of 35 to complete the initial appraisal and evidence collection on the basis of vocational skills training.
Do a good job in pre-employment training for new employees. The newly-received retired military personnel will conduct a one-year pre-employment skills training at Lanzhou Technical School, and they will be able to take up the post after obtaining the corresponding “professional qualification certificate” through training and assessment; newly recruited college graduates from all units Organize training, focusing on professional ethics and basic skills, corporate profile, culture, business philosophy, safety and accident prevention, employee norms and behavior rules. At the same time, we must pay attention to the guidance of personal value orientation and realize the unity of individual and corporate values. The training rate is 100%. Article by!
Strengthen the training of compound and high-level talents. All units must actively create conditions, encourage employees to self-study and participate in various types of organizational training, to achieve personal development and corporate training needs. To expand and improve the professional competence of managers to different management professions; to expand and improve the professional competence of professional and technical personnel to relevant professional and management fields; to enable construction workers to master more than two kinds of skills and become a multi-functional composite Talent and high-level talent.
Continue the publicity training of the “Trinity” standard. The project management department and branch company under construction of xx company should take advantage of various opportunities and adopt different forms of publicity training for employees on quality, environment and occupational health and safety standards, and make training records in accordance with the requirements of the standard.
Grasp the training of construction workers in construction.
1. Do a good job in safety technology forensics and re-certification training for special operators, and strictly enforce the regulations for holding certificates.
2. The project management department under construction shall, in accordance with the requirements of the “three-in-one” management system standard, effectively and effectively carry out the training of key processes and special process operators in construction and production, as well as drills for construction environmental protection and occupational health and safety emergency plans. To ensure that human resources meet construction and production requirements.
3. It is necessary to incorporate the training supervision of the external team members into the management vision, implement guidance and effective intervention, eliminate hidden dangers, and earnestly safeguard the reputation of the enterprise.
Develop professional skills competition to promote the growth of young talents. This year, xx companies will select 3-5 major occupations for skill competition. At the same time, they will select appropriate occupations and fraternal units to conduct skill competitions, and select and train young outstanding high-skilled talents through professional competition.
Second, measures and requirements
Leaders of all units should attach great importance to it, and the business departments should actively participate in cooperation, formulate effective and effective training implementation plans, implement a combination of guiding and directive, adhere to the overall development of employees, and establish a long-term concept and overall concept. Actively build a "big training pattern" to ensure that the training program starts at more than 90%, and the training rate for all employees is more than 25%.
The principles and forms of training. Organize training according to the hierarchical management and grading training principles of “who manages people and who trains”. Xx Company focuses on management leadership, project managers, chief engineers, high-skilled talents and “four new” promotion training; each unit should focus on the training of new employees and on-the-job employees and compound talent training. In the form of training, it is necessary to combine the actual situation of the enterprise, adapt to local conditions, teach students in accordance with their aptitude, combine delivery with internal training, combine base training and on-site training, and adopt flexible and diverse forms such as skill drills, technical competitions, and appraisal examinations; The methods of teaching, role-playing, case, seminar, and on-site observation should be combined with each other. Choose the best method and form to organize training. Article by.
Strengthen the construction and development of training infrastructure. First, give full play to the training resources and professional expertise of the staff colleges and technical schools, actively integrate and rationalize development, so that they can play a key role in the human resources training and development of xx company; second, each unit should play its own training according to their professional expertise. Base, vocational school function. Choose a major or a subject, organize the preparation of training materials or handouts that suit the characteristics of the company; third, it is necessary to strengthen the construction of a team of full-time and part-time trainers, and implement paid services for resources.
Ensure the implementation of training funding. All units shall, in accordance with the current national regulations, withdraw funds for vocational education in full amount of 1.5% of the total wages, and shall be inspected and used by the competent training department and supervised by the financial department. 0.5% of them shall be turned over to the unified use of xx companies, and it is strictly forbidden to transfer the training funds to him. use.
Ensure that the training results are true and effective. First, increase inspection guidance and improve the system. Xx will conduct irregular inspections and guidance on the training of staff universities, technical schools and various units and projects under construction; second, establish a system of commendation and notification. The training units have achieved remarkable results, and the solid and effective units and training institutions have given commendation and rewards, and given certain support and inclination in training funds; the units that have failed to implement the training plan and the staff training work have been notified and criticized; Employee training realistic feedback system, adhere to the training process assessment results and results linked to training funds and wages, bonuses during the training period. Achieve the improvement of employees' self-training awareness. Article by.
Strengthen the service awareness of the on-site training work of the grassroots units, give full play to the subjective initiative of the competent departments of the business, actively and in-depth on-site to solve the practical problems in the training, and put the annual training plan in place in a down-to-earth manner.
The training of xx Co., Ltd. and the training of employees shall be organized and implemented in strict accordance with the procedures and requirements of the “Xxxx Co., Ltd. Staff Training Management Measures”. All the sponsoring departments should do the planning and teaching design before the start of the class. All units must do a good job of selecting and sending students to ensure the effectiveness of the training.

Part 2: Enterprise employee training program

In order to improve the quality of employees and management personnel, improve the company's management standards, and ensure the company's sustainable development; effective training must be carried out, the basis of training is to have a feasible and practical training program, now this year's training The work plan is as follows:
I. Establish a three-level training and education system for group companies, subordinate branches and workshop teams.
The first-level training is forward-looking education and training of the group company responsible for the group's major policies, corporate culture, development strategy, employee mentality, rules and regulations, management skills, new technologies, and new knowledge. The training target is the middle-level management personnel of the group company and all the management personnel of the group. The organization department is the Human Resources Department, which is conducted at least once a month for at least one and a half hours.
The second-level training is the training of each branch company to the team leader and management personnel of the unit. The main contents are the company's corporate culture education, 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, no less than one and a half hours at a time.
The third-level training is the training of all the workshop staff in each workshop team. The main contents are job responsibilities, operating procedures, safety operation procedures, job workflow and technical skills, work instructions, etc. The person in charge is the workshop team. The person in charge. The training time is not less than once a week, not less than one hour at a time. Use the daily pre-class meeting and the after-class meeting to repeatedly study the duties and safety procedures of this position.
Second, the training of professional business skills knowledge of each branch, the main content is three aspects: one is the training of process technology knowledge, the second is the training of mechanical equipment maintenance and maintenance knowledge, and the third is the training of production management knowledge; once a week, Not less than one hour at a time.
Third, the training of professional knowledge of each department is organized by the department heads. The main content is the systematic training of relevant professional knowledge of the department. In combination with the professional problems that arise in the actual operation of the work, the training exchanges are discussed, and the subordinates are taught how to do the work well. Improve the professional skills of subordinates once a week, no less than one hour at a time. The training forms are varied and the purpose is to improve the quality of the staff and the quality of the work and the quality of the products.
4. Pre-employment training for new employees: New employees who recruit more than eight people will be organized by the company's human resources department for training, no less than three days. The main contents are company profile, development history, strategic objectives, company culture, product introduction, and general purpose. Rules and regulations and general safety operation procedures, new employees will be trained in job responsibilities and operating procedures after the workshop. The actual training in the workshop in the first month shall not be less than 6 hours, so that each employee can clearly define the job responsibilities of the post after he arrives at the post. The post should know, should meet, what should be done, what can not be done; what standards do the work of this post, clear the operating procedures and safe operating procedures of this post. New employees must have a written examination after two months of employment, and the test scores will be included in the assessment of the probationary period. For the new staff, the human resources department of the new employees who are usually recruited to work will be concentrated once a month for pre-job training.
V. Assessment and evaluation of training. The effective operation of the training plan must be organized and guaranteed, and must be determined in the form of a system, and the training results should be tracked. Establish management personnel training files, and include management personnel in training and training assignments into the file management and annual assessment. The assessment is two aspects, one is the assessment of the training organizer, the second is the evaluation and assessment of the employees after the training; to ensure that the training work is in place. Make the training work truly become the basic work of the company, the training really plays a role, effectively improve the quality of management personnel and employees, and enable it to be carried out scientifically, solidly and effectively, and change the staff to train me for training. In order to adapt to the company's transformation and rapid development, shape the learning organization and reflect the value of the company and individuals.
VI. Requirements: Each department of each branch shall draw up its annual training plan. The annual work plan for training shall be reported to the supervisor before January 10th; the training plan shall be carefully carried out and refined to several times a month. In the training plan, the organizer and responsible person of the training should be clarified, the training time, the training theme and content, the training form, the training personnel, the training lecture, the training should have a record, and the training results should be evaluated and tracked; Diversified and strictly implemented according to the training plan; the Human Resources Department conducts inspection and guidance at least once a month.

Part 3: Annual Corporate Staff Training Program

From the perspective of meeting the needs of business operations, corporate employee training has four main purposes:
1. Long-term purpose, that is, training activities to meet the needs of human resources for long-term business operations;
2. The annual purpose is to meet the training activities of the enterprise's annual management for human resources needs;
3. The purpose of the position is to meet the training activities required by the employees to complete the job at a high level and to acquire the knowledge, skills, attitudes and experience required for the position;
4. The personal purpose is to provide training provided by the company to meet the needs of employees to achieve their career planning goals.
Therefore, when an enterprise develops an annual training plan, it must plan according to the needs of these four aspects. The most important step is the demand survey, which is to conduct a survey of training needs according to the different purposes of the training.
For the company's long-term training program, it is necessary to investigate the leaders of the general manager level, and determine the corresponding training objectives by analyzing the business strategy, human resource development strategy and interviews with the general manager.
a. For projects that meet the needs of the annual business plan, it is necessary to investigate with each department, and to identify and analyze the department's annual work plan, and identify the projects that each department can coordinate and promote through training.
b. For the project that meets the occupational skill needs of the post, it is necessary to conduct surveys to managers at all levels and his subordinates to analyze the performance appraisal form, conduct the skill project needs questionnaire, and sample interviews of key groups to determine the skill gap of the employees. And focused skills training programs.
c. For projects that meet the needs of job skills, it is necessary to conduct surveys to managers at all levels and his subordinates to analyze performance appraisal tables, conduct skill project needs questionnaires, and sample interviews of key populations to determine the skill gap of employees. And focused skills training programs.
d. For the training program of individual career needs, it is necessary to investigate the employees and their managers to analyze the career planning table, the way the manager and the lower-level interview results, and determine the training method.
After conducting an investigation based on demand, the following steps can be taken:
The second step: analyzing the data, summarizing the gaps and root causes - that is, defining the gaps between organizational capabilities, employee skills and business goals; identifying the root causes and solutions; identifying gaps and training solutions that can be addressed through training.
The third step: clarify the training items involved in the program; evaluate the existing training resources; manpower, funds, subjects, teachers, etc.; identify key training projects and regular projects, and determine the focus of training work.
Need to consider: The internal training of the company's senior staff as a training instructor is the most cost-effective method, and its pertinence is also very strong, but there are no new ideas, new skills, new skills, too familiar with employees, and passionate learning. It is not easy to wait for problems. If you invite external professional training institutions to train, the cost will increase, and the quality of the training institutions will be more difficult to monitor. How to choose professional training institutions and examine the teachers will become the focus.
The fourth step: communication and confirmation of the training plan, which requires a good training report. This is mainly supported by training-related departments, managers and employees to implement the training program. Second, we must explain the contents of the report. Such as the starting point of the training, the problems to be solved by the training, the training plan and action plan, and the support that you hope to receive. Again, pay attention to the method of reporting. Whether the reporting method is appropriate or not depends on whether the training program can be unified within the training department. It is also related to the commitment of supervisors and company management to train managers, training time, and training effectiveness.
A good plan is half the battle. When training programs are helping to improve business operations and business development, training is playing the most important role in improving overall performance for managers.

Part 4: Enterprise employee training plan

In response to the company's ability to adapt, innovate, and execute weakly, combined with the company's "five-year development plan" and overall development strategy, we will vigorously promote employee improvement projects, highlight high-skilled, high-tech personnel training and professional technical strength reserve training. To provide the company with the right human resources to establish a sustainable enterprise with sustainable competitiveness, comprehensively improve the comprehensive quality and business capabilities of the company's employees, and promote the healthy and rapid development of the company.
First, the overall goal
1. Strengthen the training of senior executives of the company, enhance the business philosophy of the operators, broaden their thinking, and enhance their decision-making ability, strategic development capability and modern management and management capabilities.
2. Strengthen the training of the company's middle management personnel, improve the comprehensive quality of managers, improve the knowledge structure, and enhance the comprehensive management, innovation and execution capabilities.
3. Strengthen the training of professional and technical personnel of the company, improve the theoretical level of technology 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, continuously improve the operational standards and operational skills of the operators, and enhance the ability to strictly perform job duties.
5. Strengthen the academic training of the company's employees, improve the scientific and cultural standards of all levels of personnel, and enhance the overall cultural quality of the workforce.
6. Strengthen the training of management personnel at all levels and the qualifications of industry personnel, speed up the pace of work for holding certificates, and further standardize management.
Second, principles and requirements
1. Adhere to the principle of teaching on demand and seeking practical results. According to the needs of the company's reform and development and the diversified training needs of employees, we will carry out rich and flexible training in different levels and sub-categories, enhance the pertinence and effectiveness of education and training, and ensure the quality of training.
2. Adhere to the principle of independent training and supplemented by foreign training. Integrate training resources, establish and improve the training base with the company training center as the main training base, and the training network of the adjacent colleges and universities as the foreign training base. Based on self-training, do a good job in basic training and routine training, and do a good job in relevant professional training through the external base.
3. Adhere to the principle of joint education of “company + colleges” and the principle of amateur learning. According to the company's demand mainstream and related institutions to carry out joint education, the establishment of relevant professional colleges and universities courses, organize staff to use the weekend and holidays to concentrate on teaching, combined with self-study to complete their studies, to obtain academic qualifications.
4. Adhere to the principles of training personnel, training content, and training time. In 2019, the cumulative time for executives to participate in business management training is not less than 30 days; the cumulative time for mid-level cadres and professional technicians is no less than 20 days; the cumulative time for general staff operation skills training is not less than 10 days.
Third, training content and methods
Company leaders and executives
1. Study of the major policies of the central, state, and government, analysis of political situations at home and abroad, analysis of economic situation, and research and interpretation of relevant national policies and regulations. Organize training through the superior authorities.
2. Develop strategic thinking, enhance business philosophy, and improve scientific decision-making ability and management ability. Participate in high-end entrepreneurs' forums, summits, and annual conferences; visit successful companies at home and abroad; participate in high-end lectures by senior trainers of famous companies at home and abroad.
3. Academic degree training and practicing qualification training. Participate in Peking University, Tsinghua University, and the Central and Provincial Party Schools for academic qualifications or MBA and EMBA studies; participate in senior management and other qualification training.
Middle management officer
1. Management practice training. Production organization and management, cost management and performance appraisal, human resource management, motivation and communication, and leadership art. Experts and professors are invited to come to the company to concentrate on teaching; organize relevant personnel to participate in special lectures; receive the Times Guanghua course at the company training center.
2. Education and professional knowledge training. Actively encourage qualified middle-level cadres to participate in university correspondence, self-study or participate in MBA and other master's degree training; organize management, business management, accounting professional management cadres to participate in the qualification examination, and obtain the qualification certificate.
3. Strengthen project manager training. This year, the company will vigorously organize training for on-the-job and backup project managers. The training will strive to reach more than 50%, focusing on improving their political literacy, management ability, interpersonal communication skills and business capabilities. At the same time, the “Global Vocational Education Online” distance vocational education network was opened to provide employees with a green channel for learning. All units of the company are required to select employees who have the qualifications for the construction of the construction and have professional development capabilities, organize intensive training, and participate in the social construction division examination. The number of net increase in the number of people will strive to reach more than 10 people.
4. Broaden your horizons, expand your thinking, master information, and gain experience. Part of the middle-level organization of the organization will go to the upstream and downstream enterprises and affiliated enterprises to study and visit, understand the production and operation situation, and learn from the successful experience.
Professional skill worker
1. Each professional deputy chief engineer and engineer will conduct special technical lectures on a regular basis, and build the company's own distance education and training base, and carry out special trainings such as new techniques, new materials and quality management knowledge to cultivate innovative capabilities and improve research and development standards.
2. Organize professional and technical personnel to learn from advanced enterprises in the same industry, learn advanced experience, and broaden their horizons. During the year, two batches of personnel were arranged to visit the XX and XX units.
3. Strengthen the strict management of training personnel. After the training, write a written report to the training center. If necessary, learn and promote some new knowledge in the company.
4. Improve the qualification rate of professional title examinations for professionals who need to pass the examinations to obtain professional and technical positions, such as accounting, economics, statistics, etc., through planning training and pre-test counseling. For professionals who have obtained professional technical positions through engineering, etc., they will hire relevant professional experts to give special lectures and improve the technical level of professional and technical personnel through multiple channels.
Staff basic training
1. New factory entrance training
In 2019, we continued to strengthen the company's corporate culture training, laws and regulations, labor discipline, safety production, team spirit, and quality awareness training for newly recruited employees. Each training year shall not be less than 8 hours; through the implementation of the master's apprenticeship, the new employees shall be trained in professional skills, and the signing rate of new employees of all units and branches at the grassroots level must reach 100%. In the probation period, the performance appraisal scores are combined with the performance appraisal. If the appraisal is unqualified, the appraisal will be given a certain commendation reward.
2, transfer staff training
In 2019, we must continue to train human center personnel on corporate culture, laws and regulations, labor discipline, safety production, team spirit, career choices, company development strategy, company image, project progress, etc., each of which must be no less than 8 hours. . At the same time, with the expansion of the company and the increase of internal employment channels, professional technical training will be conducted in a timely manner, and the training time shall not be less than 20 days.
3. Staff technical level training
In 2019, the company plans to train 2 senior engineers and 3 deputy senior engineers. The proportion of middle-level workers and above accounted for more than 70% of the technical staff; in 2019, on the one hand, the popularization and expansion of the proportion, the focus of work is to train senior technical personnel, plans to train 2 senior technicians, 10 intermediate technicians. Form a relatively complete technical talent system. Grassroots units and branch companies should focus their work on basic work, focus on training middle-level workers and senior workers, and strive for more than 40% of the total skilled workers in intermediate-level workers and above, so that the quality of technical management personnel can be improved overall.
4. Accelerate the training of high-skilled personnel and the pace of professional skills appraisal.
This year, the company will select some main business types for rotation training, and organize relevant technicians in the city to organize intensive training and assessment in accordance with the conditions of technicians and senior technicians, and strive to add more than 30 technicians and senior technicians. Make its structure and total amount reasonable, and gradually meet the requirements of enterprise development. The vocational skills appraisal should enable the technical workers under the age of 35 to complete the initial appraisal and evidence collection on the basis of vocational skills training.
5. Strengthen the training of compound and high-level talents.
All departments and grassroots units must actively create conditions, encourage employees to self-study and participate in various types of organizational training, and achieve the unity of personal development and corporate training needs. To expand and improve the professional competence of managers to different management professions; to expand and improve the professional competence of professional and technical personnel to relevant professional and management fields; to enable construction workers to master more than two kinds of skills and become a multi-functional composite Talent and high-level talent.
6. Grasp the training of construction workers.
u Do a good job in safety technology forensics and re-certification training for special operators, and strictly enforce the regulations for holding certificates.
v The project management department under construction shall, in accordance with the requirements of the “three-in-one” management system standard, effectively and effectively carry out the training of key production processes and special process operators, as well as drills for construction environmental protection and occupational health and safety emergency plans. Ensure that human resources meet construction and production requirements.
w It is necessary to incorporate the training supervision of construction contracting engineering team personnel into the management vision, implement guidance and effective intervention, eliminate hidden dangers, and earnestly safeguard corporate reputation.
x Develop professional skills competition and promote the growth of young talents. This year, the company will select 3-5 major occupations for skill competition, and select and train young outstanding high-skilled talents through professional competition.
Carry out academic education
1. The company training center should jointly run schools with some colleges and universities, and start technical classes for civil engineering, municipal engineering technology, electrical engineering and mechatronics. Through the National Adult Entrance Examination, employees of the company who meet the admission requirements will be trained in the program and receive academic qualifications.
2. Cooperate with some colleges and universities, hold correspondence courses for municipal construction engineering and electrical and mechanical engineering, and recommend excellent middle-level and above management personnel to study for master's degree in some colleges and universities. Improve the company's senior management's academic qualifications, business standards and decision-making capabilities to better serve the company.
3. Mobilize employees' self-study enthusiasm. Provide good services for employees' self-study exams, help employees to register, provide correspondence information; formulate or adjust the reward standards for existing in-service staff education; use the academic level as a condition for promotion and promotion of administrative and technical positions, and increase the motivation for employees to learn.
Fourth, measures and requirements
Leaders should attach great importance to it, and all grassroots units and business departments should actively participate in cooperation, formulate effective and effective training implementation plans, implement a combination of guiding and directive, adhere to the overall development of employees, and establish a long-term perspective and overall situation. Concept, actively build a "big training pattern" to ensure that the training program starts at more than 90%, and the training rate for all employees is more than 35%.
The principles and forms of training. Organize training according to the hierarchical management and grading training principles of “who manages people and who trains”. The company focuses on management leadership, project managers, chief engineers, high-skilled talents and “four new” promotion training; all departments and grassroots units should closely cooperate with the training center to do a good job of training new employees and on-the-job employees and training for compound talents. In the form of training, it is necessary to combine the actual situation of the enterprise, adapt to local conditions, teach students in accordance with their aptitude, combine external training with internal training, combine base training and on-site training, and adopt flexible and diverse forms such as skill drills, technical competitions, and appraisal examinations; The methods of teaching, role-playing, case, seminar, and on-site observation should be combined with each other. Choose the best method and form to organize training.
Strengthen the construction and development of training infrastructure. First, strengthen the joint education of institutions of higher learning, set up training internship bases in nearby institutions, and give full play to their training resources and professional expertise, actively integrate and rationally develop, so that they can play a key role in the company's human resources training and development. Second, it is necessary to build its own training base and vocational school functions according to its own professional expertise. Choose a major or a subject, organize the preparation of training materials or handouts that suit the characteristics of the company; third, it is necessary to strengthen the construction of a team of full-time and part-time trainers, and implement paid services for resources.
Ensure the implementation of training funding. We must withdraw the funds for vocational education according to the current national regulations, that is, 1.5% of the total wages. The training department is in charge of use and supervision by the financial department. 0.5% of the companies are turned over and coordinated, and it is strictly forbidden to use the training funds for other purposes.
Ensure that the training results are true and effective. First, increase inspection guidance and improve the system. The company shall establish and improve its own staff training institutions and places, and conduct irregular inspections and guidance on all types of training at the training center; second, establish a system of commendation and notification. Significant and rewarding training, solid and effective units and training institutions give commendation and reward; the implementation of the training plan is not in place, the staff training work is lagging behind the unit to criticize; the third is to establish a feedback system for employee training, adhere to the assessment of the training process The situation and results are linked to the salary and bonus during my training. Achieve the improvement of employees' self-training awareness.
Strengthen the service awareness of the on-site training work of the grassroots units, give full play to the subjective initiative of the competent departments of the business, actively and in-depth on-site to solve the practical problems in the training, and put the annual training plan in place in a down-to-earth manner.
The training of the company's class and the training of employees shall be organized and implemented in strict accordance with the procedures and requirements of the Human Resources Management Measures. All the sponsoring departments should do the planning and teaching design before the start of the class. All units must do a good job of selecting and sending students to ensure the effectiveness of the training. Training is an effective way to help employees improve their survivability and competeability. It is an indispensable duty of the Human Resources Department to strive to improve the initiative of employees. We must consciously stand on the strategy of building a superior enterprise with sustainable competitiveness, and attach great importance to the learning and growth of employees. At the same time, if enterprises want to be in an invincible position in the fierce market competition, they must implement the establishment of a learning enterprise. Starting from accelerating the development of vocational education and training, we will improve the overall quality of the workforce's politics and technology, and build the core competitiveness of human resources, so as to improve the ability of employees to participate in the enterprise market competition.
Today, with the great development of enterprise reform, facing the opportunities and challenges given by the new era, only by maintaining the vitality and vitality of the staff education and training work can we create a strong ability, high technology, high quality and adapt to the market economy. The development of the workforce, to make better use of their ingenuity, make greater contributions to the development of the enterprise and the progress of society.
Human resources are the first element of enterprise development, but our company always feels that it is difficult for talent teams to keep up. Excellent employees are difficult to choose, difficult to use, difficult to use, and difficult to stay. Therefore, how to build the core competitiveness of enterprises and talent cultivation It is the key, and the cultivation of talents comes from the continuous learning and training of employees, constantly improving their professional quality and knowledge and skills, and creating a high-performance team, so that the company will always be the best from the excellent to the excellent!