New employee training program

Part 1: New employee training program

The key to a new employee's long-term work in a company is to solve two problems: to ensure basic survival and personal sustainable development. In terms of guaranteeing basic survival, many companies can satisfy many positions, but he does not let employees stay in the enterprise for a long time. root cause. New employees are willing and unwilling to work in certain enterprises, and the fundamental difference is the environment of the enterprise - the human environment, that is, whether it can provide employees with trust, a harmonious team atmosphere and growing opportunities.
There is always a gap between ideals and reality that is difficult to melt. In an era of information explosion and increased competition, academic qualifications only represent the past, and competence only represents the present. Only learning can achieve the future. I often hear people talk about the difficulty of getting graduates from college and work, and the work is low. Even if you are fortunate enough to find a favorite position, is it a joy, a stranger, or an uproar in the face of a new working environment? Everything is difficult at the beginning, how can we quickly adapt to the job position and lay a solid foundation for our career?
Now, the Creative Action Learning Center is about how new employees can compete for new positions as soon as possible and make the following new employee training analysis:
First, the definition of results:
Enterprises need to create value for customers, and only the results can meet customer needs, customers are willing to exchange money; enterprises survive by results, no results are destined to be eliminated, the result is the bottom line of the business; the enterprise must achieve The result is to rely on the concerted efforts of all employees to create!
“Achieve specific results within a defined timeframe while ensuring quality and control costs.” – This is the “result” that companies and employees need together.
As an employee, who is our direct customer? The employer is our customer, the leader is our customer, the higher level department is our customer, the lower level department we serve is also our customer... Do we provide the result of equal value exchange for our customers?
The task is not equal to the result. Sending a fax is a task, confirming that the other party receives a clear file is the result; the task at the time of the meeting, the problem solving is the result; the task at work, creating value is the result; just as digging a well is only a task, digging out the water is the result to be achieved... ...
Attitude does not equal the result. "I have done what you said," "I have done my best," and "I have done everything." Although it seems that the task is performed without results... the result of no value to the customer, no matter how hard you are, it is worthless!
Duties are not equal to results. Due diligence, it may not be the result. For example, the role of the guard is "can not enter without a permit", and now there is an important customer to visit, but contact with the contact person. If the guard categorically rejects the customer, he is not responsible according to the responsibilities, but may lose the customer and hinder the company's results.
The method is always more difficult than it is. The "2:8 law" is still used in the workplace, and 20% of the "active" and "thinking and doing" employees get more development opportunities. When we first entered the workplace, are we 80% or 20%? Even if we are already 20% outstanding, how can we become a 20% outstanding?
Second, the success logic:
We want the results not necessarily to have a real result. The second prerequisite for the outcome is to have a "success logic." That is to say, based on past experience, it is proved that each step of the achievement of our design can be successful, that is, the result can be achieved. We must not only have strong confidence in the results, but more importantly, we must have a thorough grasp of the process. You can't blindly think that "we are the best" and "how bold and how productive people are" will start to act. The result is often not the result, let the implementers lose confidence in this method and philosophy, even for the leadership The company lost confidence.
"The logic of success" is inseparable from two points:
1. Stylistic knowledge. That is, under normal circumstances, what will be done to achieve what results, for a simple example:
For example, living in A, working in C, commuting by bus, need to transfer in B. It takes 20 minutes from A to B, 15 minutes from B to C, and 5 minutes per car.
2. Preparation plan. Stylistic knowledge is the logic of success under normal circumstances. It does not mean that it is suitable for all situations. Everything has its own unique place. In order to ensure the result, we must have enough "backup" preparation.
Third, 100% responsibility:
Like individuals, success comes from the pursuit of excellence and the pursuit of excellence, and the ability to grow, responsibility is better than ability. Stepping into the society, whether in life or at work, requires us to assume 100% responsibility with a positive attitude.
Here are some thoughts on "responsibility":
Joining a certain day, I waited at the crossroads to cross the road. I saw the sidewalk green light when I got up, but just walked to the middle of the road, a car came in... It was unfortunate that I was driven by a driver who drunk driving. The vehicle passed the annual inspection was killed.
Whose responsibility?
Negative logic, the logic of the judge: red light, drunk driving, the responsibility of the vehicle failed to pass the annual inspection, compensation, criminal judgment, shooting;
Positive logic, the logic of the parties: Even if the driver is sentenced and shot, I can't die and resurrect. To bear the biggest consequences, you have to bear the greatest responsibility for yourself. Even if you cross the road in the green light, you should also see if there is a dangerous vehicle.
Who is taking on this unfortunate consequence? What can we do to avoid this happening? Is it a painful price to let the results happen, or is the individual responsible, taking action, influencing the results, and changing the results?
If we think about problems in a positive logic, we will not complain: any problems in the work are not recognized, not valued by the leaders, and not coordinated between departments. Because it is expected to complain without help, it is better to change the hunger results with 100% responsibility.
There is a saying: "There is no good individual, only a good team." Stepping into the workplace, we are no longer the individual of the self, but part of the whole, is an important part of the key chain, the load-bearing capacity of the whole chain is the most A weak link determines that any break in the link can cause the overall collapse to collapse.
Responsibility is to do everything in their own duties, each with their own responsibilities, absolutely no need to prove the correctness of others' mistakes; in order to achieve the team's results, a 100% responsibility to bear their own results.
In summary, 75% of the company's strategic failures are implementation, effective planning is less than 10% effective in the implementation of the strategy, 72% of CEOs believe that implementing a good strategy is more difficult than developing a good strategy! Enterprises do not lack great strategic thinking, but lack 100% implementation.
Execution is the ability to continue to achieve results! Poor execution is no result or no sustained result. The result definition, success logic, 100% responsibility and other cornerstones laid the foundation for the logic to drive the competitive advantage of the founding company and the foundation is long-lasting, and I wish the employees a competent position and great achievements!
I wish new employees: work hard to make progress, and quickly get out of the rookie and stand out from the rookie!

Part 2: New employee training program

I. Analysis of training needs - premise of program design Training experts should use various methods and techniques to analyze the necessity of training, as well as the objectives and content of training. The needs analysis is the premise for determining the training plan and the basis for the training evaluation. Training needs can be carried out in three aspects: 1. Organizational analysis. According to the company's vision and mission, determine the requirements for employees to ensure that the design concept of the training program meets the overall goals and strategic requirements of the company. 2, work analysis. The knowledge, skills, and abilities that new employees must possess to achieve the desired job performance. If you have a mature job description, you can directly refer to the requirements of the employee in the book. 3, gap analysis. Refers to the existing level of employees and future jobs to compare their skills and attitudes, to study the gap between the two, to determine what kind of training is needed to improve the staff's job competency.
Second, clear the training objectives, stratification set the overall goal and specific goals The overall training goal is the design basis of the entire training program, with the characteristics of giant and inoperable. The typical expression is to help new employees understand and familiarize with the general situation of the company through new employee induction training, so as to adapt to the various environments of the company, to be qualified for new work, so that new employees have a comprehensive understanding of the company before entering the job, know and agree with the company. Career and corporate culture, strengthen your career choices, understand and accept the company's common language and behavioral norms. The specific goal of the training is to decompose and refine the overall goal and to be operational. It generally includes understanding the company's culture and business philosophy, familiar with the company's various general policies, rules and regulations; understanding the company's business conditions and product basics, knowing the basic requirements of the position; able to apply a variety of basic work skills.
3. Follow the training principle The training principle is to define the design concept of the program. The common ones are post time training, supplemented by off-the-job training, and grow rapidly in practice; targeted training for different categories of new employees; The process is strictly managed and strictly assessed.
Fourth, clear the application of the training program, such as this program is applicable to the training of new employees in a company or a department.
V. Setting reasonable training time The pre-employment training of the company generally ranges from 7 to 30 days. Some of the positions of a few large companies are 2-3 months for sales. After the post, the training period is longer and will last for 6 Month - about 1 year.
Sixth, the selection of appropriate training responsibility department pre-employment training is arranged by the corporate headquarters, the responsible department is the human resources department or a specialized training center; during the on-the-job exercise, the employee's business department is responsible; if the cross-departmental exercise, there are multiple businesses The department is jointly responsible.
VII. Design Training Content Generally speaking, the new employee induction training content should include training in knowledge, skills and other qualities. They need to be consistent with the results of the needs analysis and related to the requirements of the work. Knowledge should include the geographical location and working environment of the enterprise, corporate culture and business philosophy, strategy and development prospects of the enterprise, the logo and origin of the enterprise, the historical stage of development of the enterprise, products and services, etc. Need to increase the corresponding professional knowledge, such as a company's new technology employees need to complete 10 professional related books and pass the exam in a short time. Skills should include general skills such as effective communication, teamwork, time management, and conference management. Other qualities mainly refer to the identity culture of the company at the level of values. In addition, different training levels have different content priorities. For example, enterprise-level training tends to be a macro level of culture and policy, and department-level training tends to have departmental structure functions, job responsibilities, and key performance indicators.
8. Choosing the right training method Training methods usually include lectures, demonstrations, case studies, discussion methods, audio-visual methods, role-playing methods, etc. They have their own characteristics. In the new employee induction training, according to needs and possibilities, Reasonably choose to adopt. According to the rules of adult learning, new employee induction training should use as many participants as possible to improve the training effect.
IX. Prepare relevant training support resources Training content and training methods determine how to choose training support resources. Generally, it should include classrooms, conference rooms, workshops, teaching materials, notebooks, pens, models, projectors, televisions, videos, etc. These arrangements allow employees to experience the care of the company from different angles, so it is necessary to consider the employees as much as possible in the design. Feel.
X. Evaluating the training effect After the implementation of the training, the enterprise should adopt a certain form and express the effect of the training in a qualitative or quantitative manner.
We recommend that companies use the four-level evaluation model of the most widely used training effect at home and abroad. This model divides the training effect into four levels: 1. The reaction layer, at the end of the training, through the satisfaction survey to understand the overall after the employee training Reaction and feeling; 2, the learning layer, through the examination to determine the trainees' understanding and mastery of the training content of principles, skills, attitudes; 3, the behavioral layer, that is, the behavior change, determine the behavior of the trainees in the actual work; 4 The result layer, the resulting performance, can be measured by indicators such as productivity, employee turnover, quality, and business-to-customer services.
Enterprises should evaluate the third- and fourth-level assessments when evaluating new employee training, because only the final behavior change and performance improvement can directly explain the value of the training. Enterprises should note that after the training evaluation is completed, it is necessary to write a training evaluation report, which includes the training project overview, training results, evaluation results and improvement suggestions, so as to continuously show results, sum up experience and continuous improvement.

Part 3: New employee training program

First, the purpose of new employee training
1. Provide new employees with correct and relevant company and job information, and encourage new employees' morale
2. Let the new employees know about the company's work and the company's expectations.
3. Let new employees understand the company's history, policies, corporate culture, and provide a platform for discussion
4. Let the new employees feel the company welcomes him and let the new employees feel the sense of belonging.
5. Make new employees more aware of their duties and strengthen the relationship between colleagues. 2. New employee training content. 1) Pre-employment training is mainly to welcome new employees, and to designate new employee work department managers or The team leader serves as a tutor for new employees to answer questions raised by new employees.
2) Departmental job training introduces new employees to know the employees of the department; visits the work department; introduces the department's environment and work contents, special regulations within the department; explains the job responsibilities requirements, work procedures and work benefits of new employees, and designates an old employee Teaching new employees; within 1 week, department heads exchange ideas with new employees, reaffirm job responsibilities, point out problems in new employees' work, answer new employees' questions, evaluate new employees' performance for one week, and give new employees Step by step to put forward some specific requirements.
c), the company's overall training and distribution of the "Employee Training Manual" -
Third, the training object
All new employees of XXX company.
Fourth, new employee training materials "Employee Training Manual", "XXX company rules and regulations"
V. Training location The company office building.
6. Training time The company can arrange according to the actual situation of the employees, generally 7 days is appropriate.
Seven, new employee training implementation
1. Convene the company to train the personnel, solicit opinions on the implementation of the new employee training program, and improve the training plan.
2. Develop targeted training materials as soon as possible, implement training candidates, and cooperate with the company to establish a training management network from top to bottom.
3. The company's internal promotion "new employee training program", through a variety of forms to let all employees understand the new staff training system, to promote the importance of new staff training.
4. All new employees must be trained once in the company before they are officially employed, and then go to the specific work department for training. The company can implement the corresponding training materials according to the basic situation of the new employees, and the training will be issued with a certificate of completion and training. Reported to the Human Resources Department of the Group.
Eight, training feedback and assessment
1. The company → department training conducted by the training center shall be carried out under the guidance of the selected trainer of the company. Each new batch of new employees must complete a “new staff training” form.
2. The training implementation process should be strict and strict, ensure the quality, all training materials should be kept in mind, and pay attention to the continuous revision and improvement during the implementation process.
3. After the training results are checked by the relevant personnel of the company, the training completion certificate will be issued uniformly, and the training of the new employees will be given to the company once a quarter.

Part 4: New employee training program

The importance of a new employee training New employee training, also known as on-the-job training, is the process of transforming the employed employees from social people to corporate people. It is also the integration of employees from outside the organization into the organization or within the team and becomes a team. The process of a member. By gradually becoming familiar with and adapting to the organizational environment and culture, employees clearly define their role, plan their career development, and constantly develop their talents to promote the development of the company. For enterprises, the corporate values ​​and management methods felt by new employees during this period will directly affect the attitudes, performances and behaviors of new employees in their future work. Successful new employee training can serve to convey corporate values ​​and core ideas and shape employee behavior. It bridges communication and understanding between new employees and companies and other employees within the company, and adapts quickly to new employees. The corporate environment has laid a solid foundation for positive interaction with other team members.
The purpose of the new employee training The basic purpose of the new employee training is to let the new employees understand the basic background of the enterprise, that is, understand the process and system norms of the work while understanding the history, culture, strategic development goals, organizational structure and management methods. To help employees identify their duties, procedures, and standards, and to provide them with an initial understanding of the attitudes, norms, values, and behavior patterns that companies and their departments expect, to help employees adapt to the environment and new jobs more quickly. Quickly enter the role and improve job performance. At the same time, through training to help new employees to establish good interpersonal relationships, enhance the team spirit and cooperation spirit of employees.
Three new employee training content
1. Common-sense training refers to the introduction of employees' enterprise development history, corporate culture, management philosophy, organizational structure, development scale, prospect planning, product service and market conditions, business processes, related systems and policies, and professional ethics education. Explain and train, so that they can fully understand and understand the company, deepen their understanding and stimulate their sense of mission.
2. Professional training mainly includes: introducing department structure, departmental responsibilities, management norms, training basic professional knowledge and skills, teaching work procedures and methods, and introducing key performance indicators. In this process, the department head should explain the specific requirements of the job responsibilities to the new employees, and demonstrate the behavior if necessary, and indicate the possible career development direction.
Four new employee training considerations
1. New employee training must be based on the specific conditions of the company and the characteristics of the new employees before the implementation of the detailed planning, the detailed content of the training content, form, time, responsible person, etc., and the implementation process Monitor.
2. New employee training is not a matter of one department of human resources. For the responsible departments and personnel of the new employee training, it is necessary to clarify the division of responsibilities of the human resources department, senior management, department heads and relevant department heads, and ensure that each position and department assume their respective responsibilities.
3. In order to ensure the actual results, the new employee training should be recorded and archived and evaluated in time.
“A good start is equal to half the success!” The growth of new employees into the company's initial stages is important to both the individual and the company. 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. It takes a solid step for employees to smoothly integrate into the company and choose long-term development!
The staff training program of the company 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 improve the quality of employees in an all-round way; The core competitiveness, to ensure the sustainable development of business operations, expand the training channels, and comprehensively start the training project. In order to create a high-quality, highly skilled workforce, do an annual employee training program.
I. Employee Training Program---Key Staff Training Program Implementation Management Leadership Position 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 codes of conduct. 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%. Starting point essays finishing!
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.
II. Employee Training Plan---Measures and Requirements Leaders of all units should attach great importance to it. Business departments should actively participate in cooperation, formulate effective and effective implementation of employee training programs, implement a combination of guiding and directive, and insist on development. On the overall quality of employees, we will establish a long-term concept and overall concept, and actively build a “big training pattern” to ensure that the employee 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; Teaching, role-playing, case studies, seminars, and on-site observations are combined. Choose the best method and form to organize training. The beginning of the sample is organized.
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 implementation of the employee training plan is not in place, and the units with lagging staff training work have been notified and criticized; Establish a realistic feedback system for employee training, and insist on linking the assessment and results of the training process to the training funds, wages and bonuses during the training period. Achieve the improvement of employees' self-training awareness. The beginning of the sample is organized.
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 implement the annual employee training plan 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 5: New employee training program

The purpose of training is to enable graduates recruited by enterprises to have a deep understanding of their upcoming professional society, to realize the transformation of their roles, to establish a correct professional concept and a good professional attitude as soon as possible; to obtain basic vocational skills in advance To create a good pre-condition for new employees to quickly adapt to work and adapt to the enterprise.
The training content is mainly about the company's system, culture, professional ethics, occupation and other aspects of training, through the combination of teaching methods, film and television law, case analysis, online training, work rotation and exploration methods.
The following training courses are available:
Introduction
1. History, current situation and development of the company;
2. Introduction to corporate culture;
3. Introduction of related systems.
3.1 Human Resources System
3.2 Financial system
3.3 Other institutional mentality articles:
1. Positive mentality
2. Understand the enterprise ● What is the enterprise ● The organization of the enterprise ● What is the workplace ● Your conscious skills as a newcomer:
1, the skills of interpersonal relationship ● the way to get along with colleagues ● the way to get along with the boss
2, communication skills ● understand the process of communication ● avoid communication barriers ● use listening, feedback and other skills in communication ● understand and rational use of communication mode ● master dialogue communication skills
3, time management skills ● recognize the time ● traps in time management ● how to jump across the time trap ● performance principles in time management ● time management tools
4. Business presentation skills ● Preparation before the speech ● Speech content and structure ● Speech environment ● How to eliminate tension ● Sound, language and body language ● Effective use of audio-visual aids:
1. Scientific working methods and understanding of your duties ● Programs to work ● Strong problem awareness ● Innovation awareness ● Know your position: responsibility, permission, obligation
2. How to complete your work ● Three steps to accept the order ● Nine steps to solve the problem ● Basic rules for newcomers to work in the workplace
3, professional social norms and etiquette ● professional dressing skills ● professional manners ● business etiquette exchange articles
1. Meeting at the senior management level
2. Middle-level cadres meet
3, old staff experience exchange
4. New employees talk about feelings and entertainment:
During the training process, a useful game activity was interspersed to create an active atmosphere. After the training, the company's senior management and employer department leaders were invited to participate in the new employee self-directed performance party. Team training can be carried out in the field, mainly through the canyon, rock climbing, rafting, field battle combined with some team games, etc., the time is 1-2 days.