New employee training program

New employee training program :

First, how to treat the induction training of new employees
The training of new employees must first pay attention to the external employment environment, look at the industry environment in which the company is located, and finally look at the company's own conditions and the quality of the employees to develop an effective training program.
First, let's take a look at the external employment environment. Due to the lack of effective employment counseling and employment concept education in the society, most of the employed people have wrong employment concepts. In order to pursue money and short-term goals, blindly choose to work, blindly quit, and even sacrifice personal brands for the benefit. This phenomenon directly leads to the problem of difficulty in recruiting and retaining people in the employer. Due to the lack of awareness of the sales profession, engaging in sales has become a helpless choice. The lack of sales talent is a problem that sales companies must solve. Therefore, the training of sales personnel can not be simply regarded as induction training, but the training of new employees is regarded as the training of retention personnel from the perspective of enterprise employment.
Second, new employee training content
The first step in the training of new employees is to educate from the beliefs, values ​​and goals, and to correct the employment concept and career concept of the newly recruited. Only under the guidance of the concept of fighting, new employees are willing to cooperate with enterprises to identify with enterprises. The second step of new employee training should be guided from the perspective of the enterprise. When people come to an unfamiliar environment, they will feel fear. The enterprise will guide education from the aspects of corporate philosophy, corporate values, corporate culture, etc., not only in understanding, What is more needed is to communicate and care with new people, so that they truly agree with the company. At the same time, it tells the market potential of the environmental products of the company, so that the newcomers feel that they have a promising future, and the products they sell are vital products. When newcomers understand what the company is, they should let them know what they are, clarify his job, the relevant company system, and let the newcomers understand what I can do in this company and what can't be done. The fourth step for newcomers needs to understand how to carry out their own work. At this time, the company needs to further clarify which support the company can support, what tools, product knowledge and industry knowledge, and strengthen the basic sales skills, etiquette and communication skills of the newcomers. Basic sales knowledge so that new people can work.
Third, the training course

New employee training program 2:

First, analyze the training needs - the premise of the program design
Training experts should use a variety of methods and techniques to analyze the need for training, as well as the objectives and content of the 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.
2. Identify training objectives and set overall goals and targets in layers.
The overall goal of the training is the design basis of the entire training program, which has 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.
Third, follow the training principles
The training principle is to define the design concept of the program. The common ones are post-time exercise, supplemented by off-the-job training, and grow rapidly in practice; targeted training for different categories of new employees; strict management of the training process, strict Assessment.
Fourth, clear the application of the training program
If this program is applicable to the training of new employees in a company or a department.
Fifth, set a reasonable training time
The pre-employment training of general companies 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 months to 1 year.
6. Select the 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 training period, the employee's business department is responsible; if the cross-departmental exercise, there are multiple business departments responsible.
Seven, design training content
In general, new employee induction training should include training in knowledge, skills, and other qualities that need to be consistent with the results of the needs analysis and related to the job requirements. 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.
Eight, choose 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 induction training of new employees, they should be reasonably selected according to their needs and possibilities. According to the rules of adult learning, new employee induction training should use as many participants as possible to improve the training effect.
9. Prepare relevant training support resources
Training content and training methods determine how to select 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. Evaluation of training results
After implementing the training, the enterprise shall adopt a certain form to 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.

New employee training program three:

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 systems
Mentality articles:
1. Positive mentality
2, know the company
●What is the enterprise?
●Corporate organization
●What is the workplace?
● Your conscious as a newcomer
Skills articles:
1, the skills of interpersonal relationships
●The way to get along with colleagues
●The way to get along with your boss
2, communication skills
●Understanding the process of communication
● Avoid barriers to communication
● Use listening, feedback and other skills in communication
● understand and rationally use the mode of communication
● Master conversational communication skills
3, time management skills
●Cognitive time
● traps in time management
●How to trap the time
●The principle of effectiveness 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
Occupation articles:
1. Scientific working methods and understanding of your duties
●Working program
● Strong problem awareness
●Innovation awareness
● Know your position: responsibility, license, obligation
2, how to complete your work
● Three steps to accept the command
● Nine steps to solve the problem
●Basic code for newcomers to work
3, professional social norms and etiquette
● professional dressing skills
●Professional manner
●Business etiquette
Communication
1. Meeting at the senior management level
2. Middle-level cadres meet
3, old staff experience exchange
4. New employees talk about feelings
Entertainment articles:
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...

New employee training program four:

At night, I was preparing to rest. A young friend who just entered the pharmaceutical sales industry complained through QQ's message. Today, under the leadership of the supervisor, he learned how to visit customers and saw that the supervisor and the customer were talking and laughing, and the communication skills were skillful. The idea of ​​tapping the potential of doctors' prescriptions is endless. In addition to admire the supervisor, through the comparison with the supervisory ability, I also feel that the pharmaceutical sales are not so good on the surface, and the inner sales passion and confidence seem to be much weaker.
After comforting him, I thought a lot of friends who are sales executives in the process of cultivating new people, more based on their own work experience, I feel it is necessary to share with you the ideas and methods of cultivating new people.
When training new people, training and teaching are two essential parts. We must pay attention to the difference between training and teaching. Training and teaching are complementary. Training refers to the practice, the language communication skills of sales personnel. Product knowledge memory training, basic skills training for production and R&D personnel all require certain practical exercises. Not setting training tasks for newcomers will seriously affect the ability of newcomers to be hands-on and independent. Please note this.
The teaching is divided into trainee teaching and internship teaching. Under normal circumstances, let the new person enter the trainee to teach, that is, the superior to do, the newcomer to see; then, arrange the new person to carry out the practice of the key link, then enter the internship to teach, that is, the newcomer At the higher level, give comments and corrections to the practice of newcomers. Then, the supervisor and the newcomer enter a new round of cycles, which will allow the newcomers to grow very fast and be able to stand alone as soon as possible.
Let me talk about the misunderstanding that the supervisor is prone to teach newcomers. When many supervisors are teaching newcomers, they like to deal with customers according to their own habits. I hope that I can teach once and succeed once, and the supervisor will feel very face-saving. It seems that this way, let the supervisors build up prestige in the hearts of newcomers, so that newcomers can learn more. But many times it is not entirely true. When the supervisor succeeds in making business with the client again and again, don't forget that the supervisor is definitely better than the newcomer. The greater the ability gap, the newcomer will doubt whether he is suitable for the job. The meaning is common. If the supervisor is also facing failure, it will give the new person the idea that there must be persistence in sales. Teaching content must be based on the skills acquired by the newcomers.
Secondly, the supervisors can't chat too much in the process of teaching. Newcomers have many ideas that must be taught and given guidance and guidance. There is no more difficult than the newcomers themselves to learn how to do a successful business.
When the supervisor teaches a new person to work in a specific area, don't say, "You have seen it, I have other things, you should do it yourself first." It is recommended that the supervisor should teach the whole process, otherwise it is easy for the newcomer to be very entangled. In the process of teaching, the supervisor’s behavior in front of the newcomer is either positive or negative.
Cultivating new people is also an important way to increase the value of sales executives. Correct teaching can bring more hope and encouragement to the career development of newcomers.

New employee training program five:

A: Make sure to teach people and develop a teaching plan. Generally, during the training period, you can understand the employee's work attitude, work enthusiasm and personality through observation. Designate a reasonable teaching plan with the assistance of the store manager.
Second: pre-job training. Pre-job training and teaching programs complement each other. Teaching to enhance practical skills, training more standardized behavior. We will provide the following training for new employees within one to two weeks:
1. "Company Culture Training"
2. "Responsibility Training"
3. "Service etiquette training"
Commodity code naming rules and classification
4. "Business Operation Process Training" Invoicing, reporting loss, replenishment, price change
Outdoor promotion operation method
Product display and loading skills
5. "Product Knowledge and Sales Skills Training"
6. "Service Awareness Training"
Three: bring a summary of teaching. The teaching summary requires the teacher to summarize the teaching work during the teaching time and the work status and business ability of the new employees. By teaching and summarizing, you can summarize your work and improve your abilities. At the same time, we can improve our work by learning the status and needs of our employees.
Four: assessment. The assessment is for solemn pre-work, so that all people take it seriously. At the same time, the assessment helps employees review and consolidate what they have learned. Yes, the training goes deep into their consciousness.
Form of assessment:
written examination;
On-site simulation assessment;
Five; supervision. This requires management to have a higher awareness and lead by example. Always be vigilant at work to resolutely stop bad behaviors, and encourage them to develop a good habit! The specific approach is carried out in two steps.
One: supervision - guidance - re-supervising - re-directing;
Two: Constantly emphasize continuous guidance in the morning and evening meetings; how to open the quality of the morning meeting / party is very important!
Now advocate "happy morning meeting." A good morning meeting can make the team relationship harmonious / improve communication efficiency / improve employee enthusiasm and work efficiency.
We must push the middle management to move forward! In order to motivate their growth to be consistent with the company's rapid development requirements.