Training study summary

Article 1:

I am honored to have the opportunity to participate in the company's training. After this training, I learned a lot of knowledge.

First, the opportunity is rare, the learning atmosphere is strong.

The comrades who participated in this training cherish this rare learning opportunity, complete the role transition from educator to student in the shortest time, receive training in a serious, open-minded and sincere manner, with correct attitude and study focus, from the Education Bureau. Leaders and school principals can concentrate on their enthusiasm, concentrate on listening and recording, and finish their homework in time, eagerly accepting fresh ideas. Everyone feels that the opportunity is so rare, the learning atmosphere is very strong, as if returning to the student era.

Second, the splendid and colorful lectures are comprehensive and systematic.

The lectures of experts and professors are like a sumptuous meal, which is beautifully presented to us. It is really "listening to the monarch and winning ten years." Experts and professors have unreservedly shared their experiences in study and work and shared them with you. Professor Liu Huarong's report: The crisis and public opinion response in education management and Professor Li Wen's "school safety work theory, policy and practice" have greatly helped guide the actual work, so that we not only understand the current situation of school safety in the country, but also There are new ideas on how to do a good job in school safety management. More importantly, I understand how to deal with campus emergencies and respond to various media, and understand what is called "media." To do a good job in school safety, you need to be down-to-earth and persevere, and you can’t be lucky. The lecture by Deputy Director Yu Zuguang gave me a new understanding of the training model, influencing factors and reform direction of vocational education, and understood what is called "the lack of industrial culture." Hearing the interpretation of the "National Medium- and Long-Term Education Development Program" by Vice Minister Sun Yibing, understanding the key points of basic education reform, and knowing that as a talent, not only know foreign languages, but also understand international rules and understand China's national conditions.

Third, learning is endless, and the concept of learning is updated.

Listening to the lectures of experts and professors, and swaying freely, I admire their eloquence, admire their self-confidence, admire their keenness, and admire their knowledge. Think about where this talent comes from? Everyone is walking the same way, that is, continuous study and study, attention to professional knowledge, attention to national events, day after day, never ending. Just like the words that Minister Sun said during the lecture: "Life is a long-distance running, we must continue to do it." Learning is also true. It is necessary to make reading and learning like eating and sleeping, becoming our indispensable way of life. Although I can't educate the teaching experts, I can act from now on, and I will invest in reading and learning activities like experts, so that reading and learning has become an indispensable part of my life activities. Compare the knowledge I have learned to my work.

Although the training study is over, I know that there are more important learning and work tasks behind. Thought is in our minds, working in our hands, sitting down, not as good as it is! When the road is far, the line is approaching; if it is difficult, it will be done. Let us use the Municipal Education Bureau to carry out the "learning project" and re-establish the concept of lifelong learning: to study hard as a qualified educator, and to work hard to cultivate more innovative talents.

It is a lifelong matter for people to enter the treasure house of knowledge, and it is impossible to do it overnight. So we have to learn too much. Online education has given us a key to learning. This is the key to increasing knowledge and improving the quality of thought.

Today's society has entered the information society, and the world has begun to fully informatize and globalize. Therefore, in order to adapt to the development of society, our teachers must first firmly establish the idea of ​​informationization and globalization, actively participate in training and learning, keep up with the pulse of the times, and be a new type of teacher in the E environment. Through this training, I have gained a lot and I have a deep understanding. I would like to talk about some experiences on Internet learning:

1. Guarantee quality while reducing costs

As we all know, the state of economic development can promote the development of education and affect the scale of education. Generally speaking, the impact of education on the economy is carried out in two aspects. First, the improvement of educational technology and facilities from educational facilities has improved the effectiveness of education. Second, from the scale of education, microphones and stereos can bring hundreds of people together for class. However, this educational model practice proved to be undesirable. Online learning can be seen as a typical form of expanding the scale of labor in the field of education. The replacement of the labor factor by the Internet does not mean that the role of the teacher is superfluous. On the contrary, the teacher or equipment maintainer as the instructor The role is also gradually improving.

2. Self-determination of learning time and place

Online learning is not about letting students, but about moving the classroom from one place to another. This learning style is adapted to the characteristics of adults, which saves students a lot of time. For example, our current training can freely go home through online courseware to take time to learn online.

3, on-demand training

The biggest feature of online learning is that adults can selectively learn according to their own development needs. In the online society, people's education does not seem to be very important, instead of the academic level and real skills of people. When a person is constantly working on new technologies and mastering new technologies, the Internet community needs talents with multiple degrees and multiple qualifications.

Another feature of online learning is that each student can interact with a good teacher. Traditional education teachers face students face-to-face in the classroom. The quality of teaching depends to a large extent on the quality and initiative of teachers. However, there are very few good teachers. If teachers lack initiative or quality, the advantages of traditional education will disappear. In distance learning, each course is generally hosted by an excellent teacher, and the teacher can grasp the essence of the course in teaching. The trainees also chose the teacher while choosing the course.

Online learning has greatly changed our teaching concept and thinking mode. In the traditional education mode, teachers are the center. Teachers can pass the teaching content to students or instill in students through the teaching, board and various media. The teacher is the master of the entire teaching process, and the students are passively accepting the status of knowledge. In such a mode, the teacher is the active educator, the student is the passive external stimulus recipient, that is, the instilling object, the media is the tool that the assistant teacher instills in the student, and the teaching material is the instilled content. On the surface, students participate in teaching activities, but this is a passive participation. Its advantages are beneficial to the teacher's leading role, and help teachers to organize, manage and control the classroom teaching; but it has a big flaw, that is, neglecting the students' initiative and creative ability, can not put the students' The role of cognitive subject is well reflected. Students lack active thinking and exploration ability, and their autonomy and enthusiasm are difficult to play. It is not conducive to cultivating students' divergent thinking and creative thinking, and is not conducive to the cultivation of innovative ability and the growth of creative talents.

In the information age, teachers are neither replaced by technology nor should they be the authority to pass on knowledge. The development of educational technology will never replace the role of teachers. The reason why teachers are teachers is that teachers can comprehensively cultivate and shape students in terms of intelligence, emotion, personality, spirit and personality. The fundamental characteristic of education is to educate people. With information technology, teachers will be freed from the heavy task of broadcasting knowledge, and have the energy and time to truly carry out activities to educate people. Modern educational technology enters the teaching process, and teachers can be transformed from the original central authority of knowledge to the guidance and partners of students, designers, developers, sociocultural interpreters, educational researchers, and more. Focus on the design and development of student learning activities. Especially in the online environment, teachers will naturally focus on the design, monitoring, research and evaluation of information teaching systems. In the information technology environment, students should be regarded as torches to be ignited. The status of students should be transformed from passive knowledge containers and knowledge receptors to the masters of knowledge and learning, becoming active participants in teaching activities and active in knowledge. Constructor.

When I was in the dead of night, I sat in front of the computer and boarded the Continuing Education Network, which has become a natural habit for many years. The “Continuing Education Network” is like a very strong textbook with rich information content and excellent courseware. Online resources are not just the storage and playback of knowledge, but we also provide many ways to improve our practical ability. Moreover, there is a good learning atmosphere for interaction and communication. For example, online Q&A, teacher forums, and other columns make our collaborative learning and self-learning complement each other.

Lack of knowledge leads to ignorance of knowledge. A celebrity said: "Recognizing our lack of knowledge, we have taken a big step toward success." The most easy explanation for a lazy man is that he has no time to learn. In fact, this is just an excuse. There is a famous "three-eighth theory" that says, eight hours of sleep, eight hours of work, this everyone is the same, very fair. But the difference between people is how to spend in their spare time.

The life in today's society is rich and colorful. The way people choose to live has also become different. Just say the Internet, some people use this modern technology to learn knowledge, use information, grow talents, produce results, and boost their careers. However, there are countless people who have spent a lot of time on the "net". Some have long indulged in the virtual "online world", and some have been lost in the so-called "new new human" online games all night, some are keen to chat with the world's netizens, and some even "borrow the net." "Implement various types of illegal crimes. These are not the faults of the Internet itself. The mistake is that the "enters" are not good enough.

I take online learning as a way of life. If you are too busy, take time to visit the education network, or read the courseware, or communicate with others, or complete homework, or self-test, or search for information. The key to online learning is still participating with each other. We all know that the development of modern education is increasingly emphasizing self-learning and discussion-based learning. The Internet gives me an opportunity. Today, teachers who are sitting on the Internet can freely publish their own online teachers. The thinking and experience of professional development itself has already reflected the collaborative learning spirit of the teacher team in the network environment.

Article 2:

In our careful listening, our long-awaited training and learning has sounded the end of the bell in our reluctance. For these days of training courses, I think I can only use the four words to benefit from the description. The teachers' extensive knowledge, vivid explanations, and wonderful cases left a deep impression on my mind. I only hate myself for being shallow and poorly written. I can't pass all the feelings through the text clearly on paper. But I still try my best to rack my brains and pray for the ability to express what I want in my heart after the training.

The main training experience of this wonderful training has the following aspects:

First, let yourself know more about Handan Iron and Steel, understand the process of steelmaking, and understand the scale and organizational structure of Handan Iron and Steel.

I really should feel embarrassed when I want to come to myself. Although I grew up in Handan Iron and Steel, I really don’t know much about Handan Iron and Steel. I have a smattering of the history of the construction of the company, the output, the scale, the various kinds of experience, and the casting process of steel. Through this training and learning, I finally realized that the older generation of workers of Handan Iron and Steel Co., Ltd. has developed the small steel plant with an annual output of 50,000 tons in 1958 to the current large-scale steel plant of 4.5 million tons, which has survived for 50 years. It has flourished and won many national awards. Moreover, we also know the process of steel making. We know that steelmaking started from coking and sintering. It has experienced many central links and overcome many difficulties. Finally, we have manufactured the steel we need through rolling mills. I also know that Handan Iron and Steel has a relatively complicated organizational structure, so that we can't digest it for a while, but I think this will be clear soon in our future work. In order for us to better develop in Handan Iron and Steel, I think we should also Take the initiative to understand these.

Second, understand more knowledge about production safety, traffic safety and fire safety.

This training took a lot of time to learn about production safety, traffic safety and fire safety. Because safety is something that people value very much, people usually put safety first, which is what we often say is safety first. .

Although we have also studied some safety aspects and participated in fire drills and other activities, but they are not so systematic, and contacted us for future training. Through this training, I learned about many factors that cause unsafe accidents in Handan Iron and Steel, and even some have reached the level of terror. This time we learned how to prevent it, avoid it, and put an end to it, so that we can do well in the future. Protect yourself in the workplace. For transportation and fire protection, I have learned a lot about transportation and fire protection, so that we can better stay away from danger in the future. We will resolutely implement China's safety production policy—safety first, prevention first, and comprehensive management.

Third, I learned a lot of etiquette and cultivation.

The training also arranged a morning to give us the knowledge of training etiquette and cultivation. In this class, I learned how to use my emotional intelligence and deal with the relationship with others. How to make your future words and deeds more quality and self-cultivation. Let yourself slowly mature and stabilize in dealing with people.

Fourth, the final training center also invited the company’s management representatives and workers’ representatives.

Give us a wonderful conversation and tell us how to work in Handan Steel in the future. Mainly rely on their own ingenuity, hard work, careful and rigorous attitude, so that they can slowly hone themselves and grow themselves in their work.

Learning is valuable and training is wonderful. Through this valuable and exciting training, we have taken a step closer to Handan Iron and Steel. While sighing and sighing, I think we can only build Haogang by our own intelligence and wisdom, hard work and diligence, and contribute our own meager strength to the better development of our company.

Article 3:

As long as the company comes to new employees, they will be trained to understand the company, understand the work, and let them integrate into the work as soon as possible.

I have been responsible for training in this area. The new employee induction training is a very important part of my work. From planning and implementation to evaluation, feedback, improvement and improvement, I am done by myself. It is really gratifying to see many of the new recruits who have trained themselves grow up quickly in two to three months. The following is my experience in training new employees, and I will organize them to share with you today.

The impact of the corporate philosophy on the sales force is not to be ignored, it is very important. What does the company advocate? What does it exclude? What is the purpose of the company? What is the goal? To a large extent, it affects the choice of employees. Just as we make friends, the first 30 seconds of the first meeting will determine whether you are interested in going on. I have asked many new employees the same questions during training: Why did you choose our company? More than 95% of the answers are: I feel that the company's culture is very good, I hope to have more in this team. The development of only 5% of new members talked about other reasons. Of course, it does not rule out the idea that a person will evade utilitarianism after entering a new company, but it can also be seen from the influence of corporate culture on it. Therefore, in the new induction training, the introduction of corporate philosophy should be organized as a very important and important link. Because only after agreeing with the values ​​of the company, can he not simply use utilitarianism to look at the current industry, occupation and job. It is recommended that this section be organized by a special person. The content can be the company's memorabilia, the model of the enterprise, the understanding of the core concept of the enterprise, the typical case of the enterprise, and so on. At the same time as the theoretical preaching, we can design some training games to stimulate the enterprising spirit and cohesiveness of new recruits. In the beginning, they will instill in them a mindset of “unity, meet the challenge”, let them digest the understanding of corporate culture ideas from different angles, and finally Answer the question "why do it".

During the training process, I often find that many new members are younger and have less work experience, so their professionalism is relatively weak. And these are very important to our industry. In view of this, I usually carry out intensive training from the following aspects:

1. Team awareness: cognitive team, team role, teamwork, etc.;

2. Effective communication: communication principles, internal communication skills, healthy interpersonal relationships, etc.;

3. Target plan: understanding goals, making plans, efficiency awareness, time management

4, business etiquette: dress, travel, visit, interview, etc.

After completing the above two steps, I usually coordinate the various department managers to introduce new information about the market, products, business processes and so on. Of course, this is just a preliminary introduction, laying the foundation for the next one-month tracking enhancement.

For small and medium-sized enterprises, the training for new employees is usually arranged from 4 days to 5 days. During this time, through interaction, observation, evaluation and assessment in the training, the new members can understand the company more thoroughly and comprehensively than during the interview. At the same time, the company also conducted a complete "scenario investigation" for these new members. Therefore, this is more conducive to further careful choice by both parties.

After the selection of the work, the training department will conduct a one-month walk-through intensive combat training for the new recruits. Usually, on the road of growth, a salesperson has to go through four stages, namely, the excitement period, the dark period, the growth period, and the flood season. When the sales newcomer just entered the company, the initial momentum was very strong. Because the new members are determined to stand firm at the moment, if other colleagues prove their ability and seek survival and development in the company, this stage is an exciting period. But usually we will develop such a general fact that, in general, this state of excitement will not last long. When the salesperson enters the market, he finds that the customer is not as simple as he imagined. It is not so easy to handle. Some of the irregular competition in the market is also endless, even more terrible, even the defects of the company's own products and internal cooperation. The enthusiasm of the new members will drop rapidly, the enthusiasm of the work will fall to the bottom, and some even doubt their choice. This stage is called the dark period. We found that these two periods are usually from January to March after the new recruits are employed. Therefore, in order to help the new staff to smoothly pass through these two periods and reduce the company turnover rate, I usually take a walking-type reinforcement training. That is to say, in order to assist new recruits to quickly issue orders, to use accompanying and counterpart training as a method, and to use actual combat training as a means to improve the practical skills of new recruits. In the process of the visit, we found that the new staff visited the customer's problems, helped the new staff to analyze the problem, and sorted out the general problems, and organized the highly targeted counterpart training. For the purpose of exploring customer needs, we should first learn how to ask open-ended questions and then practice on the spot to let the new members digest in class. After many trainings, I feel that this method is more effective.

In addition, in addition to pointing out the problems existing in the sales movements of new employees, it is necessary to communicate with new members and encourage new members. Don't just criticize and even blame, give them a process of growth.