Training work summary

Training work summary

Looking back at the XX year training work, we XXXXX consistently implement the spirit of building a learning company and cultivating learning employees, and firmly establish a training

Training is the company's long-term investment, is the biggest development of the development, is the employee's maximum welfare, and promotes the company's products to a higher goal.

contribution. In the past year, I have done the following training work summary:

I. Training and Work Situation × × A total of 24 internal trainings were held, with 46% of quality management awareness training, 50% of professional skills training, 4% of rules and regulations and professional ethics training, totaling 57:85 hours, and training 27 People. The training courses are mainly concentrated in the following categories: 1. Employee compulsory categories: corporate culture training, professional ethics, management system; 2. Key training: software testing, development and management, CMMI3; 3. Pre-employment training for new employees

Second, training costs

The total training cost of ×× is 522,397.50 yuan, and the expenses are all in the second half of the year. Because there is no training cost in the first half of the year.

Third, the analysis of training work

Achievements: 1. The annual training work of XX has achieved a certain growth from the number of training programs, the number of training courses, and the number of people receiving training.

2. Establish an institutional training system. In the past, the company's training work lacked a systematic system, the training management scope and intensity were weak, the training funds were not guaranteed, the staff training awareness was poor, and the training work was very difficult. This year, the Quality Management Department put a lot of effort into optimizing the training management process and improving the education and training system based on the previous company training experience. The training needs analysis and the training project approval process were strengthened. After consulting the opinions of various units, the institutionalized management of the company's training work was comprehensively improved.

3. On the basis of ISO9001:2000 standard identification and CMM identification, the company introduced ISO10015, GB/T19025-2001 and MQMS system knowledge, gradually mastered the training management system and working procedures in line with international standards, and established and improved employees. Quality assurance and effectiveness evaluation system for training and education.

4. Continuously improve training methods and actively explore new training models.

Problems and deficiencies

1. The training work is less assessed, resulting in a negative situation in the training “to participate and not to participate in a sample, to learn a good school”, leading to training work.

passive.

2. The training format lacks innovation. It is just a blind use of the "speak above, listen to the following" form, dull, boring, can not afford the interest of the students, resulting in the students' lack of concentration, affecting the training effect.

3. The principle is not strong. Training disciplines and related regulations cannot be strictly enforced, and the violators are blinded to one eye and cannot follow the rules. This is the main reason for the slacking of training discipline and disorder.

4. In the training conducted in the middle of the year, we can easily find that some people feel that the training is too frequent, and some other employees do not receive the corresponding training. This is an unavoidable problem. As a company dedicated to learning organizations, The primary training task is to enable all staff to establish a sense of training and to charge for business development and self-development. The imbalance in the training level requires XX years to make great efforts.

5, the internal lecturer teaching skills are generally not high, need to be improved, the production of courseware is not enough, the ability of independent research and development courses is lacking, so the above needs to be improved, further standardize the internal lecturer management, improve the internal lecturer level, and promote the internal lecturer identification, real Create a qualified name

The team of internal trainers.

Third, improvement measures

Favorable conditions 1. After the company is restructured, after the restructuring of the institutions and personnel of the restructured enterprise, the comprehensive quality of the restructured employees and the improvement of work skills, as well as the re-construction of corporate culture, will inevitably be the focus of the next stage of the work. The task will increase, and the good training effect and quality will come.

The more attention the company has received.

2. With the release of the MQMS system "Training Management Program Archives", the company's education and training system is being initially established. The training work has the guidance and constraints of the system, which will greatly facilitate the future work.

specific measure

1. Do a good job in training

Although the "Training Management Program Archives" has been released, certain difficulties will be encountered in the specific implementation process, and we need to continue to summarize and timely adjust. In the specific work process, further rationalization is needed, and the management system needs to be supplemented in many aspects. It is necessary to further strengthen the collection of training materials and the allocation of training equipment, and strengthen the professional training of relevant staff.

2. Establish a network of training resources to further enrich corporate training resources.

The breadth of the company's business also determines the extensive training needs of the company's various departments. In order to better meet the training needs of company members, choose the appropriate training courses, train the lecturers, and configure the appropriate training resources, we must obtain a large number of timely and accurate training information, expand the training business contacts, and establish their own effective training resources. network. In particular, we must actively maintain strategic partnerships with more powerful professional organizations, keep abreast of the dynamic information at the forefront, and horizontally understand the hot needs of the industry, adjust ideas, and reach cooperation agreements on certain specific projects.

3. Focus on building an internal lecturer team with practical experience and familiarity with the real situation.

The contradiction between the diversity of training needs and the limited resources of training resources within the company has become increasingly prominent. Building an in-house team of instructors with practical experience and familiarity with the realities is becoming more and more important. Cultivating its own internal lecturer team, first of all, greatly reduced the company's limited training funds, and secondly, trained a group of experts in various fields for the company. Once again, it can also set a model for learning among employees and cultivate independent learning of employees. thought. Past practice shows that employees who have heard the internal leadership lectures of the company can feel that the senior executives of the company have a deep understanding of the business management and the thorough explanation is easier for everyone to accept and understand. It should actively advocate that senior executives make training work. Good example. In terms of specific measures, we will focus on strengthening the training of management personnel, and also clearly define and select outstanding management personnel as internal lecturers. And establish a set of internal management, incentives, and assessment system for in-house lecturers.

Training work summary

Training is the best welfare for the company. The knowledge that the employees learn is self-improvement, and helps the employees to better complete the work and fulfill the self-fulfilling needs. The company provides training for the employees and is also for the sustainable development of the enterprise. Providing a steady stream of human resources, cultivating more excellent employees, and creating a win-win situation for both the company and the employees. However, in order to truly let the training play such a role, the current achievements are still far away. The following will combine the contents of this year's training work to analyze the current situation. Problems and gaps in the training work.

From March to December 2019, the number of trainings conducted by the company with detailed records reached 497 class hours, and the number of trainings exceeded the annual class requirements.

The following summarizes and analyzes the specific training conditions:

First, new employee training, this year, the organization organized 11 new employee trainings, and participated in 855 training sessions. The hours of new employee training have been solidified, covering "Corporate Culture", "Sunshine Mentality and Professional Practice", "Professional Etiquette", "Overview of Enterprise Development", "OA Knowledge", "Occupational Cognition" and so on. Starting from July, the training cycle for new employees is from the previous monthly, each time more than 100 participants, to twice a month, each less than 50 people in small class training, the new employee training after the evaluation method from In November, from the simple written test, the reform was written test + training impression and career planning. The new employee training course was gradually added and innovated after the construction of the internal trainer team. The newly hired staff was launched in the new employee training in December. Internal trainers, increase the course of "loyalty, responsibility, gratitude." The unqualified rate of large-scale off-the-job training examinations was 9.8%, and the unqualified rate of small-scale training was 7.1%, a decrease of two percentage points.

This year, in the training of new employees, we constantly innovated topics, methods, and assessments, and timely trained new employees to help employees quickly integrate into the company. However, training by the Human Resources Department is not enough to retain new employees. This year, all units have also started the implementation of the “pass, help, and bring” system after new employees join the company. After the new employees join the company, they are professionally trained by each unit.

In the 49-hour class of new employee training, 855 people participated in the training, but 1013 people entered the company throughout the year, 100 of whom were employees of the workshop and group wind base. They did not participate in the training of new employees. The coverage rate of new employees was only 93.6%. Each new employee training has employees who take more time to take time off work, and the person in charge of the unit is also directly approved for leave, but as a new employee, the task is not full within one month of entering the job, through frequent leave, not attending new employee training. At the same time, the Human Resources Department has not introduced relevant normative systems in this respect, resulting in loopholes. Therefore, new employee training should not only be reformed in terms of topics, forms, assessments, etc., but also must improve the training system for new employees. The training of new employees in 2019 must be more standardized and more institutionalized. Each new employee must complete more than 6 hours of training courses, and must pass the assessment after completing the course, up to 60 points, such as the above two. To achieve, do not allow it to turn positive, and incorporate new employee training into one of the employee's positive evaluation indicators.

2. In terms of open class training, 15 public class trainings were organized during the year. The training targets included middle and senior management personnel, market personnel, technical center employees, internal trainers, and grassroots employees. The training format was mainly classroom teaching, and another training was organized. Visit the "Citizen's Home" training, a study and exchange party's "18th National Congress" spirit presentation training, an internal trainer expansion training, 1653 person-times of the year, covering a wide range, more general skills for mentality and management knowledge The open class training is different from the professional training of various departments. The training objects and training needs are relatively uniform. As an open class of the group company, it can only meet the training needs of most employees and provide diversified training for employees. There are many training sessions in the open class throughout the year, but the quality is still a problem all the time. The employees have no enthusiasm for learning. The lack of training topics and lecturers are also the ills of open class training. At present, they have been trained and selected by internal trainers. He has been employed by more than ten internal trainers, but still can't meet the needs of the group company's open class training. In 2019, the open class training will be more innovative in form, get rid of the traditional subject teaching, and carry out technical seminar-style training. The staff of professional key skill posts will regularly organize technical seminar training, and one person in the subject teaching will say that many people listen. It has changed to a multi-person, multi-person, multi-person discussion, multi-person mode, which can solve the problem of lack of problems and teachers, and also stimulate the innovative spirit of employees in the development of professional skills.

Third, departmental training, in the 2019 annual departmental training program 388, actually completed 378 games, the completion rate was 97.2%, has exceeded the annual target tasks, department training is the closest to the staff training, but also the best To help employees enter the working state and improve the training of professional skills. In the supervision of the training of various units and departments, the group began to implement the group listening system in the departmental training work at the beginning of the year, and the units were divided into four groups according to their functions, and they listened to each other. The process of departmental training has been standardized, and it is convenient for the human resources department to control the progress of training in various units. However, how the quality of departmental training in each unit is improved is that all training leaders are exploring and blindly submitting training plans. Employees have no enthusiasm for learning, and the ability of internal trainers to teach is a roadblock for departmental training. At present, only technical units and engineering units have been evaluated after training, and there are rewards and punishments. The departmental training of each unit relies too much on the group company, but it is the personnel of the unit that really understand and operate the department training. Therefore, in 2019, the department training needs to be taken from the training person in charge, improve the training management skills of the department training person in charge, master the profession. The training needs survey, plan development, training evaluation, training record ability, the department training leader to serve as the department's training tasks, the human resources department as a service department, to play the role of assistance and supervision.

Fourth, the construction of the trainer training, 2019, the second-level construction engineer training registration of 70 people, to the end of October, the examination, the incumbent 56, the second training course this year, a total of 10 training sessions, the three exams organized by the Human Resources Department, Organized 33 self-study and film studies in the evening. The exam was conducted at the end of October and the current results have not yet been announced. The second training is from the registration to the exam. The whole process is arranged by the company. However, from the students' daily performance and the results of the simulated test, the students' learning results are not excellent. In the three exams, there are less than five people who have reached the qualified line. The first-level construction division training class has made breakthroughs in the number of applicants this year. A total of 140 people have been registered. Due to the large number of people, this year's construction has adopted the mode of “division management and centralized training”. The management of the trainees is also very strict. The trainers are regarded as absenteeism, and each training method is adopted to announce the class situation and violations of each class, so that each class can be compared to improve the attendance rate of the students. The remaining students went to the Mulan Gumen Scenic Area for closed training. The company invested a lot of manpower and material resources to organize the training courses for the construction engineers. However, the results of the construction were not satisfactory. The 110 students used the reference and passed the 3 subjects and passed 3 departments and 3 people. Through the two subjects and six people, through a group of 17 people, the total pass rate is only 2.7%, the reason is closely related to the students' enthusiasm for learning is not high, the specific performance is: the average training rate is less than 85%; each subject simulation The number of pass exams is less than 5 people. There are three reasons for this: 1. Some participants do not voluntarily sign up for the competition. 2. The student's own foundation is not understandable for professional knowledge. 3. The trainees do not pay the cost of learning and do not cherish the learning opportunities. However, this year, one construction student passed the four subjects at one time. This has given a good publicity role for the construction of the 2019 construction division. Therefore, when the second construction registration in 2019 was launched a few days ago, the number of applicants reached more than 160, but In 2019, the construction class needs to change the previous model, so that employees can register themselves to have enthusiasm for learning. In 2019, the test scores and daily performances of the construction students are included in the performance appraisal, even in the individual annual appraisal, to stimulate Employees learn passion.

V. Construction of internal trainers team. Training lecturers is an important part of the training work. The lack of lecturers has brought a lot of resistance to the training work. This year, through the issuance of notices, posters, office mobilization, unit recommendation, etc. The Human Resources Department organized 4 in-house trainers training, 2 trials and evaluations, and 16 people were hired as internal trainers of the group company. They reserve good teachers for school-enterprise cooperation, open class training, and departmental training next year. The number of internal trainers has reached 21, and the subjects held by the internal trainers cover public courses, professional skills, and special topics. However, the training and selection of internal trainers is a long-term work. Therefore, the team construction of the trainers will continue in 2019. The trainers are selected for normalization and are held once a month.

At the same time, formulate and improve the management methods of internal trainers, standardize the internal trainer management system, conduct at least one upgrade training for the certified internal trainers every month, and systematize the internal trainer training courses into the following levels: 1. Internal training Master's literacy practice 2, internal trainer expressive ability training 3, curriculum organization and teaching ability training

4. Training course design and development ability training

This year's work is nearing completion. In 2019, the training work still has a long way to go, requiring more innovation and more improvement. Employee training is a full-time job. While the human resources department plays a leading role, it also needs the support of managers at all levels, especially the heads of various units/departments. In 2019, the training work was linked to the promotion of each employee's position and salary promotion, which encouraged all employees to take the initiative and learn spontaneously, laying the foundation for ensuring the smooth development of employee training in 2019.

Training work summary

A person's life is like a bus in a city. There are many reservations, and every visit to a station means a new journey. With our beautiful hopes and a mentality from scratch, we joined the dynamic team of Hangzhou Alter brand Wright outlets and started our new journey. It is also in such a new beginning. , ushered in a four-day training for new employees. The contents of this training mainly include team development training, corporate culture introduction, company leadership lectures, lectures by various departments, and the teaching of their own experience. Although the whole training time is not long, in this short few In the experience of the day, my knowledge has been updated, the team spirit has been improved, and my sentiment has been cultivated, which has benefited us a lot.

First, we must strengthen communication between colleagues and strive to improve team spirit. In the training and learning, we deeply understand that communication between people, mutual learning and teamwork among colleagues is the key to winning our work. In our actual work in the future, no matter which industry or position you are engaged in, it is inseparable from the cooperation between colleagues, because a drop of water can only survive in the sea. Since we need to cooperate, we must communicate. Only when different departments, at the same time, communicate with each other, cooperate with each other, and unite to improve work efficiency and progress faster.

The second is to adapt to the self-improvement of the company's living environment. When we enter the company on the first day, we should clearly recognize that we are already an employee of the company. At the very least, we must transform ourselves through hard work. Of course, we are not only transforming the knowledge structure, but also The transformation of vegetarianism and ethics, because talents and talents are talents.

The third is to start from the subtle work and actively adjust the personal mentality. From school to business, the environment changes very much, the people and things we touch are all new, we all need time to adapt, the company hires us, has been recognized in some aspects, but as a new employee of the company, We must be low-key, to be practical, to take a step forward in the face of glory, and to go further in the face of difficulties. At the same time, we should accept and maintain such a state of mind: doing things is not greedy, and people are not too small, because the details determine success or failure.

The above is a little experience we got in this training. I am very grateful to the company leaders for giving this training to our new employees. We will re-digest and integrate the lessons learned in the training into future work practices. Going, and at the same time showing our superiority to the company, we will always maintain a high degree of learning passion, constantly replenishing knowledge and efforts to change our own deficiencies, and make ourselves a good employee to meet the company's development needs. Finally, I hope that all new employees and I will come together to prove the truth of a harvest; to work hard with us to feel the pride of success; let us work together to make the Hangzhou Outlet brand direct sales square a more brilliant tomorrow. struggle.