Company new employee training program
Provide new employees with correct and relevant company and job information, encourage new employees' morale to let new employees know about the company's work and the company's expectations, let new employees understand the company's history, policies, and business. Culture, providing a platform for discussion to reduce the tension of new employees when they first enter the company, making them more adaptable to the company, allowing new employees to feel the company's welcome to him, and letting new employees realize the sense of belonging, so that new employees can understand their duties, Strengthening the relationship between colleagues Training new employees to solve problems and providing ways to help them get new employees to work quickly and reduce turnover.
two. Company's overall training:
A letter to the new employee Company profile Corporate identity Corporate culture and vision Enterprise ten-year promotional film Enterprise organization chart Functional functions of each department and brief introduction of each branch About the enterprise enterprise talents view salary system welfare system "guide"
Wisdom Office System Application Communication Mechanism and Method Manager's Mailbox List Correction and Resignation Process Training Fees and Tooling Costs Dress Code Health System Duty and Dismissal Punishment Security Regulations Services 20 Services 20 Penalties Regulations Evaluation System Answers New Employees The third question raised, the training process before the job:
l Welcome letter to new employees
l Let other employees in this department know the arrival of new employees
l Prepare new employees' office space and office supplies
l Departmental training materials ready for training new employees
l Designate a senior employee as a new employee's mentor for new employees
l Prepare the first task assigned to the new employee after the job: Department job training
1. The first day after arrival:
Reported to the department, the department manager on behalf of all staff welcomes new employees to introduce new employees to understand the structure and function of the department's staff department, special regulations within the department, new employee job description, responsibility requirements, the department faq
1. Discuss the first job of the new employee and send the old employee to the new employee to eat the first lunch.
2. On the fifth day of employment:
Report to the Human Resources Department for training for new employees
3. The sixth day after the appointment:
Within a week, department managers talked informally with new employees, reaffirming job responsibilities, talking about problems at work, and answering questions from new employees.
Evaluate the performance of new employees for a week and determine when some short-term performance targets set the time for the next performance review
4. On the fifteenth day after the job, the department manager will interview the new employee to discuss the performance of the probationary period in one month, and fill out the evaluation form heart-shaped card: tell the truth. Suggestions, opinions, doubts. Whether it is reasonable or not, you should be active. Respond. Not to be cold
5. On the 30th day after the job, the HR manager and the department manager discuss the performance of the new employee, whether it is suitable for the current position, fill out the probationary assessment form, and talk to the new employee about the probationary performance, and report the new employee's performance. Assessment requirements and systems.
6. Trainee system:
The first three months after the correction is the observation period, which is in compliance with the standard. It does not meet the standard. Continue to try or persuade.
Fourth, new employee training feedback and assessment job training feedback form company overall training assessment test questions new employee probation period performance evaluation form observation period assessment form five, new employee training materials on-the-job training courseware, employee handbook. This department faq. Twenty services.
Sixth, the new employee training project implementation plan first promotes the “new employee training program” within the company, and allows all employees to understand the new employee training system and the company's emphasis on new employee training through various forms. Each department recommends the training of the department. The lecturer will train the recommended internal trainers to train each department to issue the “New Staff Training Implementation Plan”. According to the number of new employees, the company will implement the whole new employee training and training four steps from time to time:
The first step: to enable employees to calm their mentality and to instill their own corporate culture or professional skills into new employees, forcing them to accept, I hope they will come in handy as soon as possible, regardless of their feelings. When new to an unfamiliar environment, there will always be concerns: whether the treatment is in line with the promise; whether it will be valued; whether the promotion mechanism is beneficial to itself, and so on. First, we will affirm the treatment and conditions, let the newcomers put down the "heart". Communicate face-to-face with the newcomers, solve their doubts, and encourage them to discover and ask questions. In addition, we also communicated with employees on how to carry out career development planning, promotion mechanism, and life aspects. Let employees really put their minds to a stable level, realize that enterprises without problems do not exist, and enterprises develop in the process of discovering and solving problems. The key is to recognize whether these problems are problems in the development process of the enterprise or the problems of the mechanism itself, so that new employees can face the problems existing inside and not go to extremes. To know that no one can change jobs casually, it is often that the mind goes to extremes and will not be forced to leave when it cannot be turned back.
Step 2: Let employees say what they are saying. Although employees can accept things that are not suitable for their own ideals, it does not mean that they can accept them. At this time, they should be encouraged to say their own ideas. If you Even employees don't know what they are thinking, and solving problems is not targeted. Therefore, they should open a "green channel" for them, so that their ideas will be reflected in the first time. Everyone has issued a “reasonable recommendation card” for each new employee. Any ideas of the employee can be raised in any aspect, such as system, management, work, and life. Haier will immediately adopt and implement the proposal for rationalization, and there will be certain material and spiritual rewards for the proposer. Positive responses are also given to suggestions that are not applicable, because this will let employees know that their ideas have been considered, they will feel respected, and they will dare to say what they are saying.
The treatment of new employees is not in line with the promises at the time of recruitment. Dissatisfaction is not a big deal. It is only a natural reaction when employees come out, but they cannot eliminate this dissatisfaction very well. , it will cause new employees to intensify their emotions.
The third step: to enable employees to "foster" their sense of belonging, then it is necessary to help employees change their minds and cultivate their sense of belonging. Let new employees not be themselves "outsiders."
Create the impression, care for the new workers to the level of meticulous, live for new employees, often communicate with new employees. Find problems in their lives, work, help solve.
2. Encourage new employees with advanced examples of the company.
3. Let him feel the warmth and strength of the team.
Step 4: Make employees build their careers. When an employee truly recognizes and integrates into the enterprise, it is necessary to guide employees to establish a professional attitude and let them know how to create and realize their own value. This shows that it is very important to recruit people to turn their mission into their own responsibilities, to share concerns for enterprises. They use weekends to visit various shopping malls and specialty stores, observe and discover problems and reflect them to the superiors to end their functions and the actual situation of the company. Employees experience, performance, and make training work an active behavior of employees.
two. Company's overall training:
A letter to the new employee Company profile Corporate identity Corporate culture and vision Enterprise ten-year promotional film Enterprise organization chart Functional functions of each department and brief introduction of each branch About the enterprise enterprise talents view salary system welfare system "guide"
Wisdom Office System Application Communication Mechanism and Method Manager's Mailbox List Correction and Resignation Process Training Fees and Tooling Costs Dress Code Health System Duty and Dismissal Punishment Security Regulations Services 20 Services 20 Penalties Regulations Evaluation System Answers New Employees The third question raised, the training process before the job:
l Welcome letter to new employees
l Let other employees in this department know the arrival of new employees
l Prepare new employees' office space and office supplies
l Departmental training materials ready for training new employees
l Designate a senior employee as a new employee's mentor for new employees
l Prepare the first task assigned to the new employee after the job: Department job training
1. The first day after arrival:
Reported to the department, the department manager on behalf of all staff welcomes new employees to introduce new employees to understand the structure and function of the department's staff department, special regulations within the department, new employee job description, responsibility requirements, the department faq
1. Discuss the first job of the new employee and send the old employee to the new employee to eat the first lunch.
2. On the fifth day of employment:
Report to the Human Resources Department for training for new employees
3. The sixth day after the appointment:
Within a week, department managers talked informally with new employees, reaffirming job responsibilities, talking about problems at work, and answering questions from new employees.
Evaluate the performance of new employees for a week and determine when some short-term performance targets set the time for the next performance review
4. On the fifteenth day after the job, the department manager will interview the new employee to discuss the performance of the probationary period in one month, and fill out the evaluation form heart-shaped card: tell the truth. Suggestions, opinions, doubts. Whether it is reasonable or not, you should be active. Respond. Not to be cold
5. On the 30th day after the job, the HR manager and the department manager discuss the performance of the new employee, whether it is suitable for the current position, fill out the probationary assessment form, and talk to the new employee about the probationary performance, and report the new employee's performance. Assessment requirements and systems.
6. Trainee system:
The first three months after the correction is the observation period, which is in compliance with the standard. It does not meet the standard. Continue to try or persuade.
Fourth, new employee training feedback and assessment job training feedback form company overall training assessment test questions new employee probation period performance evaluation form observation period assessment form five, new employee training materials on-the-job training courseware, employee handbook. This department faq. Twenty services.
Sixth, the new employee training project implementation plan first promotes the “new employee training program” within the company, and allows all employees to understand the new employee training system and the company's emphasis on new employee training through various forms. Each department recommends the training of the department. The lecturer will train the recommended internal trainers to train each department to issue the “New Staff Training Implementation Plan”. According to the number of new employees, the company will implement the whole new employee training and training four steps from time to time:
The first step: to enable employees to calm their mentality and to instill their own corporate culture or professional skills into new employees, forcing them to accept, I hope they will come in handy as soon as possible, regardless of their feelings. When new to an unfamiliar environment, there will always be concerns: whether the treatment is in line with the promise; whether it will be valued; whether the promotion mechanism is beneficial to itself, and so on. First, we will affirm the treatment and conditions, let the newcomers put down the "heart". Communicate face-to-face with the newcomers, solve their doubts, and encourage them to discover and ask questions. In addition, we also communicated with employees on how to carry out career development planning, promotion mechanism, and life aspects. Let employees really put their minds to a stable level, realize that enterprises without problems do not exist, and enterprises develop in the process of discovering and solving problems. The key is to recognize whether these problems are problems in the development process of the enterprise or the problems of the mechanism itself, so that new employees can face the problems existing inside and not go to extremes. To know that no one can change jobs casually, it is often that the mind goes to extremes and will not be forced to leave when it cannot be turned back.
Step 2: Let employees say what they are saying. Although employees can accept things that are not suitable for their own ideals, it does not mean that they can accept them. At this time, they should be encouraged to say their own ideas. If you Even employees don't know what they are thinking, and solving problems is not targeted. Therefore, they should open a "green channel" for them, so that their ideas will be reflected in the first time. Everyone has issued a “reasonable recommendation card” for each new employee. Any ideas of the employee can be raised in any aspect, such as system, management, work, and life. Haier will immediately adopt and implement the proposal for rationalization, and there will be certain material and spiritual rewards for the proposer. Positive responses are also given to suggestions that are not applicable, because this will let employees know that their ideas have been considered, they will feel respected, and they will dare to say what they are saying.
The treatment of new employees is not in line with the promises at the time of recruitment. Dissatisfaction is not a big deal. It is only a natural reaction when employees come out, but they cannot eliminate this dissatisfaction very well. , it will cause new employees to intensify their emotions.
The third step: to enable employees to "foster" their sense of belonging, then it is necessary to help employees change their minds and cultivate their sense of belonging. Let new employees not be themselves "outsiders."
Create the impression, care for the new workers to the level of meticulous, live for new employees, often communicate with new employees. Find problems in their lives, work, help solve.
2. Encourage new employees with advanced examples of the company.
3. Let him feel the warmth and strength of the team.
Step 4: Make employees build their careers. When an employee truly recognizes and integrates into the enterprise, it is necessary to guide employees to establish a professional attitude and let them know how to create and realize their own value. This shows that it is very important to recruit people to turn their mission into their own responsibilities, to share concerns for enterprises. They use weekends to visit various shopping malls and specialty stores, observe and discover problems and reflect them to the superiors to end their functions and the actual situation of the company. Employees experience, performance, and make training work an active behavior of employees.
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