Do you know how to write a plan for new employee orientation???

Don't fret. Ha ha. Now the School of Balanced Wisdom Management has a special training topic, they are also a subordinate training unit of the Shenzhen Municipal Education Bureau, and their training for new employees "From Campus People to Enterprise People" This topic has been a compulsory course for the world's top 500 and other outstanding enterprises.

This is a mature course that includes the following parts, and can also be personalized for your business.

Part 1: The Leap from Campus to Society.

There are four major differences between businesses and schools.

What kind of college students are most welcome by enterprises.

Analysis of the top 10 confusions in the new workplace.

Case Discussion: Analysis of the phenomenon of new employee Shanshan leaving the company just one month after joining the company.

Part 2: Four Transformations of Consciousness at the Beginning of the Workplace.

Individual-oriented to team-oriented: let go of individual heroes, seek teamwork, and realize yourself in a win-win situation;

Emotionally oriented to career-oriented: let go of personal emotions, focus on team goals, and establish a professional image;

Growth-oriented to responsibility-oriented: let go of the "small self", take the initiative to assume team responsibility, and grow in responsibility;

Thinking-oriented to behavior-oriented: let go of "just talking but not practicing", act quickly, and find effective methods in action.

Part 3 The mindset that people should have in the workplace.

Positive: In the face of setbacks, never complain, meet challenges, and grow yourself in continuous challenges;

Empty cup learning: academic qualifications are not equal to learning ability, and the test in society is learning ability;

Take the initiative to be responsible: how much responsibility a person can bear, how much career he can achieve;

Win-win cooperation: how many people you can cooperate with and what kind of people you can cooperate with determines how great your achievements are;

Establish a life goal: A clear life goal allows you to use all resources and opportunities to achieve it.

Part 4 Etiquette that people should know in the workplace.

Basic professional image.

Basic office etiquette.

Etiquette for communicating with leaders or colleagues.

Etiquette for visiting or receiving customers.

Etiquette for speaking at meetings.

You can go to them to see, that is, the full spelling of balanced wisdom, or "Balanced Wisdom Management Academy" on it!

It's better to know this question directly.。。。

A new hire orientation program is designed to educate new hires about the job they will be doing, the supervisors they will be working with, their colleagues, and the organization. So how to do a good job in the training plan for newcomers, I personally think that we should start from the following points:

Write down the purpose of the training.

When writing a new employee training plan, you must write the purpose of the training in the first item, which can be to let the new employee quickly adapt to the company culture, environment and related systems, or to be familiar with a certain skill, etc.

Determine what to train new hires.

1.Common sense training refers to the introduction, explanation and training of enterprise knowledge, industry knowledge, rules and regulations and professional ethics to employees, so as to help new employees understand the company faster and stimulate their sense of mission.

2.Professional training, which mainly includes explaining the specific requirements of job responsibilities, professional knowledge and skills to new employees, and making behavior demonstrations if necessary, and indicating possible career development directions.

Choose the right training method.

Training methods usually include such as lecture method, demonstration method, case method, discussion method, audio-visual method, protagonist playing method, etc., also divided into online training and offline training, on-the-job training and off-the-job training, they have their own characteristics, in the new employee induction training, according to the needs and possibilities, reasonable selection and adoption.

In order to save time, effort and money in enterprise training, more and more enterprises choose to cooperate with online enterprise training platforms, and among the many online training platforms, Ping An Zhiniao has rich experience in new employee training, from the rapid construction of new training, intelligent recommendation courses for new employee characteristics, to the use of live broadcast, recorded broadcast, short ** and other teaching methods, to help enterprises comprehensively improve training efficiency, and through big data management, the whole process of monitoring the training effect, for enterprises to provide a new employee training whole-process solution, Among them, the functions of intelligent sparring, Zhiniao live broadcast, and short learning make the training more diversified, personalized, gamified, and interesting, which greatly improves the active participation and learning rate of employees.

Determine the method of evaluating the effect.

After the implementation of the new employee training plan, enterprises should adopt effective forms and methods to express the effect of training in a qualitative or quantitative way. On the Ping An Zhiniao platform, the system can provide enterprises with multiple data dimensions of this training, including course employee data, course data, learning data, behavior data, label data, etc., and enterprises can rely on these data to guide the improvement of training.

First, the purpose of the training.

This program is to help new employees quickly integrate into the company, establish a unified corporate value concept, behavior model, understand the company's relevant rules and regulations, cultivate a good work attitude, professional quality, and lay a solid foundation for competent work.

1. Provide correct industry information for new employees and enhance the confidence of salesmen to enter the industry.

2. Let new employees understand the company's history, policies, corporate culture, and establish confidence and expectations for the company. 3. Let new employees understand the company's product knowledge and enter the working state faster.

4. Let the new employees feel the company's welcome to him, and let the new employees feel a sense of belonging. 5. Make new employees understand their job responsibilities and strengthen the relationship between colleagues. Second, the training object.

All new employees of the direct management department Third, training methods.

1. Off-the-job training: The training plans and programs formulated and organized by the provincial and municipal direct management departments are organized and implemented, and the form of centralized teaching is adopted.

2. On-the-job training: The person in charge of the department where the new employee is located will compare and evaluate his existing skills with the skills required by the job, find out the gap, determine the training direction of the employee, and designate a special person to implement training guidance. Fourth, training courses.

Corporate Culture", "Personnel System", "Receiving and Dispatching Process", "Safety Production", "Contraband" Fifth, training and assessment.

During the training assessment, the assessment is a written assessment, the on-the-job training is mainly based on the written assessment, the written assessment questions are provided by the instructor, and the application assessment is carried out through observation and testing to examine the application of training knowledge or skills and the improvement of performance behavior of the trainee employees in actual work, which is identified by the leaders of their departments.

7. Effect evaluation.

1. Each provincial and municipal platform determines the training time and formulates the specific training plan according to the scale of the new employees every month, and fills in the "New Employee Training Plan" and submits it to the direct management center and relevant departments;

2. The training team of the direct management center is responsible for coordinating with relevant departments to organize and manage the whole process of training, including fund application (facilities and equipment), venue adjustment and personnel arrangement.

3. The provincial and municipal direct management departments are responsible for conducting feedback surveys on the trainees at the end of each training, filling in the "New Employee Induction Training Feedback Form", and giving feedback on the course and related issues within seven days according to the opinions of the trainees.

4.Within two weeks after the end of the centralized training for new employees, the provincial and municipal direct management departments shall submit the sign-in form, lecturer evaluation form, training **, and training summary analysis report of the training, and report to the training group of the direct management center of the headquarters.

Through training, the company can make new employees transform from social people to company professionals in the shortest possible time, and quickly adapt to their own work. I think it should be noted that enterprises should be targeted in the training content, effectively decompose and refine, and the training methods should also be flexible, and establish a complete training effect, feedback and evaluation system, so as to better enable new employees to quickly adapt to their own work.

Ping An Zhiniao can provide a series of whole-process solutions for new employee training, from smart organization, efficient training, personalized learning to big data management, so that new employees do not leave their jobs throughout the process, so as to reduce costs and increase efficiency in the true sense of corporate training.

In addition, Ping An Zhiniao is also able to recommend personalized learning content according to AI intelligence, supplemented by interesting functions such as learning maps and games to improve the learning interest of new employees, so that employees can use more fragmented time to learn from multiple terminals, and use big data to calculate the core advantages of each employee, the work they are good at handling, etc., to build an enterprise talent database for enterprises and facilitate the management of employees.

Not only that, Ping An Zhiniao also uses AI technology to form big data analysis according to the position and learning progress of new employees, establish a real-time talent database, record employee growth and development files, and use points, rankings, and honor walls to motivate employees to take the initiative to learn and achieve a virtuous cycle of training.

Through advanced technology and years of experience accumulation, Ping An Zhiniao has conducted in-depth research on AI+ and big data management, combined with training innovation, to provide enterprises with intelligent training solutions, help enterprises better complete the training of new employees, and lay a good foundation for the next enterprise to cultivate talents.

In fact, the general direction of the design of induction training is nothing more than to focus on the following five points, and the content of specific training can be focused on according to the actual situation.

1. The enterprise is positively related: the current corporate culture, business philosophy, strategy, prospects, development evolution, leaders, and working environment.

2. Positive team relevance: the current collaboration tools and methods, communication methods, schedules within the company, and according to the level of the new employee's rank, the focus also needs to be flexible.

3. Positive correlation of skills: business knowledge description, detailed explanation of business process, and job description.

4. Positive correlation of the system: code of conduct, attendance and leave, performance management, salary and welfare, reward and punishment system.

5. Product positive correlation: product category, brand position, competitive advantage, market share, competitive product analysis.

If you're not very good at training new employees, look for a third-party company to assist you.

At present, new employees are better at workplace training, they specialize in this piece of fresh graduate training, and they propose the first graduate training camp through the all-round cultivation of vocational thinking, professional mentality, and vocational skills in school enrollment, helping school enrollment to quickly realize the perfect turn from campus people to working people. There is also a lot of relevant information.

Only by fully understanding and analyzing the training needs of employees can we design a reasonable training program for new employees. Introducing the content of China training network, employee training needs can be analyzed from three aspects: enterprise, work (including business process) and individual

1. Conduct enterprise analysis.

Generally speaking, the company's employee training is focused on what work needs to be handled in the production and operation of the enterprise, and the training of new employees is to teach employees how to do things efficiently in the future work and help the enterprise create production and business value. Therefore, when making a new employee training program, enterprises must first conduct enterprise analysis and clarify their own strategic goals, development goals, job requirements, responsibility requirements, etc., so that there is a clear direction for employee training.

2. Conduct job analysis.

Job analysis refers to the skills and abilities that new employees need to master to achieve their desired job performance.

3. Conduct a personal analysis.

Personal analysis is to compare the current level of employees with the requirements of future jobs for employees' skills and attitudes, study the gaps between the two, and study what aspects of new employee training programs are needed to improve their abilities and achieve the consistency of employees' positions and skills.