What should be included in the staff training program

Employee training is a crucial thing.

There are several forms of internal training for enterprise employees: leadership skills training, management knowledge training, employee skills rotation training, and small intensive training.

1. Leadership skills training: the development of an enterprise, leadership is the key, leadership is born and acquired, on the basis of management knowledge training, for the company's middle and senior managers to improve leadership training.

2. Staff rotation training: all employees within the enterprise are concentrated in stages to learn, rotation training, the training content is fixed, and the employees of the enterprise participate in phases and batches, mainly requiring employees to study off-the-job, our organizers in the organization of such training activities, the content of the lecturer should be strictly regulated, so as to improve the quality of employees as a whole; There should be a special person to manage it; To fix the time; Be financially secure.

3. Management knowledge training: In the development process of the enterprise, through its own internal elimination, some employees will go from ordinary workers to management positions, but as employees lack management knowledge, it is difficult to be competent for the job, and it is especially necessary to carry out management knowledge training at this time.

4. Intensive training: This is a highly targeted training, mainly used for skills, especially when it is necessary to train employees to master technology in a short period of time. Therefore, the name has the characteristics of surprise and strengthening, and the concentration of employees must achieve a certain effect in a limited time, which is often used by us, but we must be clear that the content of the training is not too much, a content is divided into a topic, and the staff is required to master it in a short period of time, and the content of the training requires the lecturer or our organizer to design it in advance.

For example, when we introduce a production line or technology, we require employees to master the production or technology in the shortest possible time, and this method is really effective.

In these four ways, we can design a variety of specific training methods or games, such as in leadership skills training, we can design games for survival in the wild, cultivate leadership ability, and design games to train the team spirit of managers. Therefore, an enterprise does not use a single training method, but can flexibly use a variety of training methods, the key is that our training organizers in the training process to find the best way to find the best way for the company's training.

1. New employee training: company introduction, corporate culture, employee code, etc.

2. In-service personnel training: classified training according to the requirements of different positions and job responsibilities.

1) Grassroots staff.

2) Middle-level personnel.

3) High-rise. 3. All personnel participate in experiential training and quality development training together to strengthen the team spirit and trust between colleagues. Cultural, recreational, and sports activities can also be organized.

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Two aspects to start: skills + attitude quality.

The first one: invite the company's old employees or invite some internal lecturers to listen to the lectures.

The second: outward bound training, profound experience, focus on review, try to find a large company.

Newcomer training, on-the-job training.

Employee training programs generally include the following:

First, we need to be clear about the purpose of the training – why we should train it.

1) Guide employees to recognize their own mission and responsibilities and become excellent employees who can be cultivated and developed.

2) Establish a correct quality awareness and concept, update the existing professional knowledge, enrich personal knowledge reserves, and consolidate and improve the company's quality management level.

Second, it is necessary to clarify the training objects.

Specifying who to train will directly determine the training method:

1. Senior managers such as presidents need to improve the business philosophy of operators, broaden their thinking, and enhance their decision-making ability, strategic development ability and modern management ability.

2. The training of the company's middle-level managers needs to improve the comprehensive quality of managers, improve the knowledge structure, and enhance the comprehensive management ability, innovation ability and execution ability.

3. The training of the company's professional and technical personnel needs to improve the technical theory level and professional skills, and enhance the ability of scientific and technological research and development, technological innovation and technological transformation.

4. The technical level training of the company's operators continuously improves the business level and operation skills of the operators, and enhances the ability to perform their job responsibilities.

Any type of training will be limited by the location of the training, we must know where and when the training will be held, who will attend, and make the best plan according to the time, place and participants. It is not possible to draw up unrealistically.

Fourth, it is necessary to determine the content and method of training.

How to write a corporate training program? After determining the training object, it is necessary to clearly understand the learning level of the participants at each stage to ensure that they can teach according to their aptitude.

1. For new employees, it is necessary to strengthen the company's corporate culture training, laws and regulations, labor discipline, safety production, team spirit, and quality awareness training. Through the implementation of master and apprentice, new employees are trained in professional skills. During the probation period, the results of the performance appraisal will be evaluated, and those who fail to pass the assessment will be dismissed, and those who excel in the assessment will be given certain commendations and rewards.

2. The training of transferred employees will continue to carry out training in corporate culture, laws and regulations, labor discipline, team spirit, career concept, company development strategy, company image, project progress and other aspects. At the same time, with the expansion of the company and the increase of internal employment channels, professional and technical training is carried out in a timely manner.

3. Strengthen the training of compound and high-level talents, and all departments and grass-roots units should actively create conditions to encourage employees to self-study and participate in various organizational training, so as to realize the unity of personal development and enterprise training needs. Expand and improve the professional ability of managers in different management career directions. Expand and improve the professional ability of professional and technical personnel to related professional and management fields; Make construction workers master more than 2 kinds of skills, and become multi-functional compound talents and high-level talents.

There are many ways to organize training, including online, offline, live broadcast and other modes. With the development of the times, in order to quickly and efficiently improve the quality of training and achieve the purpose of training, more enterprises have begun to explore the road of training, and the online training model is becoming more and more popular.

There are many ways to train employees, such as lectures, demonstrations, case studies, discussions, audio-visual methods, role-playing, etc. Various training methods have their own advantages and disadvantages. In order to improve the quality of training and quickly achieve the purpose of training, the online training method can be adopted through the online training platform, which is more intelligent and efficient, and is obviously more suitable for the long-term development of the enterprise.

1. Mobile training.

Through the background of the training system and the connection to WeChat, enterprise members can conduct training and learning anytime and anywhere through WeChat. At the same time, there is no need to gather all members like the traditional training method, and there is no need to use the working time to participate in the training, because the best training can get rid of the limitation of time, use their free time, learn knowledge in fragmentation, and interact with each other on WeChat.

2. A variety of course forms.

First, the content of simple paper document training, through the enterprise training system background, allow administrators to upload learning courseware independently, supported formats are **(**), documents (word, excel, ppt, pdf and other common documents), **, audio, ** or url, deepen the interest of enterprise employees in training, promote more active training, is conducive to improving the quality of training, can allow employees to create more wealth for the enterprise.

3. Realize closed-loop training.

Use the light cloud training system to upload their own training courseware to the server, whenever a new employee joins, you can learn the course that has been uploaded, participate in the first exam after learning, and the system will give the score after the exam, saving the vast majority of manual links. From courseware uploading, course design, release of learning plans to learning, examination evaluation and credit hour statistics, the whole process is paperless, which can save enterprise office costs, and at the same time, the use of training can save time and efficiency.

Fourth, improve the enthusiasm of employees.

Organize the first examination through the examination training system, test the learning effect through the examination, and the training system automatically marks and counts the students' results, without personnel statistics, and the system automatically generates the examination report. At the same time, employees can also check the examination details through the training and examination system. According to the learning situation of the students, the credits and hours are automatically ranked, and the enthusiasm of the enterprise members is stimulated.

The content of the training plan generally includes: training needs analysis, job description, and job task analysis.

1. Conduct training needs analysis.

According to the different content of training, we can summarize different training projects into different types of training, which is more conducive to the unified arrangement and management of training for the elderly, and saves enterprise resources. In-house training for in-house teachers, in-house training for teachers outside the company, and participation in public training held by external companies.

The best starting point for developing a training plan is to determine how much of the company's budget will be allocated to training and manpower development. In the absence of certainty as to the adequacy of financial support, there is no point in developing any comprehensive training plan. Usually the training budget is decided by the company's decision-makers, but HR should present the decision-makers with a "proposal" for training investment, explaining why the company should spend money on training and what the company will get in return.

2. Job description.

According to the key responsibilities, key results area (KRA), skill-required and performance of each position, interview with the Training and Development Committee of each grade to confirm the training needs of each position at each stage of service (3 months on duty, 12 months on duty, 24 months on duty), Set the basis for the definition of personal training needs (responsibilities of each position, main work results and work skills to be possessed) in the company.

Job training courses should be designed with management systems in mind, or specific customer requirements. According to the training needs, the members of the education and training function committees of each grade will design and develop training courses, determine the content of training courses, and train internal lecturers.

3. Analysis of work tasks.

Based on the functional level training needs of the employee's position, the supervisor of the employer sets a personal training development plan for the employee according to the employee's personal ability characteristics and performance, and generates the employee's personal training schedule, including the courses that the individual should attend, the training method (compulsory, mandatory, elective, exempt) and the course expiration time (new, 3 months, 12 months, 24 months, etc.). The training budget of a company can vary greatly in different industries, but usually the training budget of a foreign-owned enterprise is 1% of the turnover.

What HR needs to manage is that the training budget is used effectively and brings benefits to the company. Based on the training needs, make a list of all the types of training courses that are used to match the training needs. This can be a long list of individual training needs for a small number of employees (or even a single individual), as well as common training needs that many people want to attend.