Ask for an example of staff training in a shopping mall 30

Training of mall staff.

Article 1 All new employees and in-service employees, especially those with special skill requirements, need to be trained before they can take up their posts.

Article 2 The company helps employees understand the company's development status through training; Understand the company's basic policies and regulations; Master the skills and methods of competent work, so as to achieve the goal of "one colleague at a time, one mall at a time, and one customer at a time".

Article 3 The training content is divided into two aspects: education and training, with education focusing on concepts and training focusing on operational practice. The organic combination of the two can achieve the purpose of training.

The content of the training:

1. Training content and methods for new employees.

1. Give a friendly welcome to new employees and make them feel at home.

2. Introduce the company's main leaders, colleagues, and working environment and working conditions.

3. Introduce the company's personnel policies, business philosophy, rules and regulations; Focus on the company's salary plan and promotion plan.

4. Introduce the quality requirements, skills and specialties and code of conduct that must be possessed for the position you are applying for.

5. Issue instructions, assessment standards and assessment forms related to their work on the spot, so that they can follow the trajectory, do it as they like, follow the steps, and minimize mistakes.

6. Group discussions, so that new employees can talk about their feelings and feelings; put forward your own ideas or ideas, questions and requirements; We also ask for guidance and answers from relevant sources.

7. On-site visit to familiarize yourself with the environment.

Hands-on, simulated training.

Second, the training content and methods of old employees.

1. First of all, we should conduct a survey on the ability and quality, thinking and performance of old employees to find the focus or necessary points of training. The methodology of the survey is based on the following aspects: ability, quality, interpersonal relationships, knowledge, skills, and attitudes.

2. After the investigation and understanding, it is necessary to re-educate the key points. There will be many differences in the content of education, and training can be started from the shortcomings of the party's view. Old employees often have such shortcomings:

1) Lack of understanding of the overall work content of the work department and lack of initiative;

2) Forget the basic method and go your own way;

3) Lack of effort to improve the work, always say, "Do as instructed, it's okay!" ”

and not willing to invest more.

4) Incomplete time management. The work must be completed within the stipulated deadline. This is the working principle. Because of the long service time in the company, old employees are prone to inertia and have no concept of time.

5) Inappropriate interpersonal relationship handling, poor cooperation and coordination skills, and disobedience to the supervisor's command.

3. When the company's new policies and new systems are introduced, the old employees should be trained in a timely manner, in order to achieve the purpose of conscious implementation, or have a deeper understanding of the company's relevant policies and development trends.

Article 4 All kinds of training should be held in accordance with the principle of not affecting the work as much as possible.

Article 5 The training results and qualifications of employees can be provided by the Human Resources Department as a reference for annual assessment and promotion.

I used to work as a supervisor in a shopping mall, this is my opinion!