What is the training content? What are the contents of the training?

Employee training should include four aspects: will training, cognitive training, vocational training, and skills training. The details are as follows:

1. Will training: The form of will training is mainly military training, the purpose of which is to cultivate the spirit of hardship and hard work, the style of simplicity and thrift and the sense of teamwork.

The length of military training needs to be determined according to the actual situation of the enterprise, but at least one week and at most one month is appropriate. Too little time, the new employee will end before they are in the state, too long will cause employee boredom, and the cost of the enterprise will increase significantly.

2. Cognitive training: Cognitive training mainly includes enterprise profile, introduction of main managers of the enterprise, enterprise system, employee code, and corporate culture.

Lectures and other contents, learning methods to implement centralized training, and by the company's managers and human resources department to speak. Cognitive training is mainly to help new employees have a comprehensive and accurate understanding of the enterprise and understand the enterprise, so as to find their own position in the enterprise as soon as possible.

3. Vocational training: Vocational training is to enable new employees, especially students who have just left school, to complete the role transformation and become a professional staff.

Its content mainly includes: social etiquette and interpersonal relationships.

Communication and negotiation, scientific working methods, career planning.

Stress management and emotional control, teamwork skills, etc., the training method is centralized training, and the lecturer can be internal and external according to the actual situation of the enterprise.

It should be noted that the form of vocational training must be diversified, and it is not appropriate to use the propaganda style, but the interactive style as much as possible, so that new employees can understand the knowledge they have learned in the process of interaction, so that they can be used freely in the future work.

Fourth, skills training: skills training is mainly combined with the new employees are about to take up the job and professional skills training, now many enterprises "apprenticeship" is the manifestation of skills training. There are two training modes for skills training:

Finally, new employee training.

Be sure to set the training content and training time according to the characteristics of the new employee. In many companies, it is especially worth noting that the training of new employees in many companies often ends as soon as the new employee is hired.

The training content includes knowledge transfer, skill transfer, standard transfer, information transfer, belief transfer, and management admonition behavior. For training, it can be divided into two types: personal skills training and corporate training.

There are many types of personal skills training, including English training, minor language training, vocational skills, qualification certification, financial accounting, architecture, computer, academic degree, health, sports and arts, study abroad, student extracurricular training, etc. There are two types of corporate training: one is an open class, and the other is internal training.

Characteristics of skills training:

Skills training is more targeted, shorter, and focuses on breakthroughs in a certain field. Skills training includes the training of employees' theoretical knowledge and practical ability, and some people think that skills training is the training of employees' skills and abilities to use tools, do their own work as required, and deal with and solve practical problems.

Theoretical knowledge refers to the knowledge content required to engage in a certain occupation, and practical skills training is to teach people to learn and apply the practical ability to engage in a certain occupation.

As follows:

First, employee knowledge learning. The training content is mainly related to work and job knowledge, and the learning of knowledge content should be combined with job objectives, so this is a particularly important training for employees. Because this kind of training is long-term and systematic, it is generally carried out in a combination of external training and internal learning.

The second is the ability to learn. Innovation is the eternal theme of a person's learning. Employee innovation provides the driving force for the development of the enterprise and is the foundation of the production and development of the enterprise. Therefore, the learning of employees' innovation ability should be one of the key contents of enterprise training courses.

The third is the training of job skills. This kind of training is mainly to improve the job skills of employees, and for general employees, it mainly focuses on practical operational skills and business skills training, and this kind of training is mainly carried out by external experts.

Fourth, the training of work attitude. Work attitude affects job performance and has a huge impact on labor behavior. Changing the working attitude of employees and cultivating employees' sense of identity with the corporate culture is conducive to establishing a sense of mutual trust between the enterprise and employees, and is conducive to enhancing the sense of belonging of employees to the enterprise and the sense of honor of the group.

Therefore, it should also be one of the focuses of corporate training courses.

Training is the way in which the trainee masters a certain skill through training and training. Domestic training is mainly based on skills training, with a focus on pre-behavior.

In order to achieve unified scientific and technological specifications and standardized operations, through modern information processes such as goal planning and setting, knowledge and information transmission, skill proficiency drills, homework achievement evaluation, and result exchange announcements, trainees can achieve the expected level of improvement goals through certain education and training technical means, and enhance combat effectiveness, personal ability, and work ability training are called training!

Training is the process of imparting the thinking, cognition, basic knowledge and skills necessary for the completion of a certain behavior to experienced or inexperienced trainees. Based on the theory of cognitive psychology, it can be seen that the transmission effect of correct cognition (the output of internal psychological processes) in the workplace is the fundamental determination of the training effect.

To put it simply, training is about the same as teaching. That is, the teaching service of a certain skill. Such as some professional training courses. It can also be understood as training, that is, providing teaching.

The content of different training is different, for example, the training content of enterprise employee trouser ruler is as follows:

1. Enterprise profile: the company's entrepreneurial history, the current situation of the company and its position in the industry, the school's brand and business philosophy, the school's corporate culture, the school's future prospects, the organization, the functions and business scope of each department, the personnel structure, salary and welfare policies, the training system, the introduction of major personnel changes or rewards and punishments over the years, the introduction of the school's team spirit, communication skills training and various questions and answers for new employees.

2. Employee rules: corporate rules and regulations, reward and punishment regulations, code of conduct, etc.

5. Safety knowledge: fire safety knowledge, equipment safety knowledge and emergency handling, etc.

6. Communication channels: introduction of employee complaints and reasonable suggestions.

7. On-site visits: visit various departments of the enterprise and public places such as work and entertainment.

8. Introduction and exchange: introduce the company's senior leaders, heads of various departments and backbones who have made outstanding contributions to the company to meet and communicate with new employees.

9. On-the-job training: service awareness, job responsibilities, business knowledge and skills, business processes, departmental business peripheral relationships, etc.

10. Research on school teaching mode and teaching topics.

From not being able to do every operation, new employees will receive an average of nearly 200 working hours of training from the company. Pass the exam to obtain a certificate of completion. From trainee assistant, assistant secondary, restaurant manager to district manager, and then every subsequent promotion, you have to enter the 5-day course here.

Approximately every two years, the Centre reviews and rewrites old teaching materials. The training courses include quality management, product quality evaluation, service communication, effective time management, leadership style, labor cost management and team spirit. In the training plan of a manager, the reporter saw "How to work together to do a good job", "Basic Management", "Performance Management", "Project Management", "7 Good Habits", "Negotiation and Skills" and other subjects.

It is understood that KFC's initial training courses were based on models from international standards, but the most important thing was the words and deeds of local senior employees and the summary of work experience. Therefore, the review and re-compilation of teaching materials is mainly to supplement the new knowledge and new methods acquired by front-line employees in practice. Every employee who participates in the training of Lao Sun Xin in education development is not only a trainee, but also a coach.

This unique "university in the enterprise" is the think tank and central system of all KFC employees in China.

The content of the training plan formulated by different training programs and different enterprises will be different, but in general, a complete training plan should include the following aspects:

1. The goal of training, that is, the purpose and effect of training. From the student's point of view, it is what has been learned in the end.

2. The content of the training and the object of the training. The content of the training is what kind of training will be carried out, and the target audience will be who will participate in this training.

3. Training lecturers. Training lecturers are very important, which is directly related to the effect of training, and select lecturers who meet the requirements from several aspects such as quality, knowledge, experience, and communication.

4. Training time. The training time refers to when the training starts, how the time of the follow-up training is arranged, and the notice should be issued in time after the arrangement.

5. Training location and equipment and facilities. Prepare well in advance where the training will take place and what equipment, facilities or supporting materials will be required.

6. The method and cost of training. What is the way to arrange the training according to the actual situation of the enterprise, such as theoretical, practical, etc., and also to do a good job of budgeting, such as lecturer fees, venue rental, material costs, equipment maintenance fees, etc.

The above can be summarized as 6w1h, i.e., why training objectives; what the training content; WHOM Trainees; WHO trainers; when, training time; where: training location; How training methods and fees.

The main content of employee training is as follows: 1. Will training. The form of will training is mainly military training, the purpose of which is to cultivate the spirit of hardship and hard work, the style of simplicity and thrift and the sense of teamwork; 2. Cognitive training.

Cognitive training usually includes, enterprise profile, introduction of the main managers of the enterprise, enterprise system, employee code, corporate culture preaching, etc., and the way of learning is centralized training, and the company's managers and human resources department are the main speakers.

[Legal basis].

Civil Code of the People's Republic of China Article 577:Where one of the parties fails to perform its contractual obligations or the performance of its contractual obligations does not conform to the agreement, it shall bear liability for breach of contract such as continuing to perform, taking remedial measures, or compensating for losses.

Generally speaking, the content of enterprise new employee training includes three levels, namely knowledge training, skill training and quality training.

Knowledge training is the first level in corporate training. Employees may gain knowledge by attending a lecture or reading a book. Knowledge training is conducive to understanding concepts and enhancing adaptability to new environments.

Skills training is the second level in corporate training. Recruiting new employees, adopting new equipment, introducing new technologies, etc., all require skills training, because abstract knowledge training cannot be immediately adapted to specific operations.

Quality training is the highest level of corporate training. High-quality employees learn effectively and proactively, even if they lack knowledge and skills in the short term.

There are many methods of corporate training, such as lecture method, demonstration method, case analysis method, discussion method, audio-visual method, role play method, 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 network training method can be adopted, which is flexible and saves the time and cost of centralized training for students.

Answer: 1) Teaching method: It is a traditional training method, and the advantage is that it is easy to use and easy for the trainer to control the whole process. The disadvantage is one-way information transfer and poor feedback effect. It is often used for some conceptual knowledge training.

2) Audio-visual technology method: through modern audio-visual technology (such as projectors, ***, video recorders and other tools), staff training. The advantage is that it uses visual and auditory perception methods, which are intuitive and distinct.

However, the feedback and practice of the trainees are poor, and the cost of production and purchase is high, and it is easy to become outdated. It is mostly used for training content such as enterprise profile, imparting skills, etc., and can also be used for training conceptual knowledge.

3) Discussion method: According to the complex procedures of cost and operation, it can be divided into two ways: general group discussion and seminar. The seminars are mostly focused on presentations, and participants are allowed to communicate with the speakers during or after the conference.

The advantage is that the information can be transmitted in multiple directions, and the feedback effect is better than that of the lecture method, but the cost is higher. The group discussion method is characterized by multi-directional information exchange, high participation of participants, and low cost. It is mostly used to consolidate knowledge, train trainees' ability to analyze, solve problems and interpersonal skills, but the requirements for training teachers are high.

Hope it helps.