How to train new employees

The training program for new employees is as follows:

Trainees: All new staff of the ERB.

Off-the-job training: The personnel department formulates new employee training programs and plans and organizes the implementation, in the form of centralized teaching, generally for one week.

On-the-job training: The person in charge of the department (team) where the new employee is located is the guide for the implementation of the new employee training program, compares and evaluates the existing skills with the skills required by the job, finds out the gaps, formulates the new employee training program and plan and is responsible for the implementation, and the personnel department tracks and monitors. It can be in the form of daily work guidance and one-on-one coaching.

The person in charge of the department (team) fills in the training plan for new employees, evaluates the repentance, and other counseling**, and reports to the personnel department regularly.

Induction training content:

Company profile (history, background, business philosophy, vision, mission, values); Organizational chart; Regulations; Corporate culture; professional ethics, integrity education; Safety production policy, safety education and safety laws and regulations; "Safety Regulations" and safety equipment; first aid for electric shock; fire knowledge; Basic knowledge of different positions; Official etiquette, code of conduct, professional ethics.

Training assessment: The assessment during the training period is divided into two parts: written assessment and application assessment, and off-the-job training is mainly based on written assessment; The training is mainly based on application assessment, which accounts for 50% of the total assessment score.

The written assessment questions are provided by the instructors, and the personnel department prints the examination papers.

The application assessment examines the application and performance of new employees in the actual work through skill assessment, job assessment, interview defense and other means, which is jointly identified by the leaders of their departments, relevant department personnel and the personnel department.

Effect evaluation: The personnel department and the department where the new employee is located through direct communication with the trainees, the person in charge of the department's training, and the development of a series of written questionnaires for the new employee training program after the follow-up understanding, gradually reduce the new employee training program and direction of deviation, improve the training methods, so as to make the training more effective and achieve the expected goals.

New Employee Awareness Training Program Workflow:

The personnel department determines the training time according to the specific situation of the new employees and formulates the specific training plan.

The personnel department is responsible for coordinating with relevant departments to organize and manage the whole process of training, including fund application, personnel coordination and organization, venue arrangement, course adjustment and progress promotion, training quality monitoring and assurance, and training effect assessment and evaluation.

Within one week after the end of the centralized off-the-job training for new employees, the personnel department shall submit a summary and analysis report of the training to the leaders of the bureau for review.

After the end of the centralized off-the-job training for new employees, they will be assigned to the relevant departments to receive on-the-job guidance training (on-the-job training), and the heads of each department will be the training instructors, and at the end of the training, fill in the "New Employee On-the-job Training Record Form" and report to the Personnel Department.

During the on-the-job training of new employees, the personnel department should send special personnel to implement follow-up guidance and monitoring from time to time, and through a series of observation and testing methods to examine the trainees' use of training knowledge and skills in actual work and the improvement of behavior, so as to evaluate the training results and adjust the training strategies and training methods.

The induction training of new employees is mainly a general term for the company to introduce the company's history, basic work process, code of conduct, organizational structure, personnel structure and handling colleague relations, as well as learning job skills and other activities for each new employee who has just joined the company, so as to make employees integrate into the team and realize the value as soon as possible. So how should companies do a good job in training new employees? I think the key lies in three points:

First, clarify the purpose of the training. When a new employee arrives at the company, he or she urgently needs to understand the current situation of the company, the future development direction of the company, their promotion opportunities, what their responsibilities are, and how they should carry out their work. Therefore, the fundamental purpose of pre-job training is to let new employees understand the company, integrate into the company, and ensure that new employees are qualified to work.

Second, develop a detailed training plan. The training plan should include training objectives, training subjects, lecturers, training materials, training locations, training disciplines, training examinations, training effect evaluation and their respective division of labor. You can choose to use a Gantt chart or a more self-explanatory form.

Third, set up the training content reasonably. The content of on-the-job training should include company profile, corporate culture, employee handbook, relevant systems and processes, job skills, etc. Training courses should be reasonably set up for different positions, and if necessary, external lecturers can be hired to train new employees.

If your company doesn't have much idea and good execution ability for new employee induction training, you can conduct new employee training through Ping An Zhiniao Enterprise Training Platform. According to the company's job ability requirements, Ping An Zhiniao can clarify the learning purpose for the students, formulate a learning plan map covering various tasks of learning, training, testing, training and evaluation, and clarify the responsibilities and ability requirements of the students. Ping An Zhiniao's Zhiniao excellent course function covers 200,000+ high-quality finished courses, and can be matched with one-click courses according to the individual needs of students, so that your company's new employee training is convenient and efficient.

If you want to do a good job in the induction training of new employees, first introduce yourself and let the new partner be familiar with yourself; Compare the advantages of your own company and the advantages of your company's marketing model with the industry and the industry;

How to do a good job in the induction training of new employees, this is first the explanation of the training company system, followed by the speech of the outstanding old employees, and finally the commitment and speech of the leader, and then the visit to the rotation!

When he joins the company, the administration will first train him on the company's rules and regulations, which is very important, so as not to cause contradictions if there is nothing to say in the follow-up. Then the department leader will talk about what the department needs to do, and his job responsibilities and obligations are almost the same.

in the form of ppt.

The training of new employees is mainly to promote the company's system, and it is the best way to make relevant content into PPT.

The training of new employees is as follows:

1. Introduction to the company's development: introduce the company's development history, so that new employees can fully understand the company's development process, understand and master the company's business history, and clarify the work responsibilities and content of each unit.

2. Company management system: the main content of the company's main management system, understand the company's basic requirements for employees and various work management methods.

4. The company's corporate culture: the company's corporate culture is produced and developed, so that employees can understand and integrate into the corporate culture as much as possible.

5. Professional knowledge training: professional knowledge training is the focus of training, the purpose of which is to enable employees to clarify their own job work, correctly grasp the work process, and accurately use various tools through training.

6. Centralized training: all new employees will be gathered together for basic knowledge training, mainly taught by lecturers in the company.

Centralized training and on-the-job training should be carried out according to the actual situation. On-the-job training should be carried out within three days of the employee's entry, and the centralized training can be adjusted according to the concentration of the employee's entry, and in principle, it should be carried out at least once a year.