Seek training systems and methods for new employees of enterprises

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To train new employees effectively, first of all, the preparation must be implemented.

First: Clarify the purpose of the training. It is necessary to understand the meaning of training before giving training to employees, that is, what problems do you want to solve through training, which can be to enhance the close relationship between enterprises and employees, improve employee skills, industry analysis, etc.; Prepare relevant training materials and courseware according to the clear training purpose;

Second: choose the right training tools, the basis of the enterprise to carry out the best training is to build a professional training platform, with the best training platform, in order to develop the best training system. You can choose the light cloud training and examination system to build a first-class training platform, which can provide training courseware production, training progress inquiry, employee personnel management, first-class examination and other services for enterprise training, and enterprise training can allow employees to use fragmented learning anytime and anywhere, break through the limitations of time and space, achieve the maximum output with the lowest input, and make employees' learning more convenient and efficient.

1. Hierarchical training.

Every employee of the enterprise comes from different places and receives different levels of education, so the understanding and application of knowledge will be different. Therefore, enterprises should develop different training content according to different groups at different levels, which is conducive to meeting the needs of employees at different levels.

2. Job-based training.

Each employee's position and work content in the enterprise is different, and the enterprise needs to arrange the training according to the employee's position differences when conducting the first training. After all, the knowledge and skills they need to learn are different. If people from different positions are trained together, they will waste time and learn nothing.

In addition, employees in different positions have different concerns, and if they are forced to be placed together, conflicts of thought and behavior can easily occur, which is not conducive to the effectiveness of training.

3. Phased training.

The training is not achieved overnight, but is carried out according to the plan, and various training programs are organized in stages. For modern enterprises, training is the key to enhance the core competitiveness of enterprises, and more and more enterprises have written training into their development strategies. The same is true for the company's ** training program, which needs to develop a training plan for new and old employees, which needs to be gradual.

New employees often have to carry out: 1. Induction training and learning the employee handbook (including the company's rules and regulations, corporate culture, business philosophy, company structure, etc.); 2. Job training, training according to relevant positions, mainly referring to job descriptions or job descriptions, which are actually basic; 3. Auxiliary training: safety and fire awareness, civilized and polite, etiquette, etc.

Helpful, thanks!

Generally, when new employees join the company, there will be some training, which can be organized by the company itself, and can be trained by the training company in the form of internal training!

We have just finished three days of internal training, our company is invited to a training company, the teacher is very responsible, the classroom performance is also very active, oh, I forgot to say which company, Xuzhou Xingyuan consultant, I hope to help you!

Doing a good job in new employee training is also an important part of maintaining the fresh blood circulation of employees and enhancing the vitality of the enterprise. The following is a brief introduction to some of our company's experience in new employee training on the Ping An Zhiniao Enterprise Intelligence ** learning platform.

The first is to do a good job in the organization and management of new employees. The new employees of our company are generally from different departments of the company, different positions, and the training content required is not the same, so I need to do a good job in the organization and management of the new employee training in advance, such as which department, which position, and the corresponding rank the employee belong to, which are the prerequisites for the training of new employees. Ping An Zhiniao's intelligent organization management can realize the multi-level management of new employees through personnel permission tags.

Secondly, confirm the training content of each new employee and take responsibility for the training effect. In terms of course training, I will use Ping An Zhiniao's AI course doing and AI course selection functions to organize the necessary skills and knowledge for the job into online decomposition, documents, and courseware according to the learning needs of new employees in different positions such as R&D, sales, and functions, and then use Ping An Zhiniao's AI teaching interactive live broadcast, recording and broadcasting, short ** lessons, PDF PPT and other forms of teaching.

Then it is to ensure the supervision and implementation of the training effect of new employees. Here I will use Ping An Zhiniao's AI intelligent test function, the intelligent test can be AI fast paper formation (text, voice, ** can be used in the form of questions, single choice and multiple choice, judgment short answer and other question types are also available), correction, and can also use face recognition, ** signature handwriting verification form to help me do intelligent invigilation.

The above sharing is the implementation plan of the new employee training done by our company after embedding Ping An Zhiniao, you can follow it

Summary. Hello, the operation and implementation of the training process for new employees is as follows: first of all, the person responsible for the training first briefly introduces himself and the company's situation, and wishes all new employees a good development in the company, and then introduces the training process, content and time and a brief introduction of the lecturer; Then you can let the new employees introduce themselves, and there can be some simple interaction in the middle, and the words can be humorous.

Finally, the boss of the human resources department and the general manager are invited to give a speech! Hello dear kiss, I hope the answer can help you.

Hello, the operation and implementation of the training process for new employees is as follows: first of all, the person responsible for the training first briefly introduces himself and the company's situation, and wishes all new employees a good development in the company, and then introduces the training process, content and time and a brief introduction of the lecturer; Then you can let the new employees introduce themselves, and there can be some simple interaction in the middle, and the words can be humorous. Finally, the boss of the human resources department and the general manager are invited to give a speech!

Hello dear kiss, I hope the answer can help you.

Hello dear, the following problems are usually encountered in the training of new employees:1There is a lack of standards in the design of the training process2

Employees can't fit in, can't learn things3In order to solve the above problems, new employee training can start from the following points:1

The gamification process design starts from entering the company's gate New employees officially enter the training journey, from clothing, food, housing and transportation to onboarding and then to learning and training, new employees gradually complete it in a fun way to help new employees quickly integrate into the collective and team. 2.Create a collaborative learning atmosphereSet up regular tasks after the training, group new employees into groups, and let new and old employees complete a post micro-course together, with the help of the power of public creation, ignite learning enthusiasm and help team building.

3.After all the multi-faceted employee incentive training is completed, outstanding employees will be selected for commendation. New employee training is a very important project in corporate training, regardless of the form, so that every new employee can grow rapidly is the ultimate goal.

Hello dear kiss, I hope the answer can help you.

Step 1: Survey of internal training needs.

Distribution of questionnaires: annual training needs questionnaires (departments) are issued at the end of November each year, and the first questionnaire is issued in the middle of the next month to ensure that the first rate is 100%, and the records and analyses are made;

**Questionnaire: At the end of the month, a monthly training needs questionnaire (department, employee) will be issued, and before the 3rd of the next month** to make up for the lack of training content in the annual training plan;

Job analysis: determine the content of training according to the job description and job specifications (this is mainly for new employees);

Organizational analysis: Determine the content of the training based on the overall performance of the organization, the company's development plan and the communication with the company's senior leaders based on the strategic objectives;

Employee analysis: The first is the analysis of individual performance based on the results of monthly appraisals; The second is the change of employee positions; Finally, according to the requirements of individual employees;

Step 2: Implement the training plan.

According to the actual situation of the enterprise or department, the training plan can be divided into weekly, biweekly, monthly, quarterly, semi-annual, annual, etc.;

1. Clarify the specific training purpose and the goals to be achieved by employees after training;

2. Training content:

Professional quality training: mainly employee handbook training (corporate culture, management philosophy, professional attitude, sense of responsibility, professional ethics, professional code of conduct, etc.);

Vocational skills training: mainly professional knowledge skills, management skills, career planning, social skills, etc.;

3. Participants in the training:

Middle and senior managers: because they are fully responsible for the company's decision-making and business philosophy, the training for them is mainly decision-making, strategy, etc.;

Grass-roots management personnel: training in corporate culture, business philosophy, management knowledge, management skills, effective work, career planning, etc.;

Professional and technical personnel: training in professional knowledge and skills, corporate culture, professional ethics, communication arts, career planning, etc.;

Training for general employees: training to improve job performance.

4. Training type:

Pre-job training: new employee training: general time 1 2 days, organized and implemented by the General Department, the main content is the company profile, corporate culture, basic policies and systems, wages and benefits, etc.;

Employer department training: so that new employees can adapt to the working environment and job responsibilities faster, the main content is the department's job responsibilities, environment, special regulations of the department, introduction of colleagues, etc.;

On-the-job training: the main person in charge of each department or the veteran employees with rich experience will conduct regular or irregular training for the employees of the department;

Mainly from the following ways: regular meetings to publicize the company's system and the concept of filial piety, on-site training (timely discovery of problems and timely education of employees training), apprenticeship training, work rotation, etc., the comprehensive department is responsible for supervising the training process and effect;

Off-the-job training: the main training and external training, which is organized and implemented by the General Department;

Amateur self-study by employees; Self-financed academic education, self-study and further study, vocational qualification examination, online self-study;

5. Training methods: lecture method, case analysis method, role playing method, seminar, development training, military training, etc.

The basic steps of new employee training are as follows:

Pre-job training

Comprehensive training for new employees. The training content includes: corporate culture, corporate development planning, corporate marketing model, product knowledge and selling points, corporate processes and management systems, etc. New employees should also be examined after training to ensure the effectiveness of the training.

Scientific work plan

Marketers create a work plan. In the plan, it should not only reflect the decomposition of sales targets, but also reflect the number of customer developments, the frequency of customer visits, market research and personal learning plans.

The master's words and deeds

Influence the apprentice through the words and deeds of the master in daily work and life. Cultivate new employees and execute in the way of masters and apprentices.

Timely summary of work

For newcomers, there are a lot of problems that are encountered every day, some of which can be solved, while most of which cannot be solved by themselves. This requires a work summary, which analyzes the work of everyone in the team and promotes the progress of the team.

Perfect assessment system

Through the objectives (performance objectives, process objectives) for assessment, to promote the progress of employees.

For a more detailed and in-depth understanding of the content of corporate training, especially for the part of [new employees], it is recommended that Shanghai Ruiyou Consulting, which has been engaged in the corporate training industry for more than ten years, has rich cases and practical experience, and exclusively creates four copyright courses to cater to the current problems of enterprises for the training of [new employees].