How to do a good job of onboarding Details 0 3

First, the purpose of the training.

1. Provide new employees with correct and relevant company job information to enhance their morale.

2. Let the new employee understand the relevant work situation that the company can provide him with and the company's expectations for him (her), and let the new employee understand the company's history, policy and corporate culture.

3. Reduce the nervousness of new employees when they first enter the company, make them adapt to the company environment faster, truly integrate into the company as soon as possible, let new employees feel the company's welcome to him (her), let new employees feel a sense of belonging, and enhance team cohesion.

Second, the training preparation stage.

1. Prepare training materials, such as training handouts, PPT, etc., to ensure that the training equipment can be used normally. Printed "Employee Handbook", the content of "Employee Handbook" mainly includes company profile, competitive strategy, corporate culture and vision, enterprise organization chart, department functions and branch profile, salary system, welfare system, service requirements, system norms, employee promotion physique, etc.

2. Determine the training time, trainer, training location, etc., and notify the new employees of the training time, place and information that need to be brought in advance.

3. Training feedback stage.

Simply test the effectiveness of new employee training, record what new employees have not mastered, and give feedback to employees during interviews so that they can continue to learn. Collect employees' opinions on the training and make improvements, so as to provide experience and reference for the next training.

New Employee Orientation Methodology:

1. Introduce the business history, purpose, scale and development prospects of the enterprise, motivate employees to work actively and contribute to the prosperity of the enterprise;

2. Introduce the company's rules and regulations and job responsibilities, so that employees can consciously abide by the company's rules and regulations in their work, and all work is handled according to the rules, standards, procedures and systems formulated by the company. Including: salary, bonus, allowance, insurance, leave, medical treatment, promotion and transfer, traffic, accidents, grievances and other personnel regulations; Work requirements such as welfare plans, job descriptions, job descriptions, working conditions, work specifications, performance standards, work evaluation mechanisms, and labor order.

3. Introduce the internal organizational structure and power system of the enterprise, the service coordination network and process between various departments, and the processing and feedback mechanism of relevant departments. Make the new employees clear in the enterprise to communicate information and submit suggestions, so that the new employees understand and be familiar with the functions of each department, so that they can accurately contact the relevant departments in the future work, and be able to make suggestions or appeals on the problems in the work at any time;

4. Business training, so that new employees are familiar with and master the main skills and related information required to complete their own work, so as to quickly become competent for the job;

5. Introduce the company's business scope, main products, market positioning, target customers, competitive environment, etc., and enhance the market awareness of new employees;

6. Introduce the safety measures of the enterprise, so that employees can understand what safety work includes, how to do safety work, how to find and deal with general problems in safety work, and improve their safety awareness;

7. Convey the culture, values and goals of the enterprise. Let new employees know what the company opposes, what encourages, and what pursues;

8. Introduce the norms of employee behavior and behavior of the enterprise. For example, the requirements for professional ethics, environmental order, work and rest system, expenditure regulations, contact and service language, appearance, mental outlook, conversation, dress, etc.

New Employee Orientation Process:

1. The trainer introduces himself and familiarizes the new partner with himself.

The new employees introduce themselves to increase the familiarity of their peers. Talk to new employees to eliminate strangeness to each other, and trainers can relax and build confidence in their work.

2. Compare the advantages of your own company and the advantages of your company's marketing model with the industry.

Introduce the situation and development cycle of our developed customers to increase the confidence and understanding of the work of new employees.

3. Training on the company's team culture and development process.

Colleagues can choose some training on role changes and how to adapt to the company environment.

4. Arrange meals for new employees.

Remind new employees to open themselves up and communicate more with colleagues in the company. Take a break at noon to keep your energy up. Create some opportunities for new and old employees to communicate and integrate.

5. Explain the company's workflow in detail.

Product knowledge, problems often encountered at work. So that new employees learn how to work as soon as possible.

6. Basic knowledge process.

After learning, arrange new employees to enter the department, and the department head arranges work for the new employees and assigns old employees to lead. Invite new partners to join the company's QQ group, WeChat group and other internal communication platforms.

7. Training on company implementation, personal goal setting, and life planning.

Ask the new hire to set a goal for the first week of work. For example, fully immerse yourself in the environment, be familiar with the work process, try to communicate with many customers, etc. The department head strictly checks the completion of the basic work of the new employee.

The induction training of new employees should include: the communication of corporate culture and values, the introduction of job responsibilities and work processes, the cultivation of safety production and environmental awareness, the training of teamwork and communication skills, and the training of professional ethics.

1. Convey corporate culture and values.

Corporate culture and values are the soul of an enterprise, and they represent the core philosophy and code of conduct of the enterprise. In the induction training for new employees, enterprises should convey their corporate culture and values to new employees, so that they can have an in-depth understanding of the company's spiritual connotation and behavioral norms. This can help new employees better integrate into the company culture and increase their motivation and sense of belonging.

2. Introduction of job responsibilities and work processes.

After the new employee is hired, they need to be introduced in detail about their job responsibilities and work processes. This gives new hires a clear understanding of their job responsibilities and workflows, and avoids duplication of work or gaps. At the same time, it can also help new employees get up to speed faster, improving work efficiency and productivity.

3. Cultivation of safety production and awareness of environmental collapse.

Enterprises also need to pay attention to the cultivation of safety production and environmental awareness when conducting induction training for new employees. Enterprises should convey the importance of safe production and environmental protection to new employees, let them understand the company's policies and measures for safe production and environmental protection, and tell them how to comply with relevant regulations and standards. In this way, the safety awareness and environmental awareness of new employees can be improved, and the occurrence of work safety accidents and environmental pollution can be reduced.

4. Training in teamwork and communication skills.

When onboarding new employees, companies also need to focus on teamwork and communication skills. Companies should teach new employees how to communicate and cooperate effectively with their colleagues, and how to deal with conflicts and problems at work. This can help new employees better integrate into the team and improve the efficiency of teamwork and communication.

5. Professional ethics training.

In order to improve the professional ethics of employees and promote the healthy development of enterprises, a kind of training. The purpose is to make employees aware of the importance of professional ethics and improve their professional ethics and professional ethics. The content of professional ethics training includes professional ethics, professional ethics and other aspects, and the training methods can be in various forms such as lectures, case analysis, and role playing.

Methods of new employee induction training: eliminate the strangeness of new employees, corporate culture, design training content, organize development training, and organize assessment.

1. Strive to eliminate the strangeness of new employees

First of all, we want to let the newcomers get to know the company through this primary "small training" and understand the basic situation of the company. This is the subject of the training for new employees, and it should not deviate from this center. When newcomers come to a "new company", their greatest fear is isolation, xenophobia, and captivity.

Therefore, in the process of organizing and implementing newcomer training, we must strive to break this barrier - strangeness.

Second, the content design of corporate culture

The company's historical development, organizational structure, department-related leaders and functional divisions are the most interesting needs for newcomers. Then there is the basic personnel, administration, and financial system and management process. Finally, there is culture, sports, entertainment, corporate culture, etc.

3. Design the training content according to the needs of newcomers

Secondly, "what newcomers need" is the key to our training and improving newcomers' awareness of the company. Specifically, training managers should not be routine in the design of the course, otherwise the needs of newcomers will not meet what they want to know, and they may think that the company does not pay attention to the existence of TA, so it is possible to move at any time.

4. Organize outward bound training or military training

Enterprises with conditions can organize outward bound training or military training. In the training plan of many top 100 companies, the development training performance of new recruits will be included as an important indicator of the probationary assessment. Because no matter what kind of background and professional skills the newcomer comes from, he must work with the team to grow together in the future work.

5. After the training of newcomers, the assessment will be organized

The training assessment of newcomers can use the written test to expand the evaluation department to evaluate several assessment items: the written examination mainly highlights the newcomer's mastery of the key points and basic knowledge points of the training, and the written examination procedure can be positioned as medium and upper; Outward bound training is evaluated by the Outward Bound Trainer.

Assessment refers to the comprehensive evaluation index of the conversation, personality assessment, career orientation or value assessment of the person before and after the training; Departmental evaluation is generally also a very important assessment indicator, and we should fully listen to the leaders of the departments directly under them about their recent performance.