In terms of human resources training! Ask the seniors for help!

If there is more time. I recommend customizing between half a month and a month.

Of course, the nature of your mall is not clear for the time being.

I did a simple staff training in the early stage. Mainly do the sales side.

Of course, the staff in our store are not highly educated. I can tell you about it.

Because we do the best aspects of sales. There are domestic and foreign differences.

1. Relationship access with employees.

First of all, let them understand my previous relationship with them, and use the first three or four days to get to know all aspects of the employees, remembering their faces, names, personalities, etc.

2. Let employees understand their work.

Let's not say it's impossible. You can communicate with employees what they think about the job. Simply communicate with you and talk about it. This will allow you to get closer to your employees and give you a glimpse of what they think.

3. Special training for employees.

I hope you will spend more time with the understanding of your employees. The people who work are different, but the nature of the work is the same. After understanding with the employees, they can understand the general situation in their hearts, and they can go through the relevant operation training.

During this period, it is important to pay attention to the temper and cognitive aspects of some employees. This has something to do with the early communication.

4. Conduct multi-faceted exercises during the training.

Real person to real person. There are ways to do some rewards.

Boost the motivation of your employees.

5. Communicate more with employees.

Shi Shi understands their thoughts, and thinks more about the problems from the perspective of employees, especially those employees who don't do much sales...

The day is a small cycle, and the summary is carried out in many aspects.

I'm not a human being. I'm just talking about my experience.

The team I was leading at that time is all here now, and none of them are leaving, but some of them are all promoted, or they will be transferred

Another point,And the staff's name,Friendly and angry.。。。

Formal occasions can be followed by the rules, and they can be approached more in private.

I hope you succeed.

1) New employee training.

New employees are no longer outsiders to the company, but they have not yet been fully accepted by the company, and they will feel a lot of psychological pressure. In order to reduce this feeling of stress, communication is a very important way. At this stage, companies help them complete the transition from non-employees to employees by passing on various messages to help them complete the transition from non-employees to employees, which determines the following training contents:

1. Corporate culture training.

1) Training at the cultural and spiritual level. This type of training is to let employees know the company's philosophy. Through the understanding of the development history, understand the purpose of the enterprise, the philosophy of the enterprise, the spirit of the enterprise and the style of the enterprise.

New employees should have a clear understanding of: what the company promotes; what to oppose; What kind of spirit should be used to work; what kind of attitude should be used in interpersonal interactions; How to look at the gains and losses of honor and disgrace, and how to be an excellent employee.

2) Training at the level of corporate culture system. Organize new employees to carefully study a series of rules and regulations of the enterprise, such as attendance, rewards, finance, welfare, promotion system, etc.; As well as business systems and behavioral norms related to business activities, such as standing posture, polite language, how to receive customers, how to receive **, service taboos, etc. Organize discussions and exercises for new employees on the basis of learning in order to correctly understand and consciously comply with these codes of conduct.

3) Training at the material level of corporate culture. To enable new employees to understand the internal and external environment of the mall, the location and nature of various departments and units, the business scope of the mall, and various visual identities and their meanings.

In short, through corporate culture training, new employees can form a psychological pattern consistent with corporate culture, so as to quickly coordinate with the common values of the enterprise.

2. Business training.

1) Visit the whole process of shopping mall operation, and ask skilled staff to explain the main work process.

2) Ask the business manager of the enterprise to give a lesson to the new employee and explain the most basic theoretical knowledge in the enterprise.

3) According to the different positions of each person, classify and learn the relevant business knowledge, work process, work requirements and operation essentials of the department.

3 Case studies and mock internships. The leaders of the enterprise will explain the experience and lessons of the enterprise in the business activities in the form of cases, so that the new employees can master some basic principles and work requirements (for example, when the salesperson issues invoices, he must pay attention to the consistency of the product name and the actual product sold, especially the valuable goods). This can then be followed by targeted mock internships.

4. Carry out the activities of "passing, helping and leading" new employees. Whether it is a salesperson or a position in a functional department, high-quality and experienced veteran comrades should be sent to provide specific, meticulous and systematic guidance and guidance to new employees in the form of mentors and apprentices. Such as service skills, methods of doing things, and so on.

The induction training is about three days, including the company's situation, company regulations, work and life guidelines, work etiquette, etc.

The pre-job training is about a week, which can be led by skilled employees, including departmental operation regulations, operating rules and precautions in work.

You will be able to work in 10 days.

Generally, there are two types of training, depending on the nature.

1: About 5 days for ordinary employees.

2: About 10 days for skilled employees, and then on-the-job internship.

1. In this case, it is reflected that there are problems in the planning, implementation, evaluation and feedback of performance management

1) The scoring criteria of the assessment indicators are vague, and there is no specific scoring standard and basis; The main body of the evaluation is single, and only G evaluates his subordinates.

2) The evaluator's perception of the error is very large, based on personal subjectivity, which confuses personal subjective judgment and family background factors with performance, and there are also centering errors and pressure errors.

3) Lack of appropriate proportional control or mandatory and semi-compulsory distribution of evaluation results.

4) Lack of continuous two-way communication in the appraisal.

5) Lack of necessary supervision mechanism for the assessment process and assessors.

2. Performance management is also prone to the following problems: unscientific design of the evaluation system, vague evaluation benchmarks, and single evaluation angles.

1. The divergence of the understanding of the performance system, the formalization of the appraisal process, the lack of feedback on the appraisal results, the non-use of appraisal resources, the extreme attitude of the evaluators, the improper evaluation methods, and the psychological and behavioral errors of the evaluators.

1. First of all, the company has not returned to a set of scientific and targeted performance management system, let alone carry out performance management. In this way, there will be no difference between serious and perfunctory employees, which can neither mobilize the enthusiasm of employees nor provide a strong basis for the company's rapid development, let alone carry out performance management.

2. I think Li Jian should establish a set of performance appraisal system in a targeted manner with the company's management model, which requires a lot of basic work to establish, first of all, it is necessary to clarify the organizational structure of the company, carry out reasonable job fixing, and conduct job analysis. Form a standard job description, combine the job description and the task objectives set by the company, and set up a performance appraisal form for each position on this basis, and then implement the performance appraisal in stages. Of course, there is still a lot of work to be done, so I won't repeat it one by one.

It is recommended that the salary structure of all employees be changed to the method of "post basic salary + monthly performance appraisal award + annual enterprise benefit award", first determine the salary level of each position according to the value of the post, and then design the salary of different positions with different proportions, the overall principle: the basic salary of the post is determined according to the requirements and rank of the post, and the higher the rank, the higher the basic salary; The monthly performance appraisal award should be implemented in conjunction with performance management, and the proportion of first-line positions such as production and marketing is higher than that of the second-line; The annual enterprise benefit award can be comprehensively distributed according to the allocable year-end bonus, taking into account the annual employee performance and other performance. For example:

The proportion of the performance salary structure of front-line employees can account for 40-50%, and it is allowed to exceed it to a certain extent; The performance ratio of second-line employees and senior management is 20-30%. If it is troublesome, the monthly assessment can be changed to quarterly, but the proportion remains the same. In this way, the assessment under the principle of fairness and openness can reflect the difference in rank, which is easy for employees and bosses to accept, and is a better way to distribute salary.

I myself am a management consultant and have relevant information, please contact me if you need it.

It's inconvenient to write so much! I have dozens of e-books and records of my years of experience in the industry, so you can see if you can find the answers you want!

I really don't have the patience to read the questions you asked, time is precious!

Judging from the question you asked, you are not suitable for human resource management, and you should be engaged in technical work or safety management, and you will definitely do it very seriously and meticulously.

After asking for a long time, I can't see what exactly you are asking. Asking questions in Knowing should be concise and easy to understand, but you're not doing it at all. Similarly, human resources work is actually a very simple job, that is, to set out the system and then implement it in accordance with the system, the qualified ones will stay, the excellent ones will be rewarded or promoted, and the unqualified ones will get out, which is enough.

The system is the most important, and it is important to know that "a good system can make bad people do good things, and if the system is not good, people have to do bad things".