What are the main contents of new employee induction training?

Nowadays, talent turnover is very common, and personnel are always looking for the talent that the company needs. However, the flow of talents will bring new employees, how to make the new recruits quickly integrate into the company, get familiar with the business as soon as possible and contribute to the development of the company.

There are two main aspects of pre-job training for new employees: first, pre-job training should make new employees feel that the company is welcome. Good pre-job training will introduce new employees to colleagues in a harmonious atmosphere, help them get familiar with the working environment, and make them a member of the team easily and happily.

Secondly, pre-job training should enable new employees to understand the necessary knowledge and skills, understand the operating procedures of the enterprise, and familiarize them with the facilities of the enterprise and their job responsibilities.

Effective pre-job training mainly includes the following elements: information that enables employees to become full members; Information that helps employees understand the corporate system; information that builds a sense of belonging among employees; the aims and objectives of the business; Familiarize employees with information about their job responsibilities.

The main content of this new employee induction training is, of course, safety-oriented. And there is. There are some rules and regulations for the work, which are required to be trained. But safety is the most important part of the training.

The main content of the general on-the-job training for new employees is to learn some conventional methods, and the basic operation steps are only a general outline, and then further learning will be carried out after taking up the post.

The main content of the new employee induction training is to let the new employee be familiar with the job, such as what is the daily work process, what kind of work should be done every day, then probably after familiarization, it will be easier to do when you go to work.

In fact, there are many contents of on-the-job training for new employees, the first of which is to cultivate new employees and care for the spirit of the unit. The second is to have the spirit of unity, and the last is the ability to work.

Laws and regulations, quality management system, job responsibilities and operating procedures. I don't know if it's these.

When a new employee arrives at the post, he must first train the workflow related to his position, so that he can have a simple understanding of the job; Then explain the company's corporate culture, and personnel requirements such as work and rest, holiday and holiday plus duty leave, absenteeism, and tardiness; Then train the management system and post operation process. That's all.

What is the main content of the on-the-job training for new employees, which depends on what kind of job you are working in the first job, what kind of job position you will receive.

Although this is different in many industries, in general, the first step must be to understand the company, understand the company's rules and regulations, understand the job content, and so on.

What are the main contents of new employee induction training? The main part of my induction training for new employees is to keep smiling and polite to customers. No matter what the guest is saying nastyly, don't argue with the customer. You should smile and politely explain the truth to the guest.

New employees are trained in the company's philosophy, system, and work content!

Instill corporate culture, familiarize yourself with professional skills, and understand job responsibilities.

can provide you with the answer to this question.

The on-the-job training for new employees is mainly as follows: 1Discipline and rules and regulations of the company entering the company 2Security measures 3Professional Ethics 4Incentives 5Job content training.

What are the main contents of new employee induction training? This one was well, theirs back then. Some of the basic things of the company are definitely learning what they train, what they have to learn and what they have to do.

Enterprise profile, corporate culture and common values, professional knowledge training, enterprise management system and process, etc.

Introduce the company's profile, organizational structure, service coordination network and process between various departments, so that new employees can better understand and be familiar with the internal framework of the enterprise and the functions of each department, so that they can quickly and accurately contact various relevant departments in their future work.

Introduce the rules and regulations of the company, so that new employees can consciously abide by the company's rules and regulations in their work, and do everything according to the rules and procedures stipulated by the company, so as to avoid the occurrence of some improper behaviors and damage to the interests of the enterprise.

1. Clarify the purpose of employee induction training and do a good job in the analysis of the needs of new employees

For new employees, when they first enter a new company, they are easy to lose their way and lose their way in the face of unfamiliar corporate strategies and colleagues. Employees will have a strong desire to quickly understand the current situation of the enterprise and the development direction of the enterprise;

At the beginning of the induction training, the ability of the new employee should be analyzed according to the needs of the enterprise, and the correct employee induction training goal should be established for it, so as to lay the groundwork for the selection of the employee induction training method and the content of the induction training in the future.

2. Formulate an induction training plan for new employees, and cooperate with all departments of the enterprise.

According to the goal of the induction training, formulate the induction training plan to promote the orderly induction training of new employees. In the HR plan, it is necessary to focus on the induction training teacher, the induction training venue arrangement, and the corresponding logistics support arrangements, etc., such as Huawei, Hisense and other large groups, when employees enter the company, most of them need to go through a period of closed militarized training;

For example, the HR supervisor is responsible for the arrangement of the plan, clarifies the division of labor for induction training, coordinates and organizes the induction training program and assists in the allocation of new employees; The human resources induction trainer understands the positions to be assigned to the new trainees, adjusts the content of the employee induction training in a targeted manner, and participates in the evaluation of the new employees. The grassroots supervisor is mainly responsible for the consultation and guidance of new employees.

Company profile: the company's business scope, entrepreneurial history, current situation and status in the industry, future prospects, business philosophy and corporate culture, organizational structure and functional settings of various departments, personnel structure, salary and welfare policies, training systems, etc.;

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

Field visits: visit various departments of the enterprise and public places such as work and entertainment;

On-the-job training: job responsibilities, business knowledge and skills, business processes, departmental business surrounding relationships, etc.

In the whole training, the part of understanding and cognition has been valued and reflected, but at the level of helping employees better and faster to enter a new starting point of his career and lead him on the road, many enterprises have not been well implemented, especially how to adjust the state of employees in place.

People's mentality is very subtle, it is not easy to grasp the factor, not a simple information transmission can achieve the purpose of adjustment, can only be created by an experience, so that employees can feel and experience. Therefore, it is an important part of new employee training to establish an emotional connection with the company, colleagues, and their own work.

Under the premise that the company's corporate culture and various rules and regulations are established, newcomer training can enhance newcomers' positive feelings towards the company and the new environment through many skills:

1.The emotional contact between the newcomer and the new environment has been initiated from the moment he reports to work. Therefore, on the first day of employment, the office location is clean and tidy, and the office supplies are complete, which can give employees a comfortable and friendly environment, so that they can get their own acceptance faster; New hire training refers to training that is done to facilitate the integration of new employees into the work faster.

Through the training of job requirements, new employees can quickly become competent for their positions, improve work efficiency, achieve better work performance, and achieve twice the result with half the effort.

Through the training of new employees, managers are more familiar with new employees, which lays the foundation for future work and management.

Corporate culture, safety, factory rules and discipline, etc.

First of all, it is necessary to define or classify new employees, and employees who cannot work independently of each other. New employees are divided into two categories: one is the new employees recruited by the campus and have no workplace experience, and the other is the new employees recruited by the society with the same or similar work experience; For the first type of new employees, it is necessary to start from the stage of new employee growth, from the entry adaptation adjustment period, to the apprenticeship period, to the regular period, to the four stages of independent and competent work, the training of new employees needs to be combined with each stage, different characteristics of the design and customization of relevant training content; The training of new employees can be divided into four phases:

Understand the enterprise, recognize the position, recognize the work, and deliver the results; At the stage of understanding the enterprise, the training content mainly includes: introduction to industry and enterprise characteristics, introduction to corporate culture, learning of rules and regulations, employee handbook and norms, experience sharing of internal career development benchmarkers, etc.; In the cognitive position stage, the training content includes: the core objectives of the post, the reporting relationship of the post in the organization, the job responsibilities, the post-related equipment, tools (hardware and software), the skills and experience corresponding to the post, etc.; In the cognitive work phase, the training content includes:

Job should know what to know, operation specifications, work processes, routine problem solving, planning, summary, communication, time management, teamwork and other general skills learning; In the deliverable stage, the training content includes: goal management, self-management, result-oriented thinking, independent analytical thinking ability, understanding and judgment ability, and the ability to apply what you have learned. The training content at different stages corresponds to different training methods, such as self-study, classroom, case study, outreach, drill, action learning, etc., in short, it needs to be planned as a whole and implemented step by step, and the key is to follow up and evaluate the learning effect.

Promote the growth of new employees and facilitate the rapid integration of new employees into the organization.

The training for new employees is as follows:

The first is the company's history.

New employees generally enter the company after the entry procedures, by the personnel department for induction training, so what is the induction training, generally the first item is usually the company's development history, the development history of each company is different, so the specific content and situation according to the specific situation of each company to determine.

Second, the company's organizational structure.

The second content of the new employee induction training is generally to let the new employee understand the company's organization, understand the company's organizational structure and future company development direction, and what departments and organizations the company has, and who is the person in charge of each department.

The third item is the company's corporate culture.

The third item of new employee induction training generally talks about the company's corporate culture, mainly about the company's development and business objectives, corporate vision, corporate culture, enterprise spirit, corporate mission, and this kind of content about corporate culture.

Fourth, personnel rules and regulations.

The fourth content of the new employee induction training generally focuses on the rules and regulations of the company's personnel management, including attendance, employee handbook, resignation, salary, performance, employee rewards and punishments and other employee industry management norms and other rules and regulations, which are all necessary for every new employee to learn when entering the company.

Fifth, the company's product knowledge.

New employee induction training generally needs to learn the company's product knowledge, to know what products the company does, and to have a certain understanding of the product, so that they can better play their own strengths in the future work, so the company's product training is a must.

Whenever a new BAI employee joins a company, there will be at least one training, zhi 1Employees should know the knowledge that the DAO should know, and employees should understand the development strategy of the enterprise.

Belonging, corporate vision, rules and regulations, corporate culture, market prospects and competition; Employees' job responsibilities and basic knowledge and skills of their own work; 2.Skills and skills, skills refer to the ability necessary to meet the needs of the job, and skills can only be obtained through continuous practice, practice makes perfect, like typing, the more you practice, the more skillful.

The skills that senior cadres must possess are the formulation and implementation of strategic goals and leadership training; 3.Attitude training, the attitude of employees determines their professionalism, teamwork, interpersonal relationships and personal career development.

Establish a correct outlook on life and values, shape the spirit of professionalism, and most enterprises do not do enough training in these aspects.

The content of the pre-job training for new employees can be used from the following four aspects

1) Human resources.

Dedicated source section. Genus.

Mainly include: company profile, organizational structure, development planning, corporate culture, employee handbook, personnel administration management system, 6S, EICC, ISO profile, military training, development, etc.

2) Relevant leadership part.

It mainly includes: the leaders of the design department, the production department, the quality department, the sales department, and the general manager's office share the company's situation and development trends in technology, production capacity, quality, market, management, etc., in addition, there is a detailed explanation of the corporate culture shared by the company's vice president.

3) Employing department part.

It mainly includes: the development history, brilliant achievements, personnel structure, management system, business process, etc. of the employing department.

4) The part of the team you are in.

It mainly includes: team development, achievements, personnel structure, management regulations, personal work process, demonstration operation, etc.

The content of the pre-job training for new employees is:1. Company profile.

The company's business scope, entrepreneurial history, current situation and position in the industry, future prospects, business philosophy and corporate culture, organizational structure and functional settings of various departments, personnel structure, salary and welfare policies, training system, etc.

2. Employee rules.

Enterprise rules and regulations, reward and punishment regulations, code of conduct, etc.

3. Financial system.

Expense reimbursement procedures and related formalities, processes and application for the use of office equipment.

4. On-site visits.

Visit all departments of the enterprise and public places such as work and play.

5. On-the-job training.

Job responsibilities, business knowledge and skills, business processes, departmental business surrounding relationships, etc. In the whole training, the part of understanding and cognition has been valued and reflected, but at the level of helping employees better and faster to enter a new starting point of his career and lead him on the road, many enterprises have not been well implemented, especially how to adjust the state of employees in place.