Human resources department management system template collection

Chapter 27 Personnel Training Management (1)
Responsibilities and conditions of employment for training managers

Corporate training managers are like school managers. Although they are not the main force of training, their role in the training process cannot be ignored.In the training management work, the training management personnel should combine the actual situation of the enterprise to formulate the training plan, implement the training personnel and training materials, check the training effect, and reserve excellent talents for the development of the enterprise.

Responsibilities of the training supervisor
The direct superior of the training supervisor is the human resources manager, and the direct subordinate is the training specialist.Its job responsibilities are as follows.

Responsibility 1: Negotiate with the managers of various departments of the company to formulate annual and quarterly training plans.

Responsibility 2: Responsible for the collection and compilation of training materials, and guide the implementation of basic training work.

Responsibility 3: Select professional training instructors or professional training institutions.

Responsibility 4: Check the implementation of training in various departments, and investigate and analyze the training effect.

Responsibility 5: Formulate the department's annual budget plan and urge subordinates to implement it effectively.

Responsibility 6: Make reasonable arrangements for the work of subordinates to ensure that the work is completed efficiently and orderly.

Responsibility 7: Establish necessary working contacts with relevant departments in time to coordinate the work.

Responsibility 8: Define the company's work goals and policies, and formulate corresponding implementation plans.

Qualifications for the training supervisor
Training directors must meet the following qualifications.

Condition 1: Have a bachelor's degree or above in human resource management, and more than 5 years of relevant work experience in human resource management or human resource training.

Condition 2: Familiar with the professional knowledge of human resource management, and have a clear grasp of computer applications, modern management theory knowledge and methods.

Condition 3: Familiar with the company's development history, business scale, business policy, rules and regulations, and its position in the same industry.

Condition 4: Familiar with the department's responsibilities, plans and key points of work.

Condition 5: Familiar with government policies, laws and regulations and related provisions.

Condition 6: Clearly master relevant knowledge such as personnel quality and performance evaluation.

Condition 7: Have a clear grasp of relevant knowledge such as the key points of each job function in the enterprise.

Responsibilities of the training specialist
The direct superior of the training specialist is the training supervisor, and there is no subordinate.Its job responsibilities are as follows.

Responsibility 1: Assist superior leaders and various departments to negotiate and formulate annual and quarterly training plans.

Responsibility 2: Responsible for the collection and arrangement of training materials, and guide the implementation of basic training work.

Responsibility 3: Preliminary screening of professional training instructors or professional training institutions.

Responsibility 4: Check the implementation of training in various departments, and investigate and analyze the training effect.

Responsibility 5: Establish necessary working contacts with relevant departments in time to coordinate the work.

Responsibility 6: Define the company's work instructions and policies, and formulate corresponding implementation plans.

Qualifications for training specialists
Trainers must meet the following qualifications.

Condition 1: Have a college degree or above in human resource management, and more than 3 years of experience in human resource management or human resource training.

Condition 2: Familiar with the production, development, sales, operation, policies, plans and service items of the enterprise.

Condition 3: Be familiar with the training market and be able to maintain a good cooperative relationship with training suppliers.

Condition 4: Familiar with the operation process of internal training and external training organization, and have certain experience in annual training planning.

Condition 5: Be able to skillfully operate and use various office software.

Condition 6: Have a high degree of professionalism and the ability to carry out daily training work.

Condition 7: Quick thinking, excellent expression skills, communication skills, and planning skills.

In the process of training management, enterprise trainers should be familiar with the production and operation projects of the enterprise and the job responsibilities of relevant departments, establish close contact with departments with training needs during training, formulate training plans that meet the needs, and select appropriate training method to achieve the intended training objectives.Training management personnel should strengthen the management of discipline during the training process, make detailed records of employees who do not abide by the training discipline, and carry out corresponding punishments during the training assessment.

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New employee training management

The purpose of new employee induction training is to transform the recruited personnel from outsiders into qualified employees of the enterprise.The content of new employee induction training mainly includes four aspects: corporate culture training, corporate rules and regulations training, familiarization with the corporate environment, and job knowledge and skills training.Specifically, through induction training, new employees are familiar with the company's development history, current situation and future development prospects.Understand the culture, rules and regulations and work discipline of the enterprise, learn the skills or knowledge required for the position, and change the concepts and habits of employees who are not suitable for the development of the enterprise during the training, so that they can quickly integrate into the overall environment of the enterprise.

New employee training system

If an enterprise wants to strengthen the training of new employees, it must formulate relevant training systems. The training methods of XX company are listed below for readers' reference.

New employee training methods

×× company new employee training method

Executive department file number
Approver Approval Date
Article [-] The purpose of this method is to standardize the training management of the company's new employees, so that new employees can quickly adapt to the company's culture and rules and regulations.

Article [-] This method is applicable to the training management of new employees of the company.

Article [-] Training purpose:
(1) Provide new employees with correct company and job information, and boost the morale of new employees.

(2) Let new employees understand the relevant working environment that the company can provide and the company's expectations for them.

(3) Let new employees understand the company's history, policies and corporate culture.

(4) Relieve the tension of new employees when they first enter the company, so that they can adapt to the company's environment as soon as possible.

(5) Welcome new employees and let them have a sense of belonging.

(6) Make new employees clear their job responsibilities and close the relationship among colleagues.

(7) Train new employees on their ability to solve problems and provide them with channels for seeking help.

Article [-] The specific content and time of the training for new employees of the company are detailed in the table below:
Training program Training form and content Training time

Will quality training The main form of will quality training is military training, the purpose of which is to cultivate the spirit of hard work, thrifty and simple style and teamwork awareness of new recruits. 7 days

Cognitive training mainly includes: enterprise profile, introduction of main managers of the enterprise, enterprise system, employee code of conduct, corporate culture presentation, etc.Centralized training is implemented, and the company's managers and human resources department personnel serve as the main lecturers.The main purpose of cognitive training is to help new employees fully and accurately understand the company and understand the company, so that employees can clarify their position in the company as soon as possible. 12 days

(Continued)
The content of vocational training mainly includes: social etiquette, interpersonal relationship, communication and negotiation, scientific working methods, career planning, stress management, emotional control and teamwork skills, etc. It is carried out in the form of intensive training, and the lecturer depends on the actual situation of the company , both internal and external personnel. 35 days

Skills training Skills training is mainly the professional skills training that is carried out in combination with the jobs that new employees are about to take up.In the way of centralized training and decentralized training. 1530 days

Article [-] The Human Resources Department manages the training of new employees in a unified manner, and all functional departments cooperate closely.

Article [-] Training Discipline:
(1) Trained employees are not allowed to take leave at will during the training. If there are special reasons, they must be approved by the general manager and reported to the Human Resources Department for the record, otherwise they will be punished as absenteeism.

(2) During the training, the trainees are not allowed to smoke, answer the phone, chat arbitrarily, etc.

Article [-] Reward and punishment measures:
Those who are late or leave early during the training period within 30 minutes will be punished as half-day absenteeism; those who exceed 30 minutes will be punished as one-day absenteeism; those who violate discipline seriously will be demerited once.

Those who perform well during the training period can be given 510 extra points during the assessment; those who perform poorly can be given a 510-point deduction during the assessment.

Article [-] After the training of new employees, the Human Resources Department will conduct an assessment of the training effect of the new employees. The assessment will mainly be carried out in two ways: written test and practical operation.For specific assessment criteria, please refer to the relevant tables.

Article [-] The Human Resources Department is responsible for the drafting and modification of this method, and it will be implemented after reporting to the general manager for review and approval.

Article [-] The final interpretation of this method belongs to the Human Resources Department.

New employee pre-job training standard management method

×× company's new employee pre-job training standard management method

Executive department file number
Approver Approval Date
training content
Description
Article [-] The pre-job training for new employees involves a lot of content. In general, the senior management of the enterprise, the training department and the department where the new employees will work jointly implement the training.

Article [-] Senior managers are mainly responsible for giving welcome speeches to new employees, introducing the company's profile, and putting forward requirements and expectations. They can also deepen the first impression of new employees through corresponding activities and lay a solid foundation for them to integrate into the company.The training department is mainly responsible for

(Continued)
Deliver specific information on corporate culture, policies and systems to new employees, lead them to familiarize themselves with the corporate environment, and be responsible for professional skills training.The department head is mainly responsible for introducing the department's functions, job responsibilities, etc. to new employees, and conducting relevant skill training.

Corporate culture training
Article [-] Corporate culture refers to the business philosophy, values, philosophy, cultural traditions and work style of the company.It is specifically manifested in the norms of the overall spirit, moral standards, values ​​and management methods of all members of the enterprise.

Article [-] Contents of corporate culture training:

(1) History, current situation and future goals of enterprise development.

(2) The purpose, purpose, philosophy, spirit, style, morality and spiritual outlook of the employees of the enterprise.

(3) Deeds of advanced employees of the enterprise.

(4) The spirit of solidarity and cooperation among the employees of the enterprise, the code of conduct for getting along, etc.

Article [-] Notes on corporate culture training for new employees:
(1) Cultural training should try to avoid formalization and focus on training the substantive content of corporate culture.

(2) Separate corporate culture training from entertainment activities and shouting "slogans".

(3) It takes a long period of time for new employees to form their corporate culture concepts, which should be consistently implemented in their work.

Enterprise rules and regulations training
Article [-] Enterprise rules and regulations are a series of system documents or documents signed based on laws on finance, personnel, production, employee remuneration, social welfare security, and employee code of conduct that the state requires the enterprise to implement or the enterprise itself formulates.

Article [-] The training of enterprise rules and regulations shall be carried out in the form of classroom study or specific introduction by trainers.The training department must first print the company's rules and regulations into internal publications, employee handbooks or rules and regulations manuals, and distribute them to every employee. During the training period, special time should be arranged for introduction.

Article [-] The contents of enterprise rules and regulations mainly include the following parts:

List of enterprise rules and regulations
System Type Specific System
The main policies stipulate the working day system, overtime system, shift system, promotion system, performance appraisal system, manager power and responsibility arrangement, decision-making system, etc.
Welfare remuneration system Basic salary system, overtime wage subsidy system, wage deduction, tax payment method, salary advance method, reward and punishment system, loan system, etc.
Social Security System Medical Insurance, Unemployment Insurance, Life Insurance Arrangement Method, Insurance Fund Extraction Method, Employee Retirement System, Sick Leave System, etc.

Labor safety system Post safety measures, sanitation system, medical examination regulations, emergency handling regulations, recreational activities arrangement methods, operation safety system, etc.
(Continued)
System Type Specific System
Labor relationship system Labor contract system, internship system, employee benefits and responsibilities, trade union contract terms and company policy terms, resignation, temporary dismissal and dismissal system, trade union activity arrangements, etc.
Employee code of conduct Employee code of conduct, company etiquette, workplace code of conduct, code of life, work break system, etc.
Familiar with the enterprise environment
Article [-] The enterprise environment includes: the enterprise's natural environment, working environment, and humanistic environment.

Article [-] The natural environment of the enterprise refers to the internal environment of the enterprise and the surrounding environment of the enterprise, including: offices of various departments, canteens, lounges, conference rooms, nearby banks, emergency exits, and transportation stations.

No.11 Working environment refers to the office facilities, plant layout, production equipment, production tools and other environments of the department or workshop where new employees are about to enter.

No.12 Humanistic environment refers to the humanistic system composed of communication methods between superiors and subordinates within the enterprise, cooperation methods among employees, attitudes maintained with other employees, and employee hobbies, etc., which have a great impact on the future work and life of new employees .

No.13 training method: Familiar with the enterprise environment is mainly carried out in the form of visits. During the training period, one day or half a day is used by the training department personnel to lead new employees to visit and introduce in the enterprise.

Job knowledge and skills training

Article No.14 New employees must understand the job knowledge and master the work skills required for the job before taking up the job, and they can officially start the job after passing the job skills training.

No.15 Job knowledge training for new employees includes job description and job requirements.A job description describes appropriate work behaviors to new employees.The person in charge of the training should make a demonstration, make a good schedule, let the new employees master the working methods and skills within the specified time, answer the questions of the new employees and give the necessary guidance, for performance appraisal, promotion, salary increase, etc. The regulations should be described in detail.Professional requirements refer to the contact information of colleagues in the specific work, the management style of the superior, the necessary confidentiality requirements, and some professional terms in the company that employees should master.

No.16 Job skills training includes job standards and operating requirements for new employees, product judgment, relationship with upstream and downstream processes, and impact on others.

Standards for training steps
schedule
Article No.17 New employees are required to go through a series of trainings, which are all pre-job trainings.

(Continued)
Article No.18 Before pre-job training, the training department should formulate a work schedule for the pre-job training system (see the table below), and carry out pre-job training step by step.

Pre-service education work schedule

Material distribution:

After confirming the hiring decision, pre-employment education materials should be distributed in time.

Distribute the "XXX Guide" to the supervisors of new employees.

Distribute pre-employment education programs to new employees.

time specific content
At this stage before registration, the supervisors will keep in touch with the new employees, help them solve housing problems, and negotiate with them, then carry out the design of the work and the drafting of the basic target management list.At the same time, prepare the office location for new employees, notify the company after completion, and make an appointment with the new employees for the next meeting time.

The first day On this day, after the new employees have breakfast with their supervisors, they go through a series of formalities required by the personnel department.After the formalities are completed, the new employees will participate in a seminar with the theme of "XX Company and You" and have lunch with the seminar host.Read the "Work Manual" after the meal, visit the company environment and get to know the colleagues.

Week One During this week, new hires will:

(1) Conduct one-on-one interviews with supervisors, colleagues and experts.

(2) Learn what to do, how to do it, and why to do it at work.

(3) Answer questions about the Workbook.

(4) Join a group.

(5) Participate in and implement the target management plan formulated with the help of supervisors.

[-]nd to [-]th week
In the second week, the new employees take on the tasks independently.

In the third and fourth weeks, new employees will participate in club seminars and employee welfare seminars. (Spouse or other guests may also be invited)

second to

fifth month
During this period, the work density and intensity gradually increase, and the supervisors of new employees should check their work every two weeks.New employees also need to participate in 6 two-hour seminars (on quality, output, technology, work performance management, salary compensation plan, financial strategy, employee relations, equal employment opportunities and social changes, etc.); Handbook and questions from the seminar, and submit the answers to supervisors for review.

(Continued)
time specific content
In the sixth month, the new employees have found all the answers to the questions in the "Work Manual", checked the target management list with the supervisor, and participated in the work performance inspection; obtained the certificate of completion of the first stage of pre-employment education, and started the second stage of employment. pre-educational program.

From seventh to
No.15 months During this period, the second stage of pre-employment education, pre-employment education for each department, various professional training, target management inspection, work performance inspection and salary review should be completed.

Pre-job intensive training
No.19 The series of activities on the first day are concentrated pre-job training.During this day, all new employees gather together to have a meal with supervisors, participate in seminars and employee introductions and other activities to get a preliminary understanding of the company's situation.Employees can talk freely about their views and requirements on the company and their positions at the seminar.

Distributed training before the job
No.20 Distributed pre-job training is carried out in the first week.The characteristics of the training at this stage are: all new employees are distributed; according to their respective job needs, relevant job knowledge and skills training will be carried out.However, during this period, off-the-job training is still adopted for new employees, and part of the training on corporate culture and rules and regulations can be inserted.

No.20 One of the trainings in this period is mainly carried out in the form of face-to-face interviews and guided learning. This stage is especially important for employees who lack the skills required for the job and have no relevant work experience.

Follow-up guidance training and evaluation after taking up the job
No.20 Article [-] From the second week onwards, the new employees will officially start working, but it does not mean that the training of new employees has been completed, and it is still necessary to provide supplementary instructions on the relevant job knowledge and skills. The training at this stage belongs to on-the-job training. category.

No.20 Three new employees will be tracked and guided in their work during this period, and they will gradually become familiar with the work under the guidance, help and guidance of the instructors.Instructors can be undertaken by department heads or skilled workers.

Track what coaches training

(End of this chapter)