Human resources department management system template collection

Chapter 28 Personnel Training Management (2)
No.20 Article [-] Re-implement the education and training that employees did not implement when they entered the company because of certain conditions, so as to help employees make up for the lack of knowledge and skills.

No. 20 Five Articles Revise and adjust the past training plan and content according to the feedback from employees and the problems that arise.

No.20 The six items help employees master the skills they have learned in the previous training, so that they can apply the skills to actual work.

No. 20. The seven items test the training effect of employees and evaluate the qualifications of new employees through tracking and guidance.

No.20 Article [-] The training time at this stage is very long, and it needs to be combined with training and assessment.If new employees are still

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The company will adjust or dismiss those who cannot meet the job requirements or obtain pre-employment education qualification certificates
Execution standards for new employees' post-job training
No.20 Nine Articles The training for new employees is mainly the organization culture education, business ability training and practical operation training of the department.

Organizational culture education
Article No.30 Organizational culture education belongs to public education, and its main purpose is to enhance the familiarity and intimacy of new employees with the company, position and colleagues.The content is roughly as follows:
(1) Let employees understand the company's business philosophy and guidelines, development plans and strategic goals, and make them clarify their sense of responsibility and mission through these specific contents.

(2) Cultivate the intimacy among old and new employees, and strengthen the education of the spirit of unity and cooperation.

(3) Explain the matters that employees of this department should pay attention to, such as: conversation, appearance, mental outlook, etc.

(4) Organize fellowship activities to enhance their understanding of collective consciousness.

Business ability training
No.30 Eliminating the fear of employees is the focus of business ability training, so that they will be interested in work; in terms of dealing with people, make them clear what codes of conduct they need to abide by as a member of the company, including reporting work, contacting affairs, and talking Ways, attitudes towards others, etc., so that they don't have to think about problems when they encounter problems, but they can consciously act in accordance with the code of conduct.

No.30 The training of two expressive abilities:

It is often used to ask employees for their views on the learning content of the day, or to specify topics, to ask new employees to express their thoughts, or to use 3-minute impromptu speeches and other methods.But no matter which method is adopted, the trainers must finally comment on the problems existing in the new employee's expression ability training one by one.

No.30 Three understandings of corporate traditions and employee requirements:

(1) On the basis of understanding the development history of the company, employees are required to think deeply, record and ask questions. The trainers are responsible for collecting and sorting out these records and giving clear and systematic explanations to typical questions.

(2) Employees are asked to conduct group discussions on the topic of "what kind of employee do you expect to be", and the person in charge of the company will comment on the discussion results of each group and explain the image of the employee that the company expects.

(3) During the training process, the role of the person in charge of the enterprise cannot be ignored.Therefore, the materials must be sorted out in advance. During the discussion, new employees should be guided to speak actively and try to talk more about their ideas so that the comments can be more targeted.

No.30 Four psychological quality training:

For new employees who graduated from university and set foot on the job for the first time, we should try our best to eliminate their psychological loss and fear, help them face the changes in the environment objectively, arrange their lives with new standards, and make them handle the relationship between ideal and reality. , Readjust your life goals.In this training, free discussion can be used to let new employees speak freely and express their inner feelings, and then unify their understanding on this basis.

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No.30 five personal behavior training:

The training of new employees' personal behavior mainly includes: planning to use household daily expenses and interpersonal communication expenses among relatives and friends, and make certain savings.In addition, as a new employee of the company, you should pay special attention to and work hard to maintain the social credit of the individual and the company.

No.30 Six interpersonal relationship training:

Educate new employees to pay attention to the relationship with superiors and subordinates, colleagues and company customers when they go to work, and pay attention to the use of modest words.Firmly establish the habit of thanking customers, leaders and colleagues to win people's trust for a long time.

hands-on training
No.30 The seven items are particularly important to adopt different methods for different situations in the actual operation of new employee training.

No.30 eight clear and correct steps:

Before the arrival of new employees, it is necessary to clarify the actual operation steps and methods for training new employees.For example, what to do first?Then what to do, how to proceed afterwards, what education to carry out in each period, what issues to focus on, etc., should be clearly planned in advance.

No.30 Jiutiao understands the advantages of new employees and arranges work according to their strengths.

Before new employees enter the job, senior employees should be asked to demonstrate and answer questions from new employees, and then let them practice.Once the results are achieved, praise should be given immediately.For deficiencies, they should be pointed out and asked to correct them.When new employees first start working, it is necessary to teach them the best methods to help them build up their confidence and make them quickly enter the working state.

Article No. 40 educates new employees to develop the habit of reporting work at any time, contacting superiors, and communicating with colleagues.

No.40 Pay attention to training employees on correct working methods, first seek quality and then quantity.The basic principles for enterprises to train new employees' operational capabilities are "first correctness, second speed, and third improvement".

No.40 The second article makes new employees understand the rigor of the work, and does not misunderstand the intention of executing the superior.

No.40 Three items to cultivate the concept of time for new employees.

Observing the time, including: working hours, meeting time, time agreed with personnel from other companies, etc., is one of the important contents of new employee education.In principle, new employees need to arrive at work about 5 minutes earlier than the time stipulated by the company.When the mood is calm, before starting work, you should check and confirm the work arrangement of the day, especially confirm the matters related to meetings, visitors or contact with other companies, and never forget the agreed time.When leaving get off work, do the following:

(1) Tidy up the work site.

(2) Put important documents or tools in the specified safekeeping place.

(3) Clear the tasks for the next day.

(4) If you want to go out for a short time the next day, you should report to the supervisor first, and write down the place where you want to go in an obvious place.

(5) The last person to leave the office or work site must check the lights, power supply, doors and windows, various mechanical power supplies, keys, etc. according to the inspection list before leaving.

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Training methods for new employee job knowledge
No.40 The content of professional knowledge training for four posts.

The main content of on-the-job training for new employees is post-job professional knowledge training, which refers to the targeted training of post-job professional knowledge and practical skills for on-the-job new employees on the basis of quotas and job requirements.The main feature of this training is that the training content is directly linked to the job needs, helping new employees acquire the necessary knowledge and skills suitable for the development of the enterprise in a timely manner, and meet the qualifications for the post.

No.40 Professional knowledge training for five posts.

Job professional knowledge training can be divided into two types: adaptive job training and standardized job training.

No.40 six adaptive job training include:
(1) Pre-employment training, that is, "training first, then employment".

(2) Job transfer training refers to the timely training of new post professional knowledge for some employees who have transferred jobs, so that they can adapt to the needs of new jobs.

(3) Emergency training refers to the training conducted to enable employees to adapt to work and production needs.

(4) Improve training, which refers to the continuous education of new knowledge and new skills for new employees on the job according to new requirements and norms.

(5) Standard training refers to the education of job duties for new employees who have already taken up the job, so that they can obtain job qualification certificates.

(6) One training for one task refers to the special training for a specific task.

Adaptive job professional knowledge training is a new training form that is most suitable for my country's national conditions and strength.If an enterprise can adopt multi-level, multi-disciplinary, and multi-channel adaptive job training, it will be able to implement the principles of "teaching according to needs" and "applying what you have learned" to the greatest extent.

No.40 seven standardized job training.

Standardized job training refers to the training that according to the job specifications, after the employees have reached a certain number of hours of training, the relevant departments will conduct strict assessments on them and issue qualification certificates to those who pass.

No.40 The characteristics of the eight post professional knowledge training.

In addition to the general characteristics of other employee job training, the professional knowledge training for new employees has the following characteristics:

(1) The training objects are all new employees.In the actual operation of the training, it is required to be different from position to position, that is, to arrange training with different levels, contents and levels according to the different needs of different positions and positions, and to make it organically Combined to form a complete training system.

(2) Training requirements are normative.All job training should have job or technology level standards, training objectives, plans, outlines and teaching materials, and strict examinations and assessments.

(3) The training content is comprehensive and practical.No matter what position the new employees are in, they are required to learn certain political, cultural and business knowledge, and thus improve their knowledge structure and skill level.At the same time, they are also required to learn what to do and what to make up for what is lacking, so as to adapt to the needs of their own posts as soon as possible.

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(4) Training methods are more diverse and flexible.To carry out multi-content, multi-level, and multi-standard training according to the needs of different positions and duties, it is necessary to adopt various forms and methods, and flexibly combine and arrange according to changes in actual production and work conditions.

(5) The training process has stages and continuity.The specifications of each post have certain standard requirements. This standard cannot be changed every day, and should last for a period of time.Job training has continuity from low to high for everyone, and it cannot be completed at one time, so it has continuity.

No.40 nine job training standards:

(1) The ultimate goal of professional knowledge training for new employees is to directly improve the economic benefits of the enterprise.The standard of job training should emphasize pertinence and practicability, emphasizing the actual needs of enterprises.

(2) The post professional knowledge training for new employees should help the labor and personnel department to scientifically and standardize the work.

(3) The training of new employees should strictly follow the requirements of job classification and job responsibilities, job grade specifications or job descriptions, formulate job training standards, and fully consider the actual situation of the enterprise. The standards should not be too high or too low.

(4) When formulating post job training standards, one must fully consider modern science and technology and modern management achievements; two, scientifically formulate a reasonable proportion of cultural knowledge, professional theories and practical abilities that each position and level should possess; Factors such as the existing and general knowledge structure, ability level, and gap of new employees should be considered.For different positions, there must be both general and specific requirements; for different objects, there must be both common standard requirements and individual development goals.Therefore, when formulating standards, attention should be paid to distinguishing these requirements to highlight the professional characteristics of each post.

(5) The job training standards for new employees should be divided into levels, that is, according to the different majors, business capabilities and complexity required by the tasks themselves, the positions are divided into several levels with different levels.Any job specification is a combination of specifications at different levels, and the specification requirements between different levels must be coordinated and connected with each other.Jobs at different levels may overlap in terms of knowledge and ability requirements, but the overlap should not be too much, otherwise the job will lose its unique personality.

by-laws
Article Human resources department is responsible for the drafting, modification and final interpretation of this method, which will be formally implemented after approval by the general manager.

New employee training process

When training new employees, the trainers must master the following points: selection of training content and methods, assessment of training results, and analysis of training effects.

New employee training needs survey process and survey content
×× company's new employee training needs survey process and survey content
Executive department file number
Approver Approval Date
General Manager of the Human Resources Department of the employee's department

Survey Process Survey Content
Preliminary work preparation (1) establish employee background files; (2) maintain close contact with personnel in various departments;
(3) Report the situation to the supervisor.

Prepare the training needs survey plan (1) action plan; (2) objectives; (3) select the appropriate training needs survey method; (4) clarify the specific content of the training needs survey.

Implementation of training demand survey work (1) Propose training demand motion or wish; (2) Conduct demand motion investigation, declaration and summary; (3) Analyze training demand; (4) Summarize training demand opinions and finally determine training demand.

Analyze and output training demand results (1) Classify training demand survey information; (2) Analyze and summarize training demand; (3) Write training demand analysis report.

New employee induction training process

×× company's new employee induction training process

Executive department file number
Approver Approval Date
General Manager of Human Resources Department

New employee training form

In the new employee training form, the three forms listed below are frequently used, and the trainers are required to fill them out accurately and keep them on file.

New Employee Training Schedule
New Employee Training Schedule
Fill in the department file number
Fill out date:

Training Time Training Content Training Objects Organization Department Number of Participants Training Hours
1

2

3

4

5

6

7

8

9

10

11

12

New employee pre-job training evaluation and feedback form

New employee pre-job training evaluation and feedback form

Fill in the department file number
Employee name Department position

Entry Date Probation Period
Training content Training time Training effect
(New employees fill in directly from their superiors) Feedback from new employees
New employee training performance evaluation form
New employee training performance evaluation form
Fill in the department file number
Date of filling out the form: Year, Month, Day Number:

Employee Name Special Education
Training Date Training Program Training Department
(1) How well do new recruits understand the training items implemented?
(2) Assess the professional knowledge and skills of new recruits:
(3) How well do new recruits understand the company's rules and regulations?

(4) Evaluate the improvement suggestions put forward by new recruits:
(5) Analyze the work expertise of new recruits, judge their suitable jobs, and list reasons:

(6) Comments from counselors:
General Manager: Manager: Assessor:
New employee training management example

In order to enable readers to better train new employees, we list the training plan and process of XX company below for readers' reference.

×× company new employee training program

×× company new employee training program

Executive department file number
Approver Approval Date
[-]. Purpose of training

(1) Provide them with correct company and job information to boost their morale.

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(2) Make him understand the working environment that the company can provide and the company's expectations of him.

(3) Make them understand the company's history, rules and regulations, and corporate culture, and provide them with a platform for discussion.

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

(5) Let the new employee feel the company's welcome to him, so that he can experience the collective warmth of the company.

(6) Make new employees clear their job responsibilities and strengthen their relationship with colleagues.

(7) Train new employees on their ability to solve problems and provide them with ways to seek help.

[-]. Training procedures for new employees
The training procedure for new employees is shown in the figure below:
Pre-employment training Feedback and assessment of pre-job training Feedback and assessment of the company's overall training
[-]. New employee training content
Training time Training personnel training specific content
Before employment

Human resources department welcomes new employees

部门经理（1）通知本部门其他员工将有新员工到来；（2）为新员工准备办公场所及用品；（3）准备好给新员工培训的相关内部资料；（4）为新员工指定一位资深的员工作导师；（5）确定布置给新员工的第一项工作任务。

After employment

1 day

New employees in the human resources department report and conduct training on new employee instructions

部门经理（1）到部门报到，经理代表部门全体员工欢迎新员工到来；（2）介绍新员工认识本部门的员工，参观公司环境；（3）向新员工介绍部门结构、功能及相关特殊规定；（4）向新员工描述其工作及介绍职责要求；（5）讨论新员工的第一项工作任务；（6）安排老员工陪新员工在公司餐厅共进午餐。

After employment

Day 5 Department Manager (1) Within a week, the department manager will have an informal conversation with the new employee, reiterate job responsibilities, discuss and solve problems arising in the work; (2) Evaluate the performance of the new employee for a week and determine their short-term (3) Determine the time for the next performance appraisal.

After employment

On the 30th day, the department manager conducts an interview with the new employee, discusses the work performance during the probationary period, helps them solve problems in work or life and fills in the evaluation form.

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After employment

90 day

Human Resources
Department manager
Discuss the performance of the new employee with the manager of the human resources department and the manager of the department, confirm whether he is qualified for the current job, fill out the evaluation form for the probationary period, talk with him about the results of the evaluation during the probationary period, and inform him of the requirements of the company's performance evaluation and system.

irregular human resources

Department (1) The company's history and development direction, organizational structure and business operations; (2) Company policies and benefits, related procedures and performance appraisal; (3) Function introduction, training plans and procedures of each department of the company; (4) Answers to new questions employee questions.

[-]. New employee training feedback and assessment
time content
On-the-job training feedback form within one week after arrival

On the day of the training, the company's overall training evaluation form and the company's overall training assessment form

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