Human resources department management system template collection

Chapter 29 Personnel Training Management (3)
30-day new employee probation period performance evaluation form after arrival
90-day new employee probation period performance appraisal form after arrival

[-]. Training materials for new employees
(1) Internal training materials for each department.

(2) Employee Handbook.

(3) Instructions for new employee training.

(4) The company's overall training materials.

[-]. New employee training project implementation plan
(1) First of all, publicize the "new employee training plan" within the company, and let all employees understand the new employee training system and the company's emphasis on new employee training through various forms.

(2) Each department recommends its own internal training lecturer.

(3) Provide relevant training to the recommended internal trainers.

(4) Print and distribute relevant materials of "New Employee Training Implementation Plan" to various departments.

(5) Each department will implement the departmental new employee training program from the month of ××××year.

(6) Each new employee must complete a set of "New Employee Training" forms.

(7) The company will conduct overall training for new employees from time to time according to the number of new employees.

(8) Conduct inter-departmental functional training within the entire company.

(Continued)
[-]. Forms required for departmental new employee training
Departmental job training for new employees

(To be filled in by the department in the first week after arrival)

Name of new employee: Department: Fill in date: Year, Month, Day
No. Signature confirmation by the person in charge of the training content

Input

Job

Inform the staff of this department in advance that there will be new employees coming;

Prepare office space and office supplies for new employees;
Prepare internal materials for training new employees;

Select job mentors for new employees.

1. On behalf of all the employees in the department, the manager welcomes the arrival of new employees, introduces them to the employees of the department, and leads them to visit the company environment.

2 Introduce the departmental structure, functions and special regulations.

3 New employee job description and job requirements, discuss the first task of the new employee.

4 Send old employees to accompany new employees to the company restaurant for lunch.

5 Department managers have informal conversations with new employees, reiterate job responsibilities, talk about problems that arise in the work, and answer questions from new employees; evaluate the work performance of new employees for a week, and set the time for performance appraisal after 30 days.

New employee job training feedback form
(To be filled in by the new employee within one week after arrival)

Name of new employee: Department: Fill in date: Year, Month, Day
Have you understood the organizational structure and functions of the department Yes □No□
Have you clarified your job responsibilities and job description Yes □No□
Are you already familiar with the company's office space? Yes □ No □
Have you met all the colleagues in the department Yes □No□

Do you think the job training of the department is effective? Yes□No□

If you encounter problems at work in the future, do you know how to seek help Yes □No□
Have you received sufficient departmental job training and ensured that you can complete the task well Yes □No□

Please indicate what you think needs to be improved in job training
(Continued)
Please indicate which training you would like to receive in your future work

Performance evaluation form for new employees during the probationary period
(To be filled by the department 30 days after arrival)

Name of new employee: Department: Position: Date:
Assessment Project Assessment Grades
Overall evaluation of the new employee's work performance within one month: excellent, good, average, poor

The adaptability of new employees to the company is very good, average and poor

How good is the new employee's work ability? Excellent, good, average, poor.

other comments
Department manager's signature:

×× company new employee training process table

Training Items Training Time Training Location Training Instructor Training Content
第一步：公司概况（1）本公司的经营理念及历史；（2）公司的组织结构；（3）各部门的工作职责；（4）公司产品的基本知识；（5）基本工资、津贴等福利待遇说明。

第二步：基本礼仪（1）仪容仪表；（2）上下班时的规则；（3）问候、措辞的基本礼仪；（4）了解工作流程；（5）工作态度；（6）访问的应对方式；（7）拜访礼仪；（8）电话礼仪；（9）与上下级同事的交往礼仪。

第三步：工作应用（1）指示、命令的接收方式；（2）工作程序；（3）沟通的重要性；（4）工具、机器的使用方法；（5）团队协作的重要性；（6）5S的重要性。

To conduct induction training for new recruits, the first thing is to eliminate their fear and make them interested in work.Then, according to the needs of the post, the new employees will be given targeted training on post professional knowledge and practical skills. The post professional knowledge and business skills of the training should be linked to the post as much as possible.After the training is over, new employees should be strictly assessed, and those who fail the assessment should re-learn and cannot directly work.

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On-the-job employee training
Enterprises can obtain talents through external recruitment and training of in-service employees.On-the-job training is the focus of enterprise employee training. From different perspectives, on-the-job training has two different levels: class and skill.Different classes and positions have different training contents.In addition, the quality of an enterprise's employees, especially the professional quality, determines the survival and development of the entire enterprise.Therefore, improving the various skills of in-service employees has become an important goal of enterprise on-the-job training.

On-the-job employee training system
The purpose of on-the-job training is different, and the corresponding system will also be different. While listing the comprehensive system, this book also lists the training management system for expatriates and the management methods for overseas training for readers' reference.

On-the-job employee training system
×× company on-the-job employee training system
Executive department file number
Approver Approval Date
Article [-] The purpose of this system is to improve the professional quality, business knowledge, work skills, work quality and performance of the company's employees.

Article [-] The on-the-job education and training of the company's personnel must be carried out in accordance with these regulations.

Article [-] Division of Powers and Responsibilities.

(1) Human Resources Department:

①Responsible for the formulation, submission and holding of the company's common training courses.

②Responsible for formulating and revising the training system.

③Responsible for the compilation and revision of the company's general teaching materials.

④Responsible for supervising and assessing the implementation of training.

⑤Responsible for the review and handling of training for expatriates.

⑥Responsible for managing the information books, written reports and other related materials carried by the trainees sent abroad.

⑦Responsible for the research, drafting and implementation of other relevant talent development programs.

⑧Responsible for the preparation of various training budgets.

(2) Each functional department:

① Responsible for the summary and presentation of the department's annual training plan.

②Responsible for formulating and revising departmental professional training specifications, and selecting training instructors.

③Responsible for organizing internal professional training courses and reporting results.

④Responsible for the preparation and modification of departmental professional training materials.

⑤Responsible for tracking the training results of the trainees after the training is over.

Article [-] Formulation of training norms.

(1) The Human Resources Department should coordinate with relevant departments to formulate the "Standards for On-the-job Education and Training of Company Employees" and provide the basis for training implementation, including: dividing the duties of each department; determining the training courses and time; compiling training course materials outline etc.

(2) When the functions of various departments or other production conditions change, the Human Resources Department should immediately modify the training specifications based on the actual situation.

Article [-] Drafting of training plan.

(1) Each department is responsible for filling in the "Annual Training Plan" according to the company's overall training norms and department needs, and submitting it to the Human Resources Department for review as a basis for implementing training.

(2) The Human Resources Department is responsible for compiling the "Annual Training Plan Summary Form" based on the training plans proposed by each department, and submitting it to the general manager for review.

(Continued)
Implementation of Article [-] Training.

(1) The training organizer shall implement the training on schedule according to the relevant contents of the Annual Training Plan.

(2) If there are any supplements or changes to the teaching materials, the training lecturer must send the original handouts to the Human Resources Department for unified printing one week before the start of the class.

(3) At the end of the training, the assessment of the training-related content will be carried out, and the invigilation will be in the charge of the sponsoring department or the lecturer.

(4) When implementing on-the-job training, trainees are required to attend and sign in on time, and those who cannot participate due to special circumstances should apply for leave.The Human Resources Department is responsible for supervising and recording the details of class attendance and attendance.

(5) The human resources department needs to hold regular inspection meetings to evaluate the implementation results of various training courses, and send the records to relevant units to urge them to improve.

(6) Those who are absent from the training test must take a make-up test afterwards; those who still do not attend the make-up test will be treated as zero points.

(7) Training test scores and results reports will be used as a reference for assessment and promotion.

Article [-] Reporting of training results.

(1) After the completion of each training, the trainer should complete the evaluation of the students' performance within one week, and send it to the Human Resources Department together with the test papers to establish a complete staff training material.

(2) After the completion of each training, the organizer should complete the "On-the-job Training Report" and "Application Form for Lecturer's Hourly Expenses" within one week, and send them to the Human Resources Department for archiving as evidence for payment of various expenses.

(3) When it is necessary to pay the cost of teaching material compilation, the competent department needs to fill in the "Application Form for On-the-job Training Textbook Compilation Expenses", and submit it to the general manager for signature and approval before payment.

(4) All ministries should prepare the "In-Service Personnel Training Qualification Form" for their internal personnel.

(5) Every three months, each department should fill in the "Employee Training Report Form" so as to understand the recent implementation of the department's on-the-job training and send it to the Human Resources Department for archiving.

Article [-] Training Evaluation.

(1) At the end of each training, the sponsoring department needs to distribute the "Training Opinion Survey Form for Active Employees" according to the actual situation. After the trainees fill it out, it will be taken back together with the test paper. The department will summarize the trainees' opinions and send them to the Human Resources Department for countersignature. The resource department analyzes the summary comments to improve the training content.

(2) The Human Resources Department is responsible for evaluating the training effects of each department, and regularly distributes the "Training Effect Survey Form" for the heads of each department to fill in and summarize opinions, and combine production and sales performance to compare and analyze the effectiveness of training, and use After the situation is submitted for review in the form of a written report, it is distributed to various departments and relevant personnel for reference in future training.

Title IX External Training.

(1) Due to work needs, various departments can recommend expatriate employees to receive training, and after reporting to the general manager for approval, urge employees to go through relevant procedures in accordance with human resource management regulations.

(2) After the overseas trainees return, they should promptly send the training books, teaching materials, qualification certificates and other relevant materials to the Human Resources Department for archiving, and their training results will be recorded in the training qualification form.

(3) The trainees sent abroad should organize the knowledge acquired in the training into books and textbooks, and hold seminars as lecturers.
(Continued)
Pass on relevant knowledge to other employees.

(4) Before reimbursement of travel expenses for overseas trainees, the Human Resources Department should check whether the materials for their overseas training have been returned, and endorse on the reimbursement form.The financial department will have the right to refuse reimbursement for documents that have not been reviewed.

Article [-] Supplementary Provisions.

(1) All trainings should be held without affecting the work as much as possible.Trainees are not entitled to claim overtime pay for training conducted during off-duty hours.

(2) This system has been reviewed and approved by the general manager and will come into effect on the date of promulgation.

Staff Training Management System
×× company employee training management system
Executive department file number
Approver Approval Date
Article [-] The purpose of this system is to adapt to the needs of the company's business and employee training development, formulate and implement training plans for employees, and track training results to ensure that the company and all participating employees receive due benefits during the training process. Benefit
Article [-] This system applies to all employees of the company.

Article [-] At the end of each year, the Human Resources Department will investigate the training needs of the company's internal employees.

(1) The managers of each department should complete the training demand questionnaire in a timely manner after considering the work performance of the employees and soliciting the individual opinions of the employees.

(2) The Human Resources Department completes the collection of training needs, and analyzes the next year's training needs with managers of each department.

(3) The human resources department is responsible for formulating the overall training plan for the whole year.

Article [-] The Human Resources Department coordinates and monitors all training in the company, including formulating and implementing training programs.After each department receives the various training notices required by the group headquarters, it must inform the Human Resources Department of the training content, trainees, training fees and other relevant information.

Article [-] Trainees.

(1) Internal nomination: Human resources and administrative departments arrange the training of company employees, including the specific content and time of the courses, and the department manager confirms and fills in the "Training Nomination/Application Form", which is submitted to the general manager for approval and then submitted to the human resources department for archiving.

(2) Personal self-recommendation: The employee himself must submit the details of the recommended courses to the Human Resources Department. The "Training Nomination/Application Form" should be filled in and submitted to the General Manager for signature and approval, and then returned to the Human Resources Department.

Article [-] Overseas training must be approved in writing by the general manager, and the Human Resources Department must be notified in writing.Passports and visas are handled by employees who need to participate in overseas training, and the Human Resources Department will provide necessary assistance.

Article [-] The approved training nomination, training application form and training contract shall be stored in the employee's personal file.

(Continued)
Article [-] There are two copies of the approved "Employee Training Application Form", and the Human Resources Department and the applicant themselves each hold one copy.

Article [-] Employees who are still in the probationary period have no right to participate in external training for external expenses in principle.

Article [-] Staff training expenses include: course tuition fees, materials fees, travel expenses and other training-related expenses.

No.11 Human resources department and administrative department are responsible for paying all internal and external training fees and course material fees of the company.The trainees shall fill in the expense reimbursement form for the travel expenses arising from the approved overseas training, and the reimbursement procedures can be handled after approval by the general manager.

Article No.12 The situation where the company arranges for employees to participate in training during non-working hours is not considered overtime.

Article No.13 Those who use the company's special training fees to participate in professional technical (including management) training must sign a labor contract with the company to extend the service period. The specific provisions of the service period are shown in the following table:
The amount of training fees paid by the company to extend the period of service

500110000 yuan for 1 year

1000120000 yuan for 2 year

2000130000 yuan for 3 year

3000140000 yuan for 4 year

No.14 The calculation of the service period is based on the month, and the service period of less than one month will not be calculated.

Article No.15 Employees who are funded by the company to participate in the certification exam and obtain certification must sign a labor contract with the company for a service period of 3 years (the starting date of the service period is calculated from the date the employee is certified).

Article No.16 The service period of the trainees in the company starts from the date of the end of the training to the expiration of the specified service period, excluding the time stipulated in the originally signed labor contract that has been performed; the training contract will be regarded as the labor contract If the attachment is implemented, if the end date of the service period is before the termination date of the original labor contract, the continued performance of the original labor contract will not be affected; if the end date of the service period is after the termination date of the original labor contract, the validity period of the original labor contract will be automatically extended to the expiration date of the service period.

Article No.17 If the trainees sign the training contract and resign before the agreed service period expires, it will constitute a breach of contract, and the company shall be compensated for a corresponding amount of liquidated damages (the calculation base for liquidated damages is the training fee agreed in each training contract) .

Article No.18 The trainees received different trainings during their tenure and signed training contracts multiple times. The start and end dates of each service contract are not accumulated end to end and may overlap each other. When calculating liquidated damages, each contract is calculated separately , that is, the compensation is calculated in proportion to the period of actual performance in the service period stipulated in each training contract.

No.19 The maximum amount of liquidated damages for each contract is equivalent to the amount of training expenses of the contract.

Article No.20 If an employee resigns within the agreed service period, or the trainee is terminated by Party A due to poor performance or violation of the relevant provisions of the labor contract before the expiration of the service period, the company must compensate the training fees paid by the company .The specific formula for calculating liquidated damages is:

Liquidated damages = training fee × (total service period - fulfilled service period) ÷ total service period

(Continued)
No.20 A trainee must send a copy of the training certificate or transcript, training evaluation form, action plan and post-training feedback to the Human Resources Department within two weeks after the training.

No.20 Article [-] After the training is over, the superior manager will evaluate the training effect of the employees.

No.20 Three Supplementary Provisions.

(1) The Human Resources Department is responsible for the drafting, interpretation and implementation of this system.

(2) After being approved by the general manager, this system will be implemented from the date of promulgation.

Expatriate personnel training management system
×× company expatriate personnel training management system
Executive department file number
Approver Approval Date
General
of the first entry.

The purpose of this system is to enable employees to understand and learn advanced management experience and professional technology, so as to promote the improvement of employee quality and meet the needs of the company's business and future development.

Article [-] If an employee needs external training due to work reasons, he or his department shall file an application and submit it to the Human Resources Department for review. It can only be implemented after the approval of the general manager, and the assignment must be completed in accordance with the management system of the Human Resources Department and the Finance Department. Handling of training procedures.

Expatriate training management
Article [-] Qualifications of expatriates.

(1) Personnel who participate in overseas study should first meet the requirements for academic qualifications and abilities of the overseas project.

(2) If there is no special approval, the personnel qualified to participate in overseas study shall be employees who have worked in the company for more than one year, have excellent annual assessment and are willing to work in the company for a long time.

Article [-] The content of overseas training mainly includes the following items:

(1) Training on technical and vocational qualification assessment stipulated by the government or sponsored and approved by government units.

(2) Training of special professional knowledge and skills necessary for the company.

(3) Visit or exchange study.

(4) MBA (EMBA) advanced training.

(5) Master's or doctorate training for middle and senior managers.

(End of this chapter)