Human resources department management system template collection

Chapter 32 Personnel Training Management (6)
Training Program ∕ Content Expectation Training Training Program ∕ Content Expectation Training
Management ability 57% Marketing 18%
Professional cutting-edge information 45% Psychology research 12%
Human resource management 32% Computer and English proficiency 8%
Communication skills and business etiquette 28% Legal 5%
Financial Management 20% Corporate Culture 1%
Through the investigation, we learned that employees pay more attention to the training of professional skills and management capabilities. Therefore, based on the principle of "learning what you do, and making up for what you lack", this year's training plan was formulated.

[-]. Purpose of training

(1) In order to meet the company's development needs.In the tenth year, the company's development strategy focused on the ×× market. However, ×× has relatively high requirements for the technical level of workers and the management level of managers. The current technical level and overall quality of the company's employees cannot meet the requirements, resulting in the company's The speed of development is constrained.In order to solve this problem, the Human Resources Department will gradually improve the technical level and professionalism of employees through training, so as to promote the company's management level and the overall quality of employees.

(2) Self-development needs of employees.Through training, improve employees' relevant work skills, enhance their confidence, and make them motivated to use the skills they have learned on the job to promote the completion of departmental goals.

[-]. Guiding ideology
(1) Work is training.Combining training and work to improve employees' work attitudes, improve employees' work ability and performance.

(2) The management is the trainer.Managers at all levels are responsible for training subordinates, and provide training and guidance to employees in a planned way through daily work, so that employees have the necessary knowledge and skills, work attitude and problem-solving ability. "Training of subordinates" will be one of the important assessment contents for managers at all levels.

(3) Training is a win-win situation.Through training, the company has obtained the necessary talents for development at a relatively low cost.Through training, employees have gained more opportunities for salary increase and promotion, and they have both material and spiritual harvests.

[-]. Training time and training objects
(1) Training time.According to the company's ninth-year plan objectives and the company's development needs, the training will be conducted in two sessions.

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First training time: from January 1st to January 1th.

Second training time: from April 4st to April 1th.

(2) Training object.The training objects include: new employees, direct production workers, administrative personnel, and other personnel in need of training.

[-]. Training content

New employees, direct production workers, administrative personnel, other personnel who need training
Training summary Company profile, rules and regulations, etc. pre-job training knowledge and skills training management ability training

The purpose of the training is to enable employees to adapt to the company's culture in a timely manner, enter the working state as soon as possible, improve the technical level, improve the pass rate, improve the scientific management level, and create a high-quality management team for the company's development
Training items/content Company overview, business philosophy, development events, rules and regulations, and corporate culture New production theory knowledge, practical skills Management new theories and skills are determined according to employee requirements and assessment results
[-]. Training arrangements

Training is divided into four ways: employee self-study, internal training, external training, and activities.

(1) Mobilize employees to study by themselves.Start from the following two aspects: ① Strengthen publicity and education.Regularly update the company's publicity column, and actively promote the importance of creating a learning organization to employees. ② Encourage employees to apply for various majors and professional titles according to work needs and professional counterparts.The company rewards full tuition reimbursement for approved employees who can obtain academic qualifications or professional titles, employs employees who have obtained professional titles, and provides corresponding remuneration.

(2) Enterprise internal training.Mainly for direct production workers, administrative personnel and training.There are two main ways: ① Hire social experts to give lectures in the company. ② Invite excellent professional and technical personnel in the company to give lectures, such as practical troubleshooting, experience in use, etc.

(3) External training.The main methods of external training are: ① Actively participate in various lectures and exchange meetings organized by external organizations. ② Select and send outstanding personnel to participate in training at schools or professional training sites. ③Organize the company's business backbone and management personnel in batches to visit and study advanced units across the country to update the concept of managers.

(4) Organize events.The company regularly organizes various training activities according to actual needs.

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15. Training cost budget (according to [-]% of the total wages in the ninth year)

The total wages for the ninth year is RMB ×××××, and 15% of the total wages for the ninth year, that is, RMB ××××, is withdrawn as the training budget for the tenth year.

[-]. Training Guarantee

In order to ensure the smooth implementation and quality of the training program, relevant guarantee mechanisms are established: (1) Set up a special fund. (2) Formulate training discipline. (3) Assess and train personnel. (4) Relevant departments record the attendance and assessment results of the trainees as the basis for the company's selection of talents. (5) The person in charge of the training will organize and file the relevant training records and send them to the company's Human Resources Department for filing.

[-]. Training Effect Evaluation

Training itself is a process of continuous development, and the manifestation of training effect is a dynamic process. Therefore, the trainees should be evaluated dynamically.The evaluation steps are as follows:
(1) Trainee response.After the training is over, distribute the "Employee Training Opinion Survey Form" to the trainees to understand the trainees' responses to the training and their actual gains.It mainly includes: ① response to course content; ② response to teaching material content; ③ response to training organization; ④ whether the knowledge and skills learned in training can be applied to future work and the benefits.

(2) Trainees' mastery of knowledge and skills.Evaluate whether the trainees have mastered the knowledge and skills after the training, pass the comparison of test scores before and after the training, or ask the trainees to submit their training experience within the specified time to evaluate the training effect.

(3) The application of knowledge and skills and the improvement of behavior and performance of trainees.Since some training effects cannot be shown immediately, the evaluation of the application of knowledge and skills, behavior and performance needs to be carried out after a period of time, and methods such as observation and assessment can be used.

(4) The influence and return brought by the training to the company.Comprehensive evaluation of training, including whether the quality of work is improved, cost savings, profit growth, etc.

On-the-job employee training can be divided into two types: internal training and external training.Enterprise external training is divided into two types: domestic training and foreign training.The cost of internal training is relatively small, and the cost of external training is relatively high.Therefore, when enterprises choose external training, they should sign a training agreement with the trainees to clarify the rights and obligations of both parties.

After the training is over, the human resources department should cooperate with relevant departments to evaluate the training results and summarize the training experience and lessons. If the trained employees fail to complete the training or the completion effect is particularly unsatisfactory, they should be punished accordingly according to the specific circumstances.

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Poor management of enterprise training work will cause the large amount of funds invested by the enterprise to fail to obtain the expected benefits, and the quality of enterprise managers and employees will not be effectively improved, which will hinder the survival and development of the enterprise.Therefore, enterprises must pay attention to the following points when conducting training:
[-]. To establish and improve the training system, including: training service system, pre-job and on-the-job training system, assessment and evaluation system, reward and punishment system, etc.

Second, strengthen the budget control of training.The control of training costs and expenses is an important part of training management. To strengthen training management, it is necessary to strictly budget and control training costs and expenses to avoid unnecessary waste.

[-]. Effective use of training funds.Whether the use of training funds is reasonable will directly affect the effect of training.If you want to use training funds effectively, you need to pay attention to strengthening the management of the system and the arrangement of the proportion of funds.

Fourth, control the steps of the training program.There are four basic steps in controlling training programs: mastering new situations, comparing and analyzing training programs, dealing with deviations, and announcing revision plans.

[-]. Follow-up after training.An important measure to strengthen training management is to improve the tracking system after training.The main methods of follow-up after training are: interviews, symposiums, questionnaires, filling out survey follow-up forms, etc.

After the training is over, the effectiveness of the training should also be evaluated, including: evaluating the trainees, teaching materials, training instructors, and training programs, etc.Usually, the enterprise will focus on evaluating the training effect of the trainees and fill in the evaluation report.

When enterprises train their employees, they should also pay attention to avoiding legal risks.The training content is generally divided into: general-level vocational skills training and training organized by enterprises to improve the skills and quality of employees.According to relevant laws, it is the legal obligation of employers to provide vocational skills training at a general level, and employees have the right to receive such training.Therefore, for general-level vocational skills training, agreed training agreements are not effective.In addition, if an employee receives special skills training during the probationary period, and if the employer leaves the company due to fault, the employer has no right to demand compensation from the employee for training expenses.

The following points should be paid attention to when using the training protocol correctly:
First, before signing the training agreement, it should be clearly stipulated that the training is a special skill training; second, the scope of application of the training fee should be stipulated in the training agreement, and the employer must keep all the capital contribution certificates, and it is best to have the signature of the trainee on the capital contribution certificate ; The third is that the special skill training targets are in-service employees. If the probationary employee needs special skill training, the employee's probationary period can be terminated in advance and become a regular employee; Fulfill various obligations, otherwise, when the employee proposes to terminate the labor contract in accordance with the law, the company also has no right to demand compensation from the employee for training expenses.

Employees are the greatest wealth of an enterprise.Many successful companies have one thing in common, that is, they all have harmonious employee relations.However, with the development of the market economy, labor disputes occur more and more frequently. Enterprises not only need to spend a lot of manpower and financial resources to resolve disputes, but may also cause other indirect losses.The cause of labor disputes is often that the enterprise's personnel system is not perfect, or it fails to handle internal conflicts well, which eventually leads to the expansion of conflicts.Therefore, establishing an effective labor dispute prevention mechanism and learning to handle labor disputes reasonably and legally are prerequisites for doing a good job in employee relationship management.In order to prevent the occurrence of labor disputes, the focus of employment management should be on the management of labor relations, including: strictly complying with the law, clarifying work rights and responsibilities and assessment standards, improving the assessment system, and strictly formulating a confidentiality system.

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