Edit this paragraph
1, make a plan. The contents include master schedule, training courses, lecturers, training materials, training places, training disciplines, training examinations and training effect evaluation. It is best to draw a clear Gantt chart.
2. Clear division of labor. The training supervisor is the organizer of induction training. Being a teacher is an essential job (and the main job), but it is not the whole job. The induction training should at least include the following contents: corporate culture, basic norms (main system provisions and process norms), military training, fire safety, etiquette, promotion skills and mentality (psychological adjustment ability). Corporate culture and basic norms belong to you (training supervisor teaches), and other courses can be given to others.
3. Organization and coordination. Review teaching materials (training must have teaching materials), track training discipline, adjust trainers, manage trainees, organize examinations, evaluate training effects and summarize training experience.
4. Assist in assigning new employees. If the training supervisor is also the recruitment supervisor, then the distribution is a matter of responsibility and should be balanced.
Grass-roots supervisors should do the following work:
Edit this paragraph
1. Meet the prospective subordinates, prepare for the prospective subordinates to visit and consult anytime and anywhere, answer their questions and guide business consultation.
2. Care for subordinates in life. Anyone who goes to a new unit or department has a process of familiarity and adaptation.
3. Understand the company's employment policy, keep consistent with the training supervisor's caliber, and avoid making new employees feel at a loss.
4. Those who are capable can undertake certain lecture tasks.
Trainers should do the following:
Edit this paragraph
1, according to the teaching materials designated by the company, most of the teaching materials are based on the company's written system, norms and processes. You need to get the approval of the training supervisor before class.
2. Understand the positions to be assigned to freshmen and adjust the lecture cases in a targeted manner.
3. Prepare examination questions for lectures, participate in invigilation and be responsible for marking and grading.
4. Trainers should be experts as much as possible. For example, the promotion skills can be completely served by gold medal employees. However, the first-time trainer must pass the trial.
Enterprise training should establish a complete system.
Edit this paragraph
1. Build enterprise training system around enterprise development goals. No enterprise can only have a single training session for new employees. In time, there should be a talent training plan for one year, two years, three to five years or even ten years; Formally, there should be pre-job training (induction training), on-the-job training, off-job internal training and off-job external training (which can be divided into short-term training and long-term training); In content, there are corporate culture training, safety (fire fighting) training, crisis awareness education, professional skills training, management skills training, emotional intelligence training and so on.
2. Establish a teaching material system that meets the characteristics of enterprises. Trainers should not be allowed to play freely. The basic positions of different trainers must be consistent, and there can be no conflict of views.
3. Establish your own coaching team. Even if we want to hire external lecturers, we must ensure that they agree with the corporate culture and their personal values cannot conflict with the company.
4. Establish the training files of this enterprise, including teaching materials, audio, films, CDs, student papers, training effect evaluation records, etc. 5. All employees of the enterprise must be included in the training object, and different contents of training should be conducted in different periods.
6. Do a good job in training internal trainers. All managers in an enterprise should become professional trainers.
Personalized Suggestions to Minister Wang
Edit this paragraph
1. Try to make all members of the enterprise support the training of new employees. Of course, establishing a good training system is the best way, but it takes a process and a period of time. At present, your personal efforts and the support of the person in charge of the enterprise are very important.
2. The lecturers who assist in training and the post supervisors assigned to new employees are the most needed forces in front of you. You must train them first, and everyone should be consistent not only in their caliber but also in their actions. Specifically, your concern for new employees cannot be divorced from the policy bottom line that enterprises can bear. You can't care too much about new employees. If the supervisors of new employees generally can't keep up with your thoughtfulness, there will be a strong contrast after the new employees join the company, and the consequence is that the new employees will leave soon.
As a teacher, you are saturated with too much maternal feelings for new employees, so you must adapt to your job role immediately. You are the director of recruitment and training in the human resources department. After employees enter the company, they mainly work under the constraints of the system, not under the care of the supervisor. What's more, the post-80 s and post-90 s are very independent, and the most annoying thing is mom's nagging. All managers must realize this, and they must change their working methods and adjust their roles.
4, to give full play to the role of the team, in front of the team, any individual is small.
All the training of commercial retail enterprises can be summed up in one point: to cultivate all employees into a generous person. When colleagues make progress, you should applaud generously, don't be stingy with your applause; When customers come, you should smile generously, don't be stingy with your smiling face. With good interpersonal relationships, work will become enjoyment; Everyone has a healthy mind and a bright smile, and they will be crowded with customers every day.
Clarify the probation period and salary.
Edit this paragraph
As new employees, these two things should be their greatest concern when they enter Si Qian. If the answer we give is flexible, it may make them feel that the content of human factors is too high, and their trust in the enterprise will have a certain crisis. Therefore, we believe that when talking about the treatment of new employees, we should try our best to give a positive answer. Judging from the current labor contract law, half a year is the longest probation period, but judging from the current use situation, few companies adopt half a year probation period. With reference to the new labor contract law to be passed soon, only positions with high technical requirements, such as technology research and development, use a six-month probation period. In most cases, a three-month probation period is easier for everyone to accept. So we suggest that when we talk to them about this issue, we can also give them a three-month probation standard. In terms of salary, I don't need to say more here because the company has clear regulations on probation employees.
Within the scope of application, we consider:
Edit this paragraph
In this plan, it should mainly be fresh graduates from universities and technical secondary schools or people with technical secondary school education or above and one year's work experience. Why choose this group of people? Because most of them have just entered the society, the society is still strange to them, and their views on things are relatively simple. Such people are like a blank sheet of paper, waiting for development and guidance. Moreover, they are more likely to accept the culture and ideas of enterprises and form a more universal value recognition. As an enterprise, we should also give them opportunities to get a better training platform, which is also a gesture and performance of the enterprise's responsibility to employees and society.
Build a new employee control system that is easy to manage and operate.
Edit this paragraph
Our new employees are often regarded as "firefighters", which makes people feel that the use cost is too high and cruel, and it is easy to produce rebellious emotions, so it is more likely to choose to escape. We want to know whether the workshop can analyze them from the perspective of empathy when assigning their work. Because many people just graduated from school and can't adapt to high-intensity labor immediately, the use should be a step-by-step process. The night shift system is not recommended to them for the time being. I hope they will be familiar with the team, environment and technology before adopting it. Therefore, the work arrangement should pay more attention to order and reasonable coordination. In addition, it is necessary to ensure that the supervisor guides and supervises them. Everything is new to new employees when they enter the company. They are eager to get in touch with new things, but they can't find the right channels, so sometimes they even feel at a loss. Therefore, it is necessary to choose a suitable supervisor for them and guide them reasonably. Considering that the overall quality of our workshop operators needs to be strengthened, it may not be appropriate to choose them as supervisors in a sense. So, can our workshop manager hold this position at the same time? It should be said that the number of such new employees coming to the company each time is not large, and the operation difficulty coefficient is still relatively moderate. At the same time, our office should keep track of their situation and know their status in time.
We should know more clearly the real thoughts of new employees and their inner world.
Edit this paragraph
As newcomers, they really want to get the attention of others, and we have the obligation to help them as much as possible and increase the channels of communication with them. Therefore, we consider keeping a diary for new employees to express their thoughts. In an unfamiliar environment, written expression is often more fluent than oral expression. In order to ensure the authenticity of the contents of the log, it is suggested that our office be the direct undertaker of the log, and the valuable information in the log can also be fed back to the relevant departments in time. Through the means of logging, we may better understand some shortcomings in our work, and also facilitate our communication and understanding with new employees.
Continue to do a good job in training new employees.
Edit this paragraph
We can learn from the training mechanism of some big companies. The time for most companies to choose new employees for training is generally: the day when new employees join the company. This training opportunity is suitable in theory and practice. However, such a mechanism may not be in line with our reality. We know that the previous practice generally required relatively concentrated personnel. If we take this approach, we may waste a lot of manpower, material resources and financial resources. Because we can't guarantee that our new employees can enter the company in scale and quantity, in most cases, there is only one person, two people or several people. Therefore, the training opportunities for our new employees may choose a relatively concentrated time, for example, when such employees enter the company and reach a certain number (generally ten people are a training unit). Our training content for new employees should focus on corporate culture, rules and regulations, safety education and other modules, so that new employees can learn more about the history and culture of our company and strive to form universal value recognition to the greatest extent. At the same time, we are still looking forward to inviting our company's executives to this training activity, hoping that the executives can cheer up the new employees. Because if these employees cultivate their own ideals, they are likely to become the backbone of various positions in the company in the future, and let them get in touch with the determination and strategic planning of the company's top management earlier, which can greatly strengthen their beliefs. In addition, the arrival of the company's top management can also provide a lot of guidance for our training work, and will also bring us a lot of useful help in future training.
Establish a practical follow-up system.
Edit this paragraph
This system should be used when new employees meet our employment conditions and become regular employees of the company after completing the probation period. We imagine that the purpose of establishing such a system should be to pay more attention to such employees in order to better understand their working conditions. This tracking method should mainly include employee training (or follow-up education) and skill mastery, and we should master and record the information of each training and skill learning. When this kind of work develops to a certain stage, we may have to establish a database for them to reflect their personality derivative development in the company. The advantage of this method is that we can grasp the first-hand information at any time, and such information can also provide more detailed reference for our future employee appointment work.
Seventh, make a reasonable career plan for new employees. We suggest that this kind of planning work should be carried out after the new employees become regular employees. After the probation period, their character, ability and quality can be reflected to a certain extent. At this time, we need to find a breakthrough point according to their various characteristics and design their career plans in time. This design mainly considers that employees can find their own development direction through career planning, and also helps employees to put their passion into their work. However, while planning, we also need to leave some space for the design. We shouldn't talk too much. If his direction deviates, it will easily lead to many negative factors, which is not conducive to our work.
It is necessary to constantly train new employees.
Edit this paragraph
The training of new employees needs to be continuous, step by step, and constantly innovate, so that new employees can gradually master their working knowledge from shallow to deep until they are proficient and competent. Training new employees according to the above methods will definitely give you a unique training effect.
First, the monthly assessment.
Every month, the team leader will communicate with all managers, and the team leader will take the performance appraisal form for assessment. However, before filling in the form, if the management team has any opinions on the evaluation, they can negotiate with the manager first and communicate in two directions, but the purpose is limited to establishing the same values and counseling. The team leader will not modify the assessment results because of the employees' answers.
After a monthly assessment and individual conversations afterwards, colleagues in the management team can feel the degree of concern, thus stimulating their willingness to work and working hard for the next assessment.
Second, adopt diversified communication methods.
All employees in the mall have three main ways of communication:
(1) Meeting: The meeting is divided into 1. Attend the plenary session; 2. Management team meeting; 3. Team leadership meeting; 4. The receptionist will meet; 5. Training of trainers meeting; 6. Group meetings.
(2) temporary forum.
(3) Use bulletin boards.
Generally speaking, communication is face to face. In addition to performance evaluation, communication methods are often used for training and consultation. McDonald's stores also have various notebooks, such as waiter contact book, manager contact book, trainer contact book and so on. , can be used to write down business points at any time, and can also pass information to each other.
First of all, we can't deny the basic literacy of millions of college graduates every year, and we can't deny that there is no problem with the average intelligence level of China people, which is recognized as the smartest race in the world. Secondly, these students have experienced a brutal competition for the college entrance examination, and everyone has been assigned to different levels of grids-various schools and various majors. At the same time, I received systematic theoretical education according to China's educational system-despite the shortcomings of outdated educational concepts, outdated teaching materials, backward educational methods and lack of practical training. However, these people have basically mastered a set of modern knowledge and thinking methods. Then, due to the way of education in universities, most of them have strong self-study ability and have the potential to work independently to some extent. However, in the actual process, these people still can't undertake the work independently in the work unit, and it is common. Analysis of shortcomings So, what are we missing? First, lack of professionalism. In other words, the millions and tens of millions of college graduates we see now are basically professional "raw materials" and a blank sheet of paper that needs professional "formatting". The graduates I received, even those from Peking University and Tsinghua, couldn't even write a summary of the meeting in the first month, let alone a simple project plan. When communicating with people, it is often impossible to make things clear in clear, simple and professional language. Second, lack of professionalism. Few people consciously insist on working overtime to solve the problem without finishing the work that day, so as not to put it off until the next day. If you remind them, they will often ask you innocently: Do you have overtime pay? Makes you want to cry. Third, there is a lack of practical spirit from small things. I have recruited many engineering students who graduated from famous universities in China. When I first came, I assigned them to pinch the network cable, pull the telephone line, or help my colleagues install the machine. They are often either unwilling to deal with it or muttering: I am XXX, not a coolie … and so on. At this time, I often pick up the tools and start working immediately, or pick up the machine and leave. Sometimes I just drill under the table to clean the network cable. Under such circumstances, they are unwilling to do it. And really let them touch, I found that nine times out of ten, they are all tired and their hands are shaking.
Coping strategy
Edit this paragraph
First, help new employees to analyze their personal development ideas and determine their personal development direction in combination with the tasks and needs of the post. This is what new employees are most concerned about.
Second, make a feasible training plan to help them transition from ABC stage as soon as possible, and combine with the company's knowledge management system to help them adapt to their work as soon as possible and build their self-confidence.
Third, give them very clear stage work indicators and learning goals, and the principle is simple and clear. Fourth, no matter how highly educated or experienced, we should go through all levels of skills one by one according to the requirements of the post, so that everyone can clearly know their own advantages and disadvantages and be aware of them. Five, every employee should be "multi-functional"-require every employee, no matter what position, to master a professional skill, but also to learn a skill from other colleagues. Solution: do, write and speak. These three things should be cultivated step by step. The first is to be able to do it, that is, to be able to solve problems by hands, to have excellent skills, to solve most problems in daily work, and to become a technical backbone. Then, when writing, you must be proficient in the writing skills of the morning letter and skillfully use simple and clear language to explain daily affairs. In principle, business reports should not exceed 5 pages. Believe in the principle of "simplicity is beauty", but simplicity is not rude and coping. Finally, an employee should not only have the ability to write, but also have the ability to guide others. He should speak his own ideas and methods in public, let others know, spread knowledge and educate everyone. I hope my answer can help you.