3 sample essays on new employee training plans

The enterprise's annual training plan is a systematic arrangement of overall training activities based on the organization's development strategy and based on a comprehensive training needs analysis. This article is a sample new employee training plan that I compiled for everyone, for reference only.

New employee training plan sample one:

1. The purpose of induction training:

1. To enable new employees to have a comprehensive understanding of the company before joining the company Understand, understand and identify with the company's business and corporate culture, be firm in your career choices, understand and accept the company's common language and behavioral norms;

2. Make new employees clear their job responsibilities, Work tasks and goals, master work essentials, work procedures and working methods, and enter the job role as soon as possible.

3. Help new employees adapt to the work group and norms; encourage new employees to develop a positive attitude.

2. Training target:

All new employees of the company

3. Training period:

1 new employee induction training period month, including 2 to 3 days of intensive off-the-job training and later on-the-job guidance training. Human Resources determines training dates on a case-by-case basis.

IV. Training methods:

1. Off-the-job training: Human resources develop training plans and programs and organize their implementation, using centralized teaching. 2. On-the-job training: The head of the new employee's department will compare and evaluate the new employee's existing skills and the skills required by the job to find out the gaps to determine the employee's training direction, and designate a dedicated person to implement training guidance. The Human Resources Department Tracking and monitoring. Daily work guidance and one-to-one tutoring can be used.

5. Training materials

"Employee Handbook", department "Job Instruction Manual", etc.

6. Onboarding training content:

1. Company profile (the company’s history, background, business philosophy, vision, mission, values)

2. Organization Structure chart;

3. Overview of the industry in which the organization operates;

4. Overview of benefit package (such as health insurance, vacation, sick leave, retirement, etc.)

5. Performance evaluation or performance management system, that is, how performance is evaluated, when, who will evaluate it, and overall performance expectations 6. Salary system: payday, how to pay;

7. Labor contract, benefits and social insurance, etc.;

8. Position or job description and specific work specifications;

9. Employee physical examination schedule and physical examination items;

10. Occupation Development information (such as potential promotion opportunities, career pathways, how to obtain career resource information) 11. Employee handbook, policies, procedures, financial information;

12. Company access cards and badges, keys, email addresses Obtaining accounts, computer passwords, telephone numbers, parking spaces, rules for using office supplies, etc.;

13. Familiarity with internal personnel (superiors, subordinates, colleagues of the department; heads of other departments, main collaborators Colleagues) 14. Dress code;

15. Official etiquette, code of conduct, trade secrets, professional ethics

16. Activities outside work (such as sports teams, special projects, etc.).

7. Training assessment:

The assessment during the training period is divided into two parts: written assessment and application assessment. Off-the-job training is mainly based on written assessment, and on-the-job training is mainly based on application assessment, each accounting for the assessment. 50% of the total grade. The written assessment questions are provided by each teaching teacher, and the human resources department prints the examination papers uniformly; the application assessment uses observation tests and other means to examine the trainee's application of training knowledge or skills and improvement of performance behavior in actual work, and is determined by the leader of his or her department , colleagues and the Human Resources Department *** unanimously appraised it.

8. Effect evaluation:

The Human Resources Department and the department where the new employee is located communicate directly with students, teachers, and department training leaders, and develop a series of written questionnaires after training Follow-up and understand, gradually reduce deviations in training direction and content, and improve training methods to make training more effective and achieve expected goals.

9. Training workflow:

1. The Human Resources Department coordinates recruitment indicators and recruitment time according to the manpower demand plan of each department, and determines training based on the size of newly hired employees. time and formulate a specific training plan; fill in the "New Employee Off-the-job Training Plan" and submit it to the Human Resources Center and relevant departments;

2. The Human Resources Department is responsible for coordinating with the relevant departments to complete the entire training process Organization and management work, including fund application, personnel coordination and organization, venue arrangement, course adjustment and progress promotion, monitoring and assurance of training quality, and assessment and evaluation of training effects, etc.;

　3. Human Resources Department Responsible for conducting a feedback survey on the students on the day after each training period, filling out the "New Employee Induction Training Feedback Form", and providing reference suggestions for improvement of the course and the teaching teacher within seven days based on the students' opinions, summarizing the student feedback form and sending it to the teaching teacher for reference ;

4. The teachers will come up with an improvement plan within seven days and fill out the "Teacher Feedback Information Form" and submit it to the Human Resources Department for review;

5. The Human Resources Department will be released from work when new employees are concentrated Within one week after the training, submit a summary analysis report of the training period and submit it to the president for review;

6. After the centralized off-the-job training of new employees, they will be assigned to relevant department positions to receive on-the-job guidance training (on-the-job training). The heads of each department designate instructors to implement the training and fill in the "New Employee On-the-job Training Record Form" at the end of the training and submit it to the Human Resources and Knowledge Management Department;

7. The Human Resources and Knowledge Management Department prepares new employees for During the induction training period, special personnel should be assigned from time to time to implement follow-up guidance

and monitoring, and a series of observation and testing methods should be used to examine the trainees' application of training knowledge and skills and improvement of behavior in actual work. Situation, comprehensive, statistical, and analysis of the impact and return of training on corporate business growth to evaluate training results and adjust training strategies and training methods.

New employee training plan sample two:

1. Training purpose

This plan is one of the new employee induction systems and is designed to help new employees integrate quickly The company's corporate culture establishes a unified corporate value concept and behavior model, understands the company's relevant rules and regulations, cultivates a good work mentality and professional quality, and lays a solid foundation for being competent in the job.

1. Provide new employees with correct and relevant company and job information to enhance the salesperson’s confidence in entering the market.

2. Let new employees understand the company's product knowledge and get into work faster.

3. Let new employees understand the company’s history, policies, and corporate culture, and build confidence and expectations in the company.

4. Let new employees feel welcomed by the company and feel a sense of belonging.

5. Make new employees understand their job responsibilities and strengthen the relationship between colleagues.

6. Improve the salesperson’s ability to solve problems and provide ways to seek help.

2. Responsibilities of training personnel

1. Newcomers must wholeheartedly impart professional knowledge and provide guidance.

2. According to the training time, new employees will be assessed on their performance and skills during the process.

3. Trainers should promptly report the performance of newcomers to the administrative department.

3. New employees

1. Strictly abide by the company's rules and regulations

2. Accept the teachings and arrangements of the trainers humbly and seriously.

3. Strictly implement job operating standards and systems.

4. Submit the work content, work achievements, suggestions and personal opinions of this position to the Administration Department in written form on a weekly and monthly basis.

IV. Details of new salesperson training arrangements

New employee training plan sample three:

1. Objectives

1.1 Achieve agreement Understanding and recognition of company culture, values, and development strategies.

1.2 Master the company’s rules and regulations, job responsibilities, and work essentials.

1.3 Improve the knowledge level of employees and care about their career development.

1.4 Improve employees’ ability to perform their duties and improve work performance.

1.5 Improve work attitude, increase employees’ work enthusiasm, and cultivate team spirit.

2. Responsibilities

Centralized management, overall planning, each implementation department (referring to business, functional departments and subordinate branches) perform their duties, and individual employees actively cooperate and work together* **Manage and complete the training tasks together.

2.1 Responsibilities of the Training Management Center:

2.1.1 Formulate the company’s education and training strategic plan and implementation outline according to the company’s development plan.

2.1.2 Develop employee career development plans, formulate implementation plans, and urge all departments and subsidiaries to implement them.

2.1.3 Based on the company’s annual work plan, various assessment results and training requirements proposed by various departments, analyze training needs and make overall arrangements to form short- and medium-term training plans. Focus on organizing and implementing management cadre training and business backbone training.

2.1.4 Responsible for the development and management of training resources.

2.1.5 According to the company’s training progress, establish and manage training projects and training files that focus on cultivating talents.

2.1.6 Carry out training effectiveness evaluation.

2.2 Responsibilities of each professional department and each subsidiary of the company:

2.2.1 Based on work needs and combined with the needs of employees in this major, this department, and this system, propose training to the training management center According to the requirements, training work is organized and implemented according to the training plan of the training management center.

2.2.2 Responsible for providing the company with relevant professional trainers and teaching materials for this department.

2.3 Individual responsibilities of employees:

Employees have the right to participate in training, and they also have the obligation to accept training and train others. In addition to actively participating in various trainings organized by the company and various departments, employees focus on independent learning in improving professional knowledge, work skills and overall quality. At the same time, they make specific plans for their career development and communicate with their direct leaders and company authorities. implemented under the guidance of

4. Operational regulations for several major trainings

5. Operational rules for induction training, on-the-job training, and job transfer training

5.1 Introduction training: each The first training that new employees receive after entering the company includes general knowledge training and professional knowledge training. General knowledge training is hosted by the Training Management Center (and the administrative departments of each sub-division, the same below); professional knowledge training is hosted by the employing department.

　5.1.1 General knowledge training

① Specific contents include: company management system (working hours, clock-in regulations, leave regulations, absence processing, overtime management, holiday management regulations, salary settlement methods, employee reward and punishment regulations, fire protection knowledge training), corporate culture, company development history and direction, introduction to company leaders, organizational structure and functions of relevant institutions, and introduction to employees’ rights and obligations.

② After these contents are explained, the new employees will discuss with each other or consult the training management center. 5.1.2 Professional skills training

① Training knowledge includes: "Job Description" of the position that the new employee will be engaged in, department functions, relevant work processes of the department, precautions, operating procedures and other business-related knowledge.

② For new recruits who are employed in middle-level positions or above in the company, professional training will be provided by the training management center with relevant materials or training by leaders in charge.

③ The instructor will provide operational guidance to the new employees, and they will gradually become familiar with the work in a step-by-step, step-by-step manner until they are able to operate independently.

④ During the full-month inspection of new employees, the new employees must submit an induction training summary to the department, and the department will forward it to the training management center for filing. At the end of the trial period, further work reports will be required when submitting the application report for regularization. To serve as the basis for regularization assessment.

5.2 Job transfer training

5.2.1 Cadre job transfer induction training: The training targets are those who are already working in the company and are intended to be employed in middle-level and above management positions. The training items include:

① The "Job Description" of the position to be held, department responsibilities, relevant work processes, precautions, operating procedures, systems, etc.

② For training on management concepts, communication skills, leadership skills, decision-making abilities, quality requirements, etc., the president and leaders in charge are generally responsible for the training. If conditions permit, external lecturers or external training will be used.

5.2.2 General employee transfer training, the training procedures refer to 5.1 Professional skills training in induction training

5.3 On-the-job training

In each period throughout the year At different times, according to the needs of the work and the development of the business, training to improve business and skill levels is planned and implemented by the management departments of the training management centers at all levels.

5.3.1 Training management centers at all levels collect training projects through training demand surveys in December of each year. The scope of training includes: leadership and management, finance and decision-making, human resources management, marketing and marketing, Professionalism, problem handling, etc.

5.3.2 After collecting the training projects, conduct a comprehensive analysis, make an annual training plan based on the company's development direction, draw up an annual training schedule, and determine the internal lecturers for each training project, usually the person in charge of the professional business department Give lessons.

5.3.3 According to work needs, arrange specific training projects and training time, and distribute them to various departments and internal lecturers.

5.3.4 After receiving the training plan, each instructor must prepare training handouts one week before the implementation of the training he is responsible for, and submit them to the training management center for management.

5.3.5 Before the training, the training management center will distribute the handouts to the training participants.

5.3.6 After the training is completed, the training management center will issue an "Internal Training Evaluation Form" to conduct a training effect investigation. 5.3.7 After each training, the training management center will update the training profile of each trainee.

5.3.8 The training management center summarizes each training project and submits a summary report to the superior (the administrative department of the subsidiary reports to the general manager and the training management center, and the training management center summarizes and reports to the president) .

6. Training effect evaluation

After the training, the training management center will issue an "Internal Training Evaluation Form" to the trainees who received the training, collect training feedback information, and organize it for the purpose of evaluation. Provide guidance on training work.