5 employee skills training programs

# Planning # Introduction In order to ensure the smooth development of work or things, it is often necessary to prepare a detailed plan in advance, which is the detailed process of solving a problem or a project or a topic. The following is the organized employee skills training scheme, welcome to read!

1. Staff skills training scheme

1. Training objectives

This method is formulated to improve the comprehensive quality of employees, stimulate the enterprising and creative spirit of all employees, enhance their sense of mission and responsibility to the company, and better adapt to market changes and enterprise management requirements.

2. Training plan and management

2.1 The General Department is the competent department of employee training in the company, assisted by the Human Resources Department and the Enterprise Management Department.

2.2 training for all employees of the company should be included in the company's development plan. Before the end of December each year, all departments should submit the training plan for the next year, and fill in the training registration form (Annex I) and report it to the General Department of the head office.

3. Training methods

3.1 The company's employee training is divided into two ways: regular training and irregular training.

3.2 all employees shall arrange at least one week of off-the-job training and study every year.

3.3 the financial, contract and quality management personnel shall receive regular training for not less than 1 days, with emphasis on new laws and regulations and business training.

4. Regular training

Regular training should plan in advance, arrange funds, make good teaching arrangements and arrange the curriculum (Annex II). After each lecture, an examination will be conducted, and a certificate will be issued to those who pass the examination (Annex III). Examination results are recorded in employee files as one of the basis for year-end assessment.

5. irregular training

according to the development needs of the company, irregular business training is carried out among all employees. Irregular training shall be arranged in advance by the General Department according to the special topic and reported to the company manager meeting for discussion and decision. Irregular training can take the form of special topics and arrange learning materials for hot issues.

6. training materials

6.1 the training materials for all employees of the company are selected by the general department according to the training materials and submitted to the company leaders for approval before purchasing. The cost of teaching materials is _ _ _ _ _ _ yuan per person per year.

6.2 the training materials of each department are decided by the department manager, and the funds are controlled within _ _ _ _ _ _ _ _ _.

7. departmental training

according to the needs of their own business, each department and office can also arrange learning materials in combination with their own work. The training plans of all departments and offices shall be reported to the General Department of the Company for the record.

8. Reward

8.1 The company will give a reward of _ _ _ _ _ _ _ yuan to those who have achieved excellent results in the training examination. Exceptionally excellent, can be arranged to field trips or internships.

8.2 those who fail the exam are allowed to take a make-up exam. If the make-up exam is still unqualified, the year-end bonus of _ _ _ _ _ _ _% will be deducted.

9. Training discipline

Unless due to serious illness or approved by the company leader, the personnel who participate in the company training shall not take time off and report to the comprehensive department within the specified time.

1. supplementary provisions

1.1 these measures shall be implemented as of the date of promulgation.

1.2 the modification of these measures shall be decided by the board of directors of the company.

2. Employee skills training program

1. Training purpose

1. Let new employees know about the company's general situation, rules and regulations and organizational structure, so that they can adapt to the working environment more quickly.

2. familiarize new employees with their job responsibilities, work processes, work-related business knowledge and basic qualities that the service industry should possess.

II. Training target

All new employees of the company

III. Training time

The induction training period for new employees is one month, including 2-3 days of intensive off-the-job training and later on-the-job training.

iv. Training methods

1. Off-the-job training: centralized teaching is adopted.

2. On-the-job training: daily work guidance and one-on-one counseling are adopted.

V. Training teachers

Head of administrative personnel department, store manager, assistant store manager, and old employees with special skills in a certain field

VI. Training materials

Company profile, company management system, department management system, job description, cases

VII. Training materials

1. Company profile (history, background, department management system) Organization chart

3. Company benefits (insurance, vacation, leave, etc.)

4. Salary system (payday, payment method)

5. Performance management system

6. Job description and specific work specifications, work skills

7. Familiarity of internal employees (superiors, subordinates, colleagues and cooperation in this department) The administrative personnel department uniformly prints the trainees of the examination. Used in off-the-job training.

2. Application assessment. Through observation and test, the application of training knowledge or skills by trainees in practical work is examined. By the department directly superior, colleagues, administration and personnel department * * * with identification.

IX. Evaluation of training effect

The administrative personnel department and the department where the new employees work have direct communication with trainees, teachers and assistant store managers. Track and understand the trainees' working situations after training, gradually reduce the deviation of training materials, improve training methods, so as to make the training more effective and reach the expected training objectives.

3. Staff skills training scheme

1. Training needs

(1) Learning needs motivation to be efficient, so it is necessary to evaluate the training needs first.

(2) Training should take into account the needs of the company and employees.

(3) The training needs of employees can be known through investigation.

second, the promoter of training planning

(a) employee education and training must be carried out from top to bottom to be effective.

(2) The training plan needs not only the participation and support of senior executives, but also their vigorous promotion, otherwise everything is empty talk.

III. Sources of funds

(1) Education and training is a long-term investment.

(2) The company shall prepare an annual budget to support various trainings.

Fourth, training objectives

(1) Determine the training objectives. Whether the training goal is to meet the requirements of the company or the personal needs of employees, or to cooperate with the new job.

(2) long-term goal or short-term goal.

(3) Training objectives need to be fully understood by trainees.

V. Training period

(1) Regular training (training for new employees, regular training for supervisors, etc.).

(2) irregular training (implementation of new management system, introduction of new products, etc.).

(3) The off-season is a good time for training.

VI. Training methods

(1) Traditional teaching methods.

(2) Discussion methods (case discussion, group debate).

(3) the way the protagonist plays.

(4) The above three methods are applicable to group training, and individual training can participate in seminars outside the enterprise.

VII. Course design

(1) Designed to meet the training needs and reach the training objectives.

(2) It is necessary to fully communicate with the lecturer in advance.

(3) The course should focus on practice and avoid being theoretical and unrealistic.

VIII. External lecturers

(1) Instructors should be fully aware of the trainees and training objectives.

(2) Please write the textbook in advance.

(3) familiarize the lecturer with the teaching place in advance.

IX. Training places

(1) Self-provided or rented out.

(2) precautions such as spacious, quiet and bright.

(3) The platform (height is appropriate), microphone (sound effect) and blackboard are important teaching AIDS.

X. Evaluation of training results

(1) In principle, the training results are evaluated according to the training objectives.

(2) After the training, the trainees should be tested to find out how much they have absorbed.

(3) Observe the growth and work effectiveness of the trainees, so as to evaluate the training results.

Xi. Reward system

(1) Those who have excellent test results will be awarded certificates and bonuses to show their motivation.

(2) The test results are incorporated into the individual performance appraisal.

(3) Those who have achieved excellent personal growth and work results after training will be given priority in salary increase or job adjustment.

4. Staff skills training program

I. Training purpose

New hotel employees are facing the protagonist change from social person to professional person, and need an enterprising professional mentality and standardized professional behavior to meet the protagonist needs of professional people. In order to make the new receptionists adapt to the working environment as soon as possible, be familiar with the working process, enhance their sense of identity and belonging to the enterprise, develop good professionalism, professional image, communication and coordination skills, teamwork skills, and dare to meet challenges, so as to participate in the work protagonist and improve work efficiency and performance, this 12-day training for new receptionists is specially conducted.

second, the training target

the new front desk service staff in this hotel.

iii. training scale

1 people

iv. training materials (see attached table for details)

(i) general knowledge of hotel culture

(ii) general knowledge of hotel business

(iii) business knowledge of front desk positions

(iv) operation flow of front desk

(v) overall practice of front desk < Every day at noon and evening, the trainers and participants will be provided with standard meals and drinking water for 8 yuan meals, and the lecturers will be given an allowance for 5 yuan class hours, which is estimated to be about RMB 2,.

VIII. Training personnel

Old employees in corresponding fields and the minister of reception.

IX. Training methods

PPT explanation, case discussion, mentoring explanation of teachers' training and self-study practice are combined.

X. Evaluation Method

1. Examination: After the receptionist finishes each training course in the curriculum, the trainer will take written and oral tests to give the trainees a stage test.

2. assessment: embody the training concept of "skills as the final result". The assessment team composed of hotels will conduct on-site assessment on receptionists at the training point. The assessment can take the form of on-site operation, oral question and answer, simulation operation and illustration, focusing on checking the receptionist's job skills mastery situation, professional quality and professionalism, and extending the probation period or persuading her to quit depending on her personal situation.

Xi. Training evaluation and feedback

1. Lecturers and HR specialists summarize the problems in the training process and change the training course in time.

2. The training staff should fill in the Feedback Form for New Employee Training after each class and report it to the Human Resources Department.

3. after the training, invite the evaluation team to summarize the training effect.

5. Staff skills training scheme

1. Analysis of training needs-the premise of scheme design

Training experts should adopt various methods and techniques to analyze the necessity, objectives and contents of training. Demand analysis is the premise of determining training plan and the basis of training evaluation. Training needs can be carried out from three aspects:

1. Organizational analysis. According to the vision and mission of the enterprise, determine the requirements for employees to ensure that the design concept of the training program meets the overall goals and strategic requirements of the enterprise.

2, job analysis. If a new employee has a mature job description, he can directly refer to the requirements for employees in the book.

3, gap analysis. It refers to comparing the current level of employees with the requirements of their skills and attitudes in future jobs, studying the gap between them, and determining what kind of training is needed to improve employees' post competence.

2. Make clear the training objectives, and set the general objectives and specific objectives at different levels.

The general training objectives are the design basis of the whole training scheme, which has the characteristics of macro and non-operability. A typical expression is to help new employees understand and be familiar with the general situation of the company through induction training, so as to adapt to the various environments of the enterprise and be competent for new jobs, so that new employees can have an all-round understanding of the company, know and identify with the enterprise's career and corporate culture, strengthen their career choices, and understand and accept the language and code of conduct of the enterprise. The specific goal of the training is to decompose and refine the overall goal, which is operable. It generally includes understanding the culture and business philosophy of the enterprise and being familiar with all kinds of general policies, rules and regulations of the enterprise; Understand the business situation and basic knowledge of products of the enterprise, and know the basic requirements of the post; Can skillfully apply various basic work skills, etc.

Third, follow the training principle

The training principle is the definition of the design concept of this scheme. For example, it is mainly based on on-the-job training, supplemented by off-the-job training, and it grows rapidly in practice; Targeted training for different categories of new employees; The training process is strictly managed and assessed.

iv. define the applicable object of the training program

if this program is suitable for the training of new employees in a company or a department.

V. Setting a reasonable training time

Pre-job training in general companies ranges from 7 to 3 days, while some positions in a few large companies take 2 to 3 months to sell; The training period after arrival is long, lasting about 6 months-1 year.

VI. Selecting the appropriate training responsible department

Pre-service training is arranged by the corporate headquarters, and the responsible department is the Human Resources Department or a special training center; During the on-the-job exercise, the business department of the employee is responsible; If you exercise across departments, several business departments will be responsible for it.

VII. Design training contents

Generally speaking, the contents of induction training for new employees should include training in knowledge, skills and other qualities, which should be consistent with the results of demand analysis and related to the requirements of the job. Knowledge should include the geographical location and working environment of the enterprise, enterprise culture and business philosophy, strategy and development prospect of the enterprise, the logo and origin of the enterprise, the historical stage of the enterprise's development, products and services, etc., and corresponding professional knowledge should be added to the positions with strong professionalism. For example, new technical employees of a company need to learn 1 professional-related books and pass the exam in a short time. Skills should include effective communication, teamwork, time management, meeting management and other general skills. Other qualities mainly refer to the ability to identify with the corporate culture at the level of values. In addition, different training levels have different content focuses. For example, enterprise-level training tends to macro-level such as culture and policy, while departmental training tends to departmental structure, functions, job responsibilities and key performance indicators.

VIII. Choosing an appropriate training method

Training methods usually include teaching method, demonstration method, case method, discussion method, audio-visual method, role-playing method, etc. They have their own characteristics, and should be adopted reasonably according to the needs and possibilities in the induction training for new employees. According to adult learning