New employee training plan model

In order to make new employees adapt to the company's work in a short time, the company usually draws up relevant training plans. The following is the "model of new employee training plan" compiled by me for you, for reference only, and you are welcome to read it. Model scheme of new employee training plan (I)

The competition of enterprises is rooted in the competition of talents, and talents adapted to social development come from employees who understand lifelong training from "never too old to learn". Recognizing the importance of training does not mean that we can do a good job in training, because the completion of training depends on the training program. A good training plan doesn't have to have a good training effect, but a good training effect requires a good training plan. This paper analyzes the importance of training and training plan design, determines the training objectives through training demand analysis, and analyzes other components of the training plan with the training objectives as the guide, pointing out what aspects should be studied when designing the training plan, selecting the best one according to the specific situation, determining a preliminary plan, and then evaluating and modifying the training plan, and finally formulating one.

1. the purpose of making the training plan for new employees

1. to provide correct and relevant company and job information for new employees and encourage their morale.

2. Let the new employee know what the company can offer him and what the company expects of him.

3. Let new employees know about the company's history, policies and corporate culture, and provide a platform for discussion.

4. Reduce the nervousness of new employees when they first enter the company, and make them adapt to the company more quickly.

5. Let the new employees feel the welcome of the company and feel the sense of belonging.

6. Make new employees understand the responsibilities of self-work and strengthen the relationship between colleagues.

7. Train new employees in problem-solving skills and provide ways to seek help.

The comprehensive purpose is to make the new employees of the enterprise integrate into the working environment and enter the working state more quickly.

second, the training program for new employees

1. When the number of people, educational level and age structure are relatively concentrated, the human resources department of the company and the heads of various departments will be trained and assessed. (on a regular basis: once every three months)

2. When the number of people is small and scattered, the specific employing department is responsible for training, and the training results are confirmed by the written form of the unit and employees. (irregular training)

III. Training materials

1. Pre-job training of the company-the human resources department prepares training materials. Mainly to welcome the new employees; According to the characteristics of the company's industry, organizational structure, nature of work, relevant rules and regulations and the basic quality of the company's service industry, prepare a manual or explain it by a special person; Designate the manager or team leader of the new employee's work department as the tutor for the new employee's personal study; Answer questions raised by new employees.

2. On-the-job training of the department-the actual work department of the new employee is responsible.

introduce new employees to the employees of the department; Visit the work department; Introduce the department's environment and working data, and special regulations within the department; Explain the job responsibilities, work flow and work treatment of new employees, and designate a senior old employee to take new employees; Within one week, the department heads exchange views with the new employees, reaffirm their job responsibilities, point out the problems in the work of the new employees and answer their questions; Evaluate the performance of new employees in one week and put forward some specific requirements for new employees' next work.

3. overall training of the company: the human resources department is responsible for distributing the Employee Training Manual from time to time (briefly describing the company's history and present situation, describing the company's geographical location and traffic scene; Corporate culture and business philosophy of the company; The organizational structure and main leaders of the company, the introduction of the functions of various departments of the company, the main service targets, service data, service quality standards, etc.; Relevant policies and benefits of the company, relevant rules and regulations of the company, and channels for adopting rationalization proposals of employees; Answer questions raised by new employees. )

IV. Training Feedback and Assessment

1. The training materials produced by the Human Resources Department must be reviewed by the general manager office of the company and submitted to the Human Resources Department for archiving. The training conducted by the Human Resources Department → departments should be conducted under the guidance of general manager office of the company. Every time the Human Resources Department trains a group of new employees, it must complete a set of "new employee training" forms, and the training of departments → Human Resources Department should be closely linked, so that there is no gap in training.

2. The training implementation process should be serious and strict to ensure the quality, and all training materials should be preserved, and constantly revised and improved during the implementation process.

3. After the training results are spot-checked by the Human Resources Department, they will be reported to the company general manager office, and general manager office will summarize and give feedback to the Human Resources Department once every three months on the training scenarios of the Human Resources Department and the new employees.

V. Implementation of new employee training

1. Convene all departments to be responsible for training personnel, solicit opinions from participants on the implementation plan of new employee training of the company, and improve the training plan.

2. The company will come up with targeted training materials as soon as possible and finalize the training candidates.

3. The company publicized the "New Employee Training Scheme" in various forms to let all employees know about this new employee training system and publicize the significance of training new employees.

4. All new employees must be trained in the company once before they formally take up their posts (see the pre-job training of the Human Resources Department for training materials); Then go to the specific work department for training (see departmental job training for training materials); The company can implement the corresponding training materials and time according to the basic situation of new employees. In general, the training time is 1-3 days; According to the number of new employees, the overall new employee training should be carried out irregularly, and the overall training time should be one week. The qualified training list should be reported to the human resources department of the company. 　

? 5. The company will implement the new employee training program from the selected date. Model training plan for new employees (II)

1. Training purpose.

(1) let new employees know about the company's history, policies, job information, corporate culture and vision, and encourage the morale of new employees.

(2) Help new employees adapt to the company more quickly and make them feel a sense of belonging.

(3) Let new employees know their own responsibilities and strengthen the relationship between colleagues.

(4) training new employees in problem-solving skills and providing ways to seek help.

2. Training materials.

(1) Pre-service training (department manager is responsible).

1) the human resources department is responsible for sending welcome letters to new employees.

2) let other employees in the department know about the arrival of new employees.

3) prepare the office space, office supplies and internal training materials for new employees.

4) appoint a senior employee as the mentor of the new employee and assign the new employee the first task.

(2) department on-the-job training (department manager is responsible).

1) On the first day.

report to the human resources department for orientation training for new employees (the human resources department is responsible for it).

the department manager welcomes new employees on behalf of all employees in the department.

new employees and old employees get to know each other and visit the company.

understand the structure and function of the department, as well as the special regulations within the department.

define the job and responsibility requirements.

get the first job assignment.

Go to the company restaurant for the first lunch with the old employees.

2) On the fifth day.

evaluate the performance of new employees in one week and define some short-term performance goals.

specify the time of the next performance appraisal.

3) One month after joining the company:

The department manager interviews the new employees, discusses their performance in the past month, and fills in the evaluation form.

4) Three months after arrival:

The HR manager and the department manager discuss the performance of new employees together, judge whether they are suitable for the current position, fill in the probation assessment form, and talk with new employees about the performance of probation assessment, informing them of the company's performance assessment requirements and system.

(3) overall training of the company: (HR department is responsible-irregularly).

explain the company's organizational structure, main business, functions of various departments, history and vision, policies and welfare, performance appraisal system, etc.

distribute overall training materials and answer questions raised by new employees.

3. Training feedback and assessment.

(1) On-the-spot evaluation form of the company's overall training (training day).

(2) the company's overall training assessment form (training day).

(3) On-the-job training feedback form (within one week after arrival).

(4) Performance evaluation form during probation period (one month after arrival).

(5) Performance appraisal form for probation period (three months after arrival).

4. Training materials for new employees.

(1) training instructions for new employees.

(2) the overall training materials of the company.

(3) teaching materials for internal training of various departments.

5. Training project implementation plan.

(1) Publicize the "New Employee Training Scheme" within the company in various forms, so that all employees can understand the new employee training system and the company's emphasis on new employee training.

(2) Each department recommends and trains its own trainers.

(3) distribute the information of "new employee training implementation plan" to all departments.

(4) According to the number of new employees, the company carries out overall new employee training from time to time.

(5) Conduct functional training among departments throughout the company.

(6) new employees must complete the new employee training form. Model training plan for new employees (3)

1. Purpose of induction training

1. Make new employees have an all-round understanding of the company, know and identify with the company's career and corporate culture, strengthen their career choices, and understand and accept the company's language and code of conduct;

2. Make new employees clear about their job responsibilities, tasks and objectives, master work essentials, work procedures and methods, and enter the post role as soon as possible.

3. Help new employees adapt to work groups and norms; Encourage new employees to form a positive attitude.

second, the training target

? All new employees of the company

III. Training period

The induction training period for new employees is 1 month, including 2-3 days of intensive off-the-job training and later on-the-job guidance training. Human resources determine the training date according to the specific situation.

iv. Training methods

Off-the-job training: The training plan and scheme are formulated by human resources and organized and implemented in the form of centralized teaching.

? 2. On-the-job training: The person in charge of the new employee's department compares and evaluates his existing skills with the skills required by the job, finds out the gap, and determines the training direction of the employee, and appoints a special person to implement training guidance, and the human resources department tracks and monitors it. Daily work guidance and one-on-one counseling can be adopted.

V. Contents of induction training

1. General situation of the company (company history, background, business philosophy, vision, mission and values).

2. Organization chart.

3. Overview of the industry in which the organization is located.

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

5. Performance evaluation or performance management system, that is, the way of performance evaluation, when and by whom, and the overall performance expectation 6. Salary system: payday, how to pay.

7. Labor contract, welfare and social insurance, etc.

8. Position or job description and specific job specifications.

9. employee physical examination schedule and physical examination items.

1. Career development information (such as potential promotion opportunities, career paths, and how to obtain career resource information).

11. Employee handbook, policies, procedures and financial information.

12. Access to company access cards and badges, keys, e-mail accounts, computer passwords, telephones, parking spaces, office supplies, etc.

13. Familiarity of internal personnel (superiors, subordinates and colleagues of this department; Heads of other departments, main cooperative colleagues).

14. dress code.

15. Official etiquette, code of conduct, business secrets and professional ethics.

16. Activities outside work (such as sports teams and special events).

VII. Training assessment

Training assessment is divided into two parts: written assessment and application assessment. Off-the-job training is mainly written assessment, and on-the-job training is mainly application assessment, each accounting for 5% of the total assessment results. Written examination questions are provided by the teachers, and the human resources department uniformly prints the examination papers; Application assessment examines the application of training knowledge or skills and the improvement of performance behavior of trained employees in practical work by means of observation and testing, which is appraised by the leaders of their departments, colleagues and human resources department.

VIII. Effect evaluation

Through direct communication with trainees, teachers and department heads of training, the Human Resources Department and the new employee's department have formulated a series of written questionnaires to follow up after training, so as to gradually reduce the deviation of training direction and content and improve training methods, so as to make the training more effective and achieve the expected goals.

IX. Training workflow

1. The Human Resources Department coordinates the entry index and entry time according to the manpower demand plan of each department, determines the training time according to the scale of new employees, and draws up specific training plans; And 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 relevant departments to organize and manage the whole training process, including funding application, personnel coordination and organization, venue arrangement, course adjustment and progress promotion, monitoring and ensuring training quality, and evaluation of training effect.

3. The Human Resources Department is responsible for conducting feedback survey on the trainees at the end of each training session, filling in the Feedback Form for Induction Training for New Employees, and giving suggestions for improvement of the course and the instructors within seven days according to the trainees' opinions, and summarizing the feedback form for the instructors' reference;

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

5. The Human Resources Department shall submit the summary and analysis report of this period of training within one week after the centralized off-job training for new employees, and submit it to the President for review;

6. After the centralized off-the-job training, new employees will be assigned to relevant departments to receive induction training (on-the-job training), and the heads of each department will designate instructors to implement the training, and at the end of the training, fill in the Record Form of On-the-job Training for New Employees and report it to the Human Resources and Knowledge Management Department;

7. during the induction training for new employees, the human resources and knowledge management department should assign special personnel to carry out follow-up guidance and monitoring from time to time, and examine the trainees' application of training knowledge and skills in practical work and the improvement of their behavior through a series of observation and testing methods, so that comprehensive, statistical and analytical training will bring to the business growth of enterprises.