2021 Employee Training Plan Template

After new employees join the company, the company usually provides training so that they can make full use of their abilities more quickly. Below is the 2021 employee training plan template I compiled for you. I hope it will be helpful to you. Welcome everyone to read and study!

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New employee training plan sample document

3 sample essays on employee training plans

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A summary of 5 sample essays on training plans

Training A collection of 5 selected plan templates

2021 employee training plan template 1

The importance of new employee training

New employee training, also known as Onboarding training is the process by which an enterprise transforms the employees it hires from social people into corporate people. It is also the process by which employees integrate from outside the organization into the organization or team and become members of the team. Employees gradually become familiar with and adapt to the organizational environment and culture, clarify their role positioning, plan their career development, and continuously develop their talents, thereby promoting the development of the enterprise. For enterprises, the corporate values ??and management methods that new employees feel during this period will directly affect their attitude, performance and behavior at work in the future. Successful new employee training can play a role in transmitting corporate values ??and core concepts and shaping employee behavior. It builds a bridge of communication and understanding between new employees and the company and other employees within the company, and helps new employees quickly adapt to the company. environment and develop positive interactions with other team members.

The purpose of training for new employees

The basic purpose of new employee training is to let new employees understand the basic background of the company, that is, to understand the company’s history, culture, strategic development goals, organization structure and management methods, understand the work processes and institutional norms, help employees clarify their work responsibilities, procedures, and standards, and give them a preliminary understanding of the attitudes, norms, values, and behavior patterns expected by the company and its departments, so as to Help employees adapt to the environment and new jobs faster, enter their roles faster, and improve work performance. At the same time, training is provided to help new employees establish good interpersonal relationships and enhance their team awareness and cooperation spirit.

Contents of the three new employee trainings

1. Common sense training refers to educating employees on the company’s development history, corporate culture, management philosophy, organizational structure, development scale, and prospect planning. Product services and market conditions, business processes, relevant systems and policies, and professional ethics education are introduced, explained and trained so that employees can fully understand and understand the company, deepen their understanding and inspire employees' sense of mission.

2. Professional training mainly includes: introducing department structure, department responsibilities, management standards, training basic professional knowledge and skills, teaching work procedures and methods, introducing key performance indicators, etc. During this process, the department head should explain the specific requirements of job responsibilities to new employees, demonstrate behavior if necessary, and indicate possible career development directions.

Four things to note when training new employees

1. Before implementation, new employee training must make a detailed plan based on the specific situation of the company and the characteristics of the new employees. Make detailed plans on content, form, time, person in charge, etc., and monitor the execution process.

2. New employee training is not a matter for the human resources department. Regarding the departments and personnel responsible for training new employees, it is necessary to clearly define the division of responsibilities among the human resources department, senior managers, heads of departments where the positions are located, and heads of relevant departments, and ensure that each position and department assumes its respective responsibilities.

3. In order to ensure the actual effect, records and archiving and effect evaluation should be carried out in a timely manner after the new employee training is implemented.

"A good start is half the battle!" The growth of new employees in the initial stage of entering the company is very important to both individual employees and the company. The success of new employee training cannot be separated from the careful planning of every detail. Successful new employee training is an important part of human resources management. It is a solid step for employees to smoothly integrate into the enterprise and choose long-term development!

The company's employee training plan should closely focus on the company's operations and production The development strategic goals are based on the great talent concept and the great training pattern as the guiding ideology; with the focus on serving construction, production and operation, and the purpose of comprehensively improving the quality of employees; with the purpose of continuously improving the core competitiveness of the enterprise and ensuring the sustainable development of the enterprise's operations and production, Expand training channels and launch a comprehensive training project. In order to create a high-quality and highly-skilled workforce, we will conduct annual employee training plans.

2021 Employee Training Plan Template 2

In conjunction with August, the company has a large number of new employee positions. In order to enable new employees to effectively participate in the next stage of the company’s work, the General Department will Based on the company's system, induction training for new employees will be carried out in August.

1. The main idea of ??the training:

Based on the principle of being in line with the company's actual situation, improving the tacit understanding between employees and the company, and enabling new employees to calmly carry out the work they are about to participate in, determine The content of this training includes the following aspects:

(1) Military training, lasting 3 days

The purpose is to cultivate the hard-working spirit and simple and thrifty style of the newcomers and a sense of teamwork. Military training takes into account the current actual situation of our city's Olympic regulations. The time and location of military training will be separately announced. During military training, military training will be the main focus. At the same time, this time should be used to carry out various activities to enrich life and dilute the boringness of military training. feel. For example, speech contests, debates, small parties, etc. can be carried out based on the actual situation of the company. This can not only strengthen the familiarity and communication between new employees, but also discover some outstanding talents for the company.

(2) Cognitive training, the training time is 2 days, and discussions and exchanges are arranged. After the cognitive training, a cognitive test is conducted in the form of an assessment to strengthen the memory and understanding of the company's basic knowledge in employees' minds.

Cognitive training mainly includes company overview, introduction of main managers of the company, company system, employee code, corporate culture promotion, etc. The learning method is centralized training and is provided by the company’s managers and human resources department. Lecture. Cognitive training is mainly to help new employees understand the company comprehensively and accurately, so as to find their position in the company as soon as possible.

(3) Vocational training, 1 day

Vocational training is to enable new employees to complete role transformation and become a professional staff member. The content mainly includes: social etiquette, interpersonal relationships, mentality and emotional control, teamwork skills, etc. The training method is centralized training. In terms of form, centralized teaching is the main method. At the end of the vocational training, assessment is conducted in the form of a team, such as Or give a speech, etc.

(4) Skills training, lasting 3 to 4 days

Skills training is mainly professional skills training based on the job positions that new employees will take up, and is divided into It is carried out in two forms, one is centralized training, mainly for sales personnel, and the second is decentralized training, which is mainly based on skilled old employees providing guidance to newcomers in corresponding positions, and is carried out in the form of internships.

(5) Welcome party for new employees, time is 4:30-7:00 in the evening

It is composed of the person in charge, outstanding employees and outstanding programs of previous employees, with the purpose of To enhance the relationship with new employees and express the company's welcome to them.

2021 Employee Training Plan Template 3

1. Training Objectives

1. Increase knowledge: Salespersons are responsible for communicating product information with customers and collecting market information Intelligence and other tasks, therefore, must have a certain level of knowledge, which is the main goal of training.

2. Improve skills: Skills are the salesperson’s ability to use knowledge for practical operations. For salespersons, improving skills is not only about having certain sales abilities, such as product introduction, demonstration, and negotiation. Improvement of skills in , transaction and other aspects, also includes the ability of market research and analysis, the ability to provide sales assistance to dealers, the ability to communicate information with customers, etc.

3. Strengthen attitude: Attitude is the business philosophy, values ??and cultural environment formed by the company over a long period of time. Through training, the company's cultural concepts can penetrate into the salesperson's ideology, making the salesperson love it Enterprise, love sales work, and always maintain a high enthusiasm for work.

2. The person in charge of the training, trainers, trainers, instructors and internal sales staff with rich experience and high performance

3. The training targets are engaged in sales work and have a certain understanding of sales work. Grass-roots sales staff who know or are familiar with sales work

4. Training content

1. Sales skills and sales skills training: generally include sales skills (listening skills, expression in sales) skills, time management, etc.), negotiation skills, such as identification of key customers, identification of potential customers, preparations before visiting, methods of approaching customers, methods of displaying and introducing products, customer service, handling customer objections such as objections, closing deals and Follow-up work, market sales forecast, etc.

2. Product knowledge: It is one of the most important contents in sales staff training. Products are the link between enterprises and customers, and sales staff must be very familiar with product knowledge, especially the products they sell. For high-tech products or high-tech industries, training product knowledge is an essential part of the training program. Specific content includes: all product lines, brands, product attributes, uses, variability, materials used, packaging, causes of damage and simple maintenance and repair methods of the company, etc. It also includes understanding the price, structure, function and performance of competing products. Compatibility and other aspects of knowledge.

3. Market and industry knowledge: Understand the relationship between the company's industry and the macroeconomy, such as the impact of economic fluctuations on customer purchasing behavior, the different purchasing patterns and characteristics of customers during economic ups and downs, and How to adjust sales skills in a timely manner as the macroeconomic environment changes, etc. At the same time, understand the purchasing policies, purchasing patterns, habits and preferences and service requirements of different types of customers.

4. Competitive knowledge: Through comparison with peers and competitors, discover the company's own strengths and weaknesses and improve the company's competitiveness. Specifically, it includes: understanding competitors' products, customer policies and services, and comparing the advantages and disadvantages of the company and its competitors in the competition.

5. Corporate knowledge: Through a full understanding of the company, the sales staff's loyalty to the company is enhanced, and the sales staff are integrated into the corporate culture, so as to effectively carry out customer service work and cultivate customers Loyalty to the business. Specifically include: the history, scale and achievements of the company; corporate policies, such as the company's remuneration system, what behaviors are allowed and prohibited by the company; advertising and product transportation expenses stipulated by the company.

, product payment terms, default conditions, etc.

6. Time and sales area management knowledge: how sales personnel can effectively plan, reduce time waste, and improve work efficiency; the correct use of sales maps, the development and consolidation of sales areas, etc.

5. Training time period

***Six days in total, can be adjusted appropriately according to the situation

6. Training venue

Professional training base, formal training room, equipped with sound system, whiteboard, and whiteboard pen

7. Training methods

1. Lecture method: the most widely used. Very suitable for imparting spoken information. Multiple employees can be trained at the same time, and training costs are low. The disadvantage is that students lack opportunities for practice and feedback.

2. Case study method: provide examples or hypothetical cases for students to study, discover problems from the cases, analyze the causes, and propose solutions to the problems.

3. Audio-visual technology method: use projections, slides and videos for training. Usually used in conjunction with speech or other methods.

4. Role-playing method: Give the trainees a story and let them practice. Give them the opportunity to see things from the other person's perspective, experience different feelings, and modify their attitudes and behaviors accordingly.

5. Outdoor activity training method: Use outdoor activities to develop group collaboration skills and enhance effective group cooperation. However, you need to pay attention to the safety issues of some courses, and the training costs are also higher.

8. Training Budget

2021 Employee Training Plan Template 4

1. Overall Goal

1. Strengthen the company’s senior management Training to enhance operators' business philosophy, broaden their thinking, and enhance their decision-making capabilities, strategic development capabilities, and modern business management capabilities.

2. Strengthen the training of the company's middle managers, improve the overall quality of managers, improve the knowledge structure, and enhance comprehensive management capabilities, innovation capabilities and execution capabilities.

3. Strengthen the training of the company’s professional and technical personnel, improve the technical theoretical level and professional skills, and enhance the capabilities of scientific research and development, technological innovation, and technological transformation.

4. Strengthen the technical level training of the company's operators, continuously improve the business level and operational skills of the operators, and enhance the ability to strictly perform job responsibilities.

5. Strengthen the academic training of company employees, improve the scientific and cultural level of personnel at all levels, and enhance the overall cultural quality of the workforce.

6. Strengthen the training of professional qualifications for managers and industry personnel at all levels, speed up the pace of employment with certificates, and further standardize management.

2. Principles and requirements

1. Adhere to the principle of teaching according to needs and striving for practical results. According to the needs of the company's reform and development and the diverse training needs of employees, we carry out training with rich content and flexible formats at different levels and categories to enhance the pertinence and effectiveness of education and training and ensure the quality of training.

2. Adhere to the principle of giving priority to independent training and supplemented by outsourced training. Integrate training resources, establish and improve a training network with the company training center as the main training base, and nearby colleges and universities as outsourcing training bases. Based on independent training, we should provide basic training and regular training, and provide relevant professional training through outsourcing bases.

3. Adhere to the joint school-running method of "company and school" and the principle of focusing on part-time learning. According to the company's mainstream needs, we jointly run schools with relevant colleges and universities, open advanced courses for associate and undergraduate courses in related majors, organize employees to use weekends and holidays to teach intensively, and combine self-study to complete their studies and obtain academic qualifications.

4. Adhere to the three implementation principles of training personnel, training content, and training time. In 20-20, the cumulative time for senior management personnel to participate in business management training is no less than 30 days; the cumulative time for mid-level cadres and professional and technical personnel to participate in business training is no less than 20 days; the cumulative time for general employees to participate in operational skills training is no less than 30 days.

3. Training content and methods

(1) Company leaders and senior executives

1. Study of major policies and policies of the central, national and government, domestic Analysis of foreign political and economic situations, research and interpretation of relevant national policies and regulations. The training shall be organized uniformly by the superior authorities.

2. Develop strategic thinking, enhance business philosophy, and improve scientific decision-making and business management capabilities. By participating in high-end entrepreneur forums, summits, and annual meetings; visiting and studying at successful domestic and foreign companies; and participating in high-end lectures by senior trainers from well-known domestic and foreign companies.

3. Academic degree training and professional qualification training. Participate in further academic studies or MBA and EMBA studies at Peking University, Tsinghua University and the Party School of the Central and Provincial Party Committees; participate in senior business manager and other professional qualification training.

(2) Middle management cadres

1. Management practical training. Production organization and management, cost management and performance appraisal, human resource management, motivation and communication, leadership art, etc. Invite experts and professors to the company to give centralized lectures; organize relevant personnel to attend special lectures; and receive Times Guanghua courses at the company's training center.

2. Academic qualifications and professional knowledge training. Actively encourage qualified middle-level cadres to participate in university (undergraduate) correspondence courses, self-study exams, or participate in MBA and other master's degree programs; organize business, business management, and accounting professional management cadres to take professional qualification examinations and obtain professional qualification certificates.

3. Strengthen the training of project managers (constructors). This year, the company will make great efforts to organize rotation training for in-service and reserve project managers. The training coverage will strive to reach more than 50, focusing on improving their political literacy, management capabilities, interpersonal communication skills and business capabilities. At the same time, the "Global Vocational Education Online" distance vocational education network was opened to provide employees with a green channel for learning. All units of the company are required to select employees who meet the construction engineer application requirements and have professional development capabilities, organize intensive training, and participate in the social construction engineer examination. The annual net increase in the number of employees should strive to reach more than 10 people.

4. Broaden horizons, expand ideas, master information, and gain experience. Organize middle-level cadres to visit upstream and downstream enterprises and related enterprises in batches to learn about production and operation conditions and learn from successful experiences.

(3) Professional and technical personnel

1. The deputy chief engineers and engineers of each major will give special technical lectures regularly, and build the company's own distance education training base to carry out new processes, Special training on new materials and quality management knowledge to cultivate innovation capabilities and improve research and development levels.

2. Organize professional and technical personnel to study in advanced enterprises in the same industry, learn from advanced experience, and broaden their horizons. It is planned to arrange two groups of personnel to visit the unit during the year.

3. Strengthen the strict management of outbound training personnel. After training, written materials must be submitted to the training center. If necessary, some new knowledge can be learned and promoted within the company.

4. For accounting, economics, statistics and other professionals who need to pass examinations to obtain professional and technical positions, we will improve the passing rate of professional title examinations through planned training and pre-examination tutoring. For professionals in engineering and other fields who have obtained professional and technical positions through review, experts in relevant majors will be hired to give special lectures to improve the technical level of professional and technical personnel through multiple channels.

(4) Basic employee training

1. Factory training for new employees

In 20__, we will continue to provide training to newly recruited employees to strengthen the company’s corporate culture. Laws and regulations, labor discipline, production safety, team spirit, and quality awareness training. Each training year shall not be less than 8 hours; through the implementation of master training apprenticeship, professional skills training for new employees, the contract signing rate of new employees in grassroots units and branches must reach 100. During the probationary period, the results will be assessed in conjunction with performance appraisals. Those who fail the appraisal will be dismissed, and those who excel in the appraisal will be given certain commendations and rewards.

2. Training for transferred employees

It is necessary to continue to educate human resources center personnel on corporate culture, laws and regulations, labor discipline, production safety, team spirit, career selection concepts, company development strategy, and company image. , project progress and other aspects of training, each item shall not be less than 8 hours. At the same time, as the company expands and internal employment channels increase, professional and technical training should be carried out in a timely manner, and the training time should not be less than 20 days.

3. Employee technical level training

The company plans to train 150 new first-level employees, 100 second-level employees, 80 third-level employees, and 20 fourth-level employees. The proportion of mid-level workers and above in technical personnel has reached more than 70%; on the one hand, it continues to popularize and expand the proportion. The focus is on cultivating senior technical personnel. It is planned to train 10 intermediate managers and 20 junior managers. Form a relatively complete skilled talent system. Grassroots units and branches should focus on basic work, focus on training mid-level workers and senior workers, and strive to have mid-level workers and above account for more than 40% of the total technical workers, so as to improve the overall quality of technical management personnel.

4. Accelerate the cultivation of highly skilled talents and the identification of professional skills.

This year, the company will select some of its main business types for rotation training, and timely organize employees who meet the qualifications of technicians and senior technicians at relevant technical schools in the city to conduct intensive training and assessment, and strive to add 30 new technicians and senior technicians. More than one person. Make its structure and total volume more reasonable and gradually meet the requirements of enterprise development. Vocational skills appraisal requires skilled workers under the age of 35 to complete the initial appraisal and evidence collection on the basis of vocational skills training.

5. Strengthen the training of compound and high-level talents.

All departments and grassroots units should actively create conditions to encourage employees to self-study and participate in various organizational trainings to achieve the unification of personal development and corporate training needs. Enable the professional abilities of management personnel to expand and improve in the direction of different management occupations; expand and improve the professional abilities of professional and technical personnel toward related majors and management fields; enable construction workers to master more than two skills and become a composite type with one specialty and multiple abilities talents and high-level talents.

6. Provide good training for project construction personnel.

Carry out safety technology certification and re-certification training for special operations personnel, and strictly implement the regulations on holding certificates for employment.

The project management department of projects under construction must, in accordance with the requirements of the "Trinity" management system standards, do a solid and effective job in training key construction and production operations and special process operators, as well as construction environmental protection, occupational health and safety Emergency plan drills and training to ensure that human resources meet construction and production requirements.

It is necessary to bring the training and supervision of construction contracting engineering team personnel into the management perspective, implement guidance and effective intervention, eliminate hidden dangers, and effectively maintain corporate reputation.

Carry out professional skills competitions to promote the growth of young outstanding talents. The company will select 3-5 major occupations for skills competitions this year, and select and train young outstanding high-skilled talents through professional competitions.

(5) Carry out academic education

1. The company’s training center should jointly run schools with some colleges and universities to offer civil engineering, municipal engineering technology, electrical engineering and mechatronics and other technologies Professional college classes. Through the National Adult College Entrance Examination, company employees who meet the admission requirements will receive planned and centralized training to obtain academic qualifications.

2. Jointly run schools with some colleges and universities to organize correspondence undergraduate courses in municipal construction engineering and electrical and mechanical majors; recommend outstanding middle-level and above managers to study for master's degrees in some colleges and universities. Improve the academic qualifications, business level and decision-making ability of the company's senior executives to better serve the company.

3. Mobilize employees’ enthusiasm for self-study. Provide good services for employees' self-study examinations, help employees register, and provide correspondence information; formulate or adjust reward standards for existing employees' academic qualifications; use academic level as a condition for employment and promotion to administrative and technical positions to increase employees' motivation to learn.

4. Measures and Requirements

(1) Leaders should attach great importance to it, and all grassroots units and business departments should actively participate in cooperation, formulate effective training implementation plans, and implement guidance and The method of combining directives insists on developing the overall quality of employees, establishes a long-term concept and a big-picture concept, and actively builds a "big training pattern" to ensure that the training plan opening rate reaches more than 90%, and the full training rate reaches more than 35%.

(2) Principles and forms of training.

Training is organized in accordance with the hierarchical management and hierarchical training principles of "who manages people and trains them". The company focuses on the promotion training of management leaders, project managers, chief engineers, highly skilled talents and the "Four New"; all departments and grassroots units must closely cooperate with the training center to carry out rotation training of new employees and current employees and the training of comprehensive talents. In terms of training form, it is necessary to combine the actual situation of the enterprise, adapt measures to local conditions and teach students in accordance with their aptitude, combine external training with internal training, combine base training with on-site training, and adopt flexible and diverse forms such as skill drills, technical competitions, and appraisal examinations; in terms of training methods, it is necessary to Methods such as lectures, role plays, cases, seminars, and on-site observations are combined with each other. Choose the best method and format and organize training.

(3) Strengthen the construction and development of training infrastructure. The first is to strengthen joint education with colleges and universities, set up training and internship bases in nearby colleges and universities, and give full play to their training resources and professional expertise, actively integrate and rationally develop them, so that they can play a backbone role in the company's human resources training and development. ; The second is to build its own training base and vocational school functions based on the company's own professional expertise. Choose majors or topics, organize and compile training materials or handouts suitable for the characteristics of the enterprise; third, strengthen the construction of a team of full-time and part-time trainers in the enterprise, and implement paid services of resources.

(4) Ensure the implementation of training funding. We must follow the current national regulations, that is, vocational education funds should be fully withdrawn at 1.5% of the total salary, which shall be controlled and used by the training department and supervised by the financial department, of which 0.5% shall be turned over to the company for unified and coordinated use. It is strictly prohibited to use training funds for other purposes.

(5) Ensure the training effect is real and effective. The first is to increase inspection and guidance efforts and improve the system. The company should establish and improve its own employee training institutions and venues (such as employee universities, vocational and technical schools), and conduct irregular inspections and guidance on all types of training at all levels in the training center; second, establish a commendation and notification system. Commendations and rewards will be given to units and training institutions that have outstanding, solid and effective training results; units that fail to implement training plans and lag behind in employee training will be notified and criticized; third, establish a feedback system for employee training and insist on assessing the training process And the results are linked to my salary and bonus during the training period. Improve employees' awareness of self-training.

(6) Strengthen the service awareness of on-site training for grassroots units, give full play to the subjective initiative of business departments, actively and proactively solve practical problems in training on-site, and implement the annual training plan in a down-to-earth manner .

(7) Company-organized class training and employee outbound training must be organized and implemented in strict accordance with the procedures and requirements of the "Human Resources Management Measures". Each sponsoring department (unit) must do a good job in planning and teaching design before the class starts, and each unit must do a good job in selecting and sending students to ensure the effectiveness of the training quality. Training is an effective way to help employees improve their survivability and job competitiveness. It is the bounden duty of the human resources department to strive to improve employees' learning initiative and build a high-quality team. We must consciously adhere to the company's strategy of building an outstanding enterprise with sustainable competitiveness and attach great importance to the learning and growth of employees. At the same time, if an enterprise wants to remain invincible in the fierce market competition, it must implement the creation of a learning enterprise. , starting from accelerating the development of vocational education and training to improve the overall political and technical quality of the workforce, building the core competitiveness of human resources, and thereby improving the ability of employees to participate in corporate market competition.

Today, with the great development of enterprise reform and development, we are faced with the opportunities and challenges presented by the new era. Only by maintaining the vitality and vitality of employee education and training can we create a team of highly capable, technically sophisticated and professional employees for the enterprise. A high-quality workforce that adapts to the development of the market economy allows them to better utilize their talents and make greater contributions to the development of the enterprise and the progress of society.

Human resources are the first element of enterprise development, but our enterprises always find it difficult to keep up with the talent echelon. Excellent employees are difficult to select, educate, use, and retain? So, how to build an enterprise? Talent cultivation is the key to core competitiveness, and talent cultivation comes from employees constantly improving their professionalism, knowledge and skills through continuous learning and training, and building a high-performance team, so that the enterprise can go from good to great. , an evergreen business!

2021 Employee Training Plan Template 5

1. Training Purpose

In order to enable new employees to clarify their job responsibilities, work tasks and Goal: master work essentials, work processes and methods, adapt to the organizational environment, culture and work needs as soon as possible, help new employees establish good interpersonal relationships through training, and enhance team combat effectiveness, work efficiency and corporate cohesion

2. Training targets new employees

3. Training cycle All new employee training should be completed before the 15th of every month

4. Training content

1. Corporate culture: The company's development history, corporate status and business scope, future prospects, business philosophy and corporate culture, corporate vision, corporate values, and corporate development goals.

2. Personnel management system: attendance system, vacation system, salary and benefit system, career development planning, and personnel-related processes.

3. Financial system: expense reimbursement, reimbursement procedures and related procedures

4. Basic operational knowledge: job responsibilities, business knowledge and skills, business processes, and performance appraisal Methods, external cooperation relationships

5. Training organization arrangements

1. The Human Resources Department shall organize and communicate with the heads of relevant departments to formulate the training time and content, and arrange the training location. , Do a good job in training cost budget control.

2. The Human Resources Department is responsible for the entire training organization process, including lecturer funding, personnel coordination and organization, venue arrangement, course adjustment and progress, training quality monitoring, and training effectiveness assessment and evaluation. Etc.

3. One week after the completion of the new employee’s induction training, the Human Resources Department will collect the heads of the departments where the new employee belongs to evaluate and provide feedback on the effectiveness of the new employee’s training

4. Training organization form implements team management

6. Detailed process of training course arrangement

1. Training process

Personnel Statistics New Employee Onboarding Details - Release of Training Training Notification - Inviting lecturers - Training sign-in - Classroom monitoring - Organizing written tests and lecturer evaluation - Training effect evaluation

2. Training course arrangement

7. Assessment and effect evaluation

After the new employee training is completed, the Human Resources Department will conduct a written assessment based on the students' learning status and feedback the assessment results to their direct leaders and themselves. Those who pass the examination will be assigned to positions in the corresponding business departments for trial positions as agreed before joining the job. For those who fail, the training time will be extended to continue to strengthen the training, and an exam opportunity will be given after the training.

The Human Resources Department will communicate directly with students, lecturers, and employees’ departments, and develop a series of written questionnaires to track and understand after the training, gradually reduce deviations in training direction and content, and improve training methods. , in order to make the training more effective and achieve the expected goals.

After the training, combine the performance and results during the training period to establish a new employee training file

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