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New employee training refers to the training done to promote new employees to integrate into the work faster. Through the training required by the position, new employees can quickly become competent and improve
Work efficiency
And get better
Work performance
Get twice the result with half the effort.
Through new employees
Training manager
More familiar with the new employees, for the future work, management has laid the foundation.
- Chinese name
- New employee training
- Foreign name
- New employee training
- meaning
- Facilitate new employees to integrate into the company environment quickly
- Use environment
- corporation
New employee training refers to providing new employees with the basic background of the enterprise, making employees understand the basic content and methods of the work they are engaged in, making them clear about their duties, procedures and standards, and instilling them with the attitude, norms, values and expectations of the enterprise and its departments
Behavior pattern
And so on to help them adjust smoothly
Enterprise environment
And new jobs to get them into roles as quickly as possible.
I. Introduce the business history, purpose, scale and development prospects of the enterprise, motivate employees to work actively and contribute to the prosperity of the enterprise;
Ii. Introduce the rules and regulations of the company
Job responsibility
So that employees consciously abide by the company's rules and regulations in their work, and all work is handled according to the rules, standards, procedures and systems formulated by the company. Including: salary, bonus, allowance, insurance, leave, medical treatment, promotion and transfer, traffic, accidents, complaints and other personnel regulations; Welfare programs,
Job description
, job description,
Working conditions
, operational norms, performance standards, work evaluation mechanism,
Labor order
And other job requirements.
Third, introduce the internal enterprise
Organizational structure
The power system, the service coordination network and process between various departments, the handling of relevant departments
Feedback mechanism
. Make new employees clear in the enterprise to communicate information, submit suggestions channels, so that new employees understand and familiar with the functions of various departments in order to work in the future
Intermediate energy
Liaise accurately with all relevant departments and be ready to make suggestions or complaints about problems at work;
Four.
Business training
To make new employees familiar with and master the main skills and relevant information needed to complete their respective jobs, so as to quickly become competent;
V. Introducing the business scope, main products,
Market positioning
Target customers,
Competitive environment
Wait a minute. To enhance the new staff
Market consciousness
;
6. Introducing the enterprise
Safety measure
Let employees understand what safety work includes, how to do safety work well, how to find and deal with the general problems that occur in safety work, and improve their safety
Safety awareness
;
7. Communicate the company's culture, values and goals. Let new employees know what the company opposes, encourages and pursues;
8. Introduce the norms of behavior and behavior of employees. As to
Professional ethics
Environmental order,
Work and rest system
, expenditure requirements, terms of contact and service, appearance,
Mental outlook
How to talk, dress, etc.
The significance of new employee training for enterprises:
If recruitment is the beginning of the management of new employees, then the training of new employees is the continuation of the management of new employees. The importance of this kind of management lies in the fact that the development history of the enterprise,
Development strategy
Management characteristics and
Corporate culture
and
Management system
When introduced to new employees, it has a great incentive for employees to enter the job, and the new employees have clarified the various aspects of the enterprise
Rules and regulations
After that, employees can achieve
self-management
, economize
Administrative cost
.
Personal significance of new employee training:
New employee training is a process for individuals to further understand and get familiar with the enterprise. Through further familiarity and understanding of the enterprise, on the one hand, new employees can ease the strangeness of the new environment and the resulting problems
Psychological pressure
On the other hand, it can reduce the unrealistic ideas of new employees on the enterprise and look at the enterprise correctly
Working standard
, job requirements and benefits, passed smoothly
Breaking-in period
Work in the enterprise for a long time.
New employee training is new
Employee career
A new starting point, adapting to a new organization
Behavioral goal
And the way it works.
It is found that many enterprises are not successful in the training of new employees, and the reason is that enterprises fall into a misunderstanding. This misunderstanding is that enterprises only regard new employee training as a routine behavior. It is precisely this kind of thinking that many enterprises have that leads to the failure of new employees to integrate into the enterprise quickly, and even makes new employees leave the company soon after joining.
1. There is no clear distinction between new employees.
It should be known that the school recruitment of new employees and social recruitment of new employees are two completely different situations: the school recruitment of new employees is like a blank sheet of paper, no experience, no ability, and the lack of actual mentality, while the social recruitment of new employees is just the opposite, it can be said that the school recruitment of new employees and social recruitment of new employees are two completely different situations, so in the training to treat the two differently.
2, many enterprises ignore the important role of new employees' immediate supervisor
.
Enterprises recruit new employees in the hope that they can create value for the enterprise and long-term
Enterprise service
But talent growth is one
Long-term training
Any enterprise can not help its rapid growth through the training of new employees, which more rely on the long-term training of new staff supervisors to achieve. However, many corporate executives do not have a clear understanding in this regard.
3. Lack of training methods.
Whether by choice
Internal training
Or external training, it is important to consider the target and context of the training. This is exactly the problem that many enterprises ignore, and even many professional training institutions will ignore it. It should be known that the school recruitment of new employees and social recruitment of new employees due to their different backgrounds and experiences, the attitude of new employees in the face of training, the effect brought by the application of training techniques of instructors are not the same, so the content of training is also very different, if the same way of training, it will inevitably lead to one of the parties
Training effect
Low.
After 8090 "This army, riding the express train of the 21st century, has poured into the enterprise, become an indispensable part of the enterprise, they have different temperament and characteristics with the past employees of the enterprise, in the face of this group, how should the enterprise carry out training, in order to enter the workplace" after 8090 "shape into the talent needed by the enterprise, become the focus of attention.
For most businesses,
The generation after 1980s
,
The generation after 1990s
Has become corporate
Backbone force
It is also a major part of the school's recruitment of new employees, which is an irreversible trend of The Times. But with the development of information and technology, these
New era
The thinking and behavior of the master are significantly different from those born before the 1970s, especially in their attitude towards work. For them, in addition to earning money commensurate with their ability, work is also a stage to show themselves and embody
self-worth
.
But problems remain, starting with capacity. As a person just out of school, low ability, less experience is an important factor to hinder their growth; The second is the change of the environment. Compared with the almost irregular campus life, the work life is bound by many rules, and the ways and skills of communication and communication are fundamentally different from campus life. Finally, the mentality, the gap between the ideal and the reality is easy for these schools to recruit new employees when they first enter the workplace there is a strong gap.
It can be found that these are the main problems faced by new employees who have just entered the workplace. Only relying on corporate culture and system can not help the school recruit new employees to grow, on the contrary, these contents are more like to restrict their behavior. For these post-80s and post-90s people, they face a lot of problems at the beginning of the workplace, if the company can't help it solve these problems, then it is easy to cause the loss of personnel, but also cause great losses for the company.
Many enterprises believe that the social recruitment of new employees have a certain ability and experience, can quickly create value for the enterprise, so they rarely conduct systematic training for the social recruitment of new employees, or even do not train them. In fact, this is a wrong behavior, and the consequences of this mistake are often the most serious.
Working hours
Can the length of his life be a measure of his ability? I believe that the answer given by the leaders of many enterprises is no, but this is precisely the problem that many enterprises ignore. Having certain ability and experience does not mean that they can meet the needs of the enterprise. After the social recruitment of new employees to join the enterprise, it is very important to measure the ability of new employees. If there is insufficient ability, then the enterprise must bear the responsibility of cultivation.
Companies also overlook the point that most social recruitment of new employees have a shadow of the previous company, whether it is
Way of thinking
In terms of behavior, it is inevitable that we cannot get rid of the influence of the previous enterprise. If these things are ignored, it can have a great impact on the team.
Whether it is school recruitment or social recruitment, if you want to meet the requirements of enterprises and can serve enterprises for a long time, you need to continue to cultivate it, in addition to promotion
Personal ability
At the same time, it can adapt to the requirements of the market for talents. Many corporate executives believe that leadership and management are their main responsibilities, and new employee training is the business of the enterprise and human resources department.
The "Qianli horse" that can create value is naturally important, but the Qianli horse is not born to travel thousands of miles a day, which also needs the continuous training of Bole, and the supervisor in the enterprise bears such responsibilities. However, whether the director has the ability to cultivate the horse is a problem that many enterprises need to consider. New employee
Growth need
Your own efforts are true, but you can't grow fast by relying solely on your own efforts. At this point, the supervisor needs to assume the relevant responsibilities: how to quickly adapt to the new environment, communication skills with new colleagues,
Working method
And the ability to improve and so on, these are the responsibilities of the supervisor must take on.
It is found that many enterprises are not targeted in the training of new employees. Employees naturally have to meet a number of conditions to join the enterprise, but the enterprise should first understand which conditions employees already have, which do not have? Many enterprises in the training of the situation is that employees have the conditions repeatedly, employees do not have the ability, but ignore. The problem with some companies is that since they are new employees, they will train everything, resulting in unnecessary training
Waste of resources
. Therefore, in the training of new employees, it is necessary to know where the "new" is, and where it is to be targeted.
1. New employees
Occupational psychology
New employee
Work motivation
To the employee's occupation
Psychological characteristics
and
Financial crisis
Under the professional psychology to understand the new employees after entering the company's various possible performance.
2. Establish professional goals for new employees to promote their work passion and hope, build good work goals for them, and enter the role of workers faster.
3, adjust the mentality of new employees, so that they maintain a good working attitude and ideological change, to
Optimistic and positive
Integrate the attitude into the enterprise into the society.
4. Study
teamwork
From the individual to the collective change, the courage to contribute willing to play a supporting role, make
Benefit maximization
, identify with the value of others,
Coordinated development
.
5. Good
Communication ability
It is necessary for new employees to master the harmonious relationship and external affinity in order to make the enterprise flourish.
For example, "PCS new employee training" is a new employee training concept. New employees, the company and the growth of new employees have direct and indirect relations with the surrounding
influencer
Three angles to achieve the benefits of new employee training.
P: Persons - Leading participants, the ultimate carrier of new employee training, directly related to the success or failure of new employee training;
C: Company - platform supporter, new employee training is difficult to separate from the enterprise, yes
Enterprise training
And part of the development of talent strategy;
S: Stakeholders - stakeholders that have direct and indirect influence on the growth of new employees
Ability level
Can't be ignored.
