Induction training for new employees
First, the pre-job training (department manager is responsible)
1. Welcome letter to new employees.
Let other employees in this department know the arrival of new employees (at the morning meeting every day).
3. Prepare office space and office supplies for new employees.
4. Prepare training materials for new employees in the department.
5. Designate a senior employee as a mentor for new employees.
6. Prepare the first task assigned to new employees.
Second, the department job training (department manager is responsible for)
The first day:
1. Report the induction training of new employees to the Human Resources Department (which is responsible for it).
2. Report to the department, and the manager welcomes new employees on behalf of all employees in the department.
3. Introduce new employees to department employees and visit the workplace.
4, department structure and function, special provisions within the department.
5. The new employee's job description and responsibilities.
6. Discuss the first task of new employees.
7. Send old employees to accompany new employees to the company restaurant for their first lunch.
The fifth day after arriving at the post:
1. Within a week, the department manager had an informal talk with the new employees, reiterated their job responsibilities, talked about their problems in their work, and answered the new employees' questions.
2. Evaluate the performance of new employees in one week and determine some short-term performance goals.
3. Set the time for the next performance appraisal.
On the thirtieth day after arriving at the post
The department manager interviews new employees, discusses the performance during the one-month probation period, and fills in the evaluation form.
90 days after arriving at the post
The manager of human resources department discusses the performance of new employees with the department manager, whether it is suitable for the current position, fills in the probation evaluation form, talks with new employees about the performance of probation evaluation, and informs them of the company's performance evaluation requirements and systems.
III. Overall training of the company: (HR Department is responsible-irregularly)
1, company history and vision, company organizational structure, main business.
2. Company policies and benefits, related company procedures and performance evaluation.
3. Functional introduction of various departments, company training plans and procedures.
4, the company's overall training materials, answer questions raised by new employees.
Four, the new employee matters guiding standards
1. How to make new employees feel at home?
When a newcomer starts a new job, success or failure often determines his first hours or days. In this initial period, it is also the easiest time to form a good or bad impression. New jobs, new bosses and new employees have to be tested, so it is equally important for new employees to leave a good impression on them successfully.
2. Problems faced by new employees
1) Strange faces surround him;
2) I feel uneasy about whether I can do my new job well;
3) Fear of accidents in the new job;
4) Unfamiliar people, things and things distract him;
5) Feeling at a loss about the new job;
6) Not familiar with the company's rules and regulations;
7) He doesn't know what kind of boss he meets;
8) I'm worried that my new job will be difficult in the future.
3. Friendly welcome
The manager should have a sincere and friendly attitude when receiving new employees. Make him feel that you are glad that he joined your company, tell him that you really welcome him, shake hands with him, show interest in his name and keep it in mind, and welcome him with a smile. It is very simple to give a friendly welcome to newcomers, but it is often ignored by managers.
4. Introduce colleagues and environment
Newcomers are unfamiliar with the environment, but if they are introduced to colleagues, this strangeness will soon disappear. When we are in a crowd that has not been introduced, everyone will be embarrassed, and newcomers will be equally embarrassed. However, if you introduce him to your colleagues, this embarrassment will be eliminated. Introduce the company environment to new colleagues in a friendly way, so that they can eliminate their strangeness to the environment and help them get into the state faster.
5. Make new employees satisfied with their work.
It's best to make newcomers satisfied with their work from the beginning. This is not to say that the new employee is deliberately made too subjective about the new job, but he should have a good impression on the new job anyway. Recall some experiences, initial impressions and feelings when you first joined the company, then push others to learn from your feelings and encourage and help new people when they join your company.
6. Make friends with new employees
Treating new employees in a sincere and helpful way can help them overcome many maladjustments and difficulties in the early stage of work, thus reducing the turnover rate caused by maladjustment.
7. Explain the company's rules and regulations in detail.
Newcomers often have some unnecessary troubles and mistakes because they are not clear about the company's policies and regulations, so explain the company's policies and regulations related to them clearly. Then, he will know what the company expects of him and what contribution he can make to the company.
8. The following policies need to be carefully explained.
1) wage method;
2) Promotion policies;
3) Safety regulations;
4) employee benefits;
5) personnel system;
6) Staff code of conduct.
The above policies must be clearly explained to new employees at the beginning.
9. How to explain the company policy?
When explaining the company's policies and regulations to new employees, we must make them think that these policies and regulations are fair. If the leader explains the rules to the newcomers and makes them feel that the existence of the rules threatens them everywhere, then he will not have a good impression on the new job. All policies and regulations of the company have their own reasons, and the person in charge should clearly tell them these reasons. If you tell the newcomer the reasons of the company's policies and regulations in detail from the beginning, he will be very happy and admit their fairness and importance. Unless he is informed of the reasons for formulating the policy, he is bound to break the rules and express his disapproval of the policy. Newcomers have the right to know the reasons for every policy and regulation of the company, because when a newcomer takes part in a new job, he begins to establish a cooperative relationship with the company, so the more he understands those reasons, the closer the cooperation between them will be. The supervisor has the responsibility to explain the company's policies and their reasons to the new employees frankly and thoughtfully, which is the first step to establish mutual understanding between employers and employees.
10, safety training.
1) Cooperate with the work nature and working environment of new employees and provide their safety guidelines, which can avoid the occurrence of accidental injuries. The contents of safety training are:
(1) Possible accidents at work;
(2) Principles and procedures for handling various incidents;
(3) introduce safety knowledge carefully;
(4) After the test, check the inspectors' understanding of "safety".
2) Effective safety training can achieve the following objectives:
(1) Newcomers feel that their welfare has been definitely guaranteed;
(2) Establish the foundation of goodwill and cooperation;
(3) It can prevent waste in work and avoid accidents;
(4) personnel can avoid time loss and increase their working ability;
(5) It is very helpful to establish the company's reputation.
1 1. Explain the salary plan.
Newcomers are eager to know the following questions;
(1) When will the salary be paid?
(2) commuting time.
Verb (abbreviation of verb) related table
1, new employee department post training inspection and supervision table
2, the new employee job training feedback form "
3. The new employee probation performance evaluation form
Inspection and supervision form for post training of new employee department
Serial number training content has been confirmed.
(Signature of person in charge) Note
1 1) Let other employees in the department know about the arrival of new employees;
2) Prepare office space, office supplies and tools for new employees;
3) Prepare departmental training materials for training new employees;
4) Designate a work tutor for new employees. Pre job training
The manager welcomes new employees on behalf of all employees in the department, introduces them to the employees in the department and visits the workplace.
3. Introduction to the structure and functions of the department, as well as the special provisions within the department.
4. The new employee's job description and responsibilities, and discuss the new employee's first task.
On the first day, I sent the old employees to accompany the new employees to the company restaurant for lunch.
Within a week, the department manager has an informal conversation with the new employees, reaffirming their job responsibilities, talking about their problems at work and answering the new employees' questions. Evaluate the performance of new employees after one week. Set the time for the next performance evaluation (30 days later)
Dialogue record:
Department Manager: MM DD YY
Feedback Form for On-the-job Training of New Employees
Department: Name: Job (Type of Work): Entry Date:
1. Do you know the organizational structure and functions of this department?
□ Yes □ No.
Have you clearly understood your job responsibilities and job description?
□ Yes □ No.
Are you familiar with the company building and workplace?
□ Yes □ No.
Do you know all the colleagues in the department?
□ Yes □ No.
5. Do you think the departmental on-the-job training is effective?
□ Yes □ No.
6. Do you know how to ask for help when you encounter problems at work in the future?
□ Yes □ No.
7. Have you received enough on-the-job training in the department to ensure that you can complete the task well?
□ Yes □ No.
8. Do you know the safety management system of the company?
□ Yes □ No.
9. What improvements have been made in on-the-job training?
10. What kind of training do you want to receive in your future job?
Note: This form is filled in by the Human Resources Department one week after the new employee joins the company.
Performance evaluation form for new employees during probation period
Department: Name: Job (Type of Work): Entry Date:
1. Your overall evaluation of the new employee's work performance within one month:
□ Excellent □ Good □ Fair □ Poor
2. The adaptability of new employees to the company:
□ Excellent □ Good □ Fair □ Poor
3, the new employee's ability to work:
□ Excellent □ Good □ Fair □ Poor
4. The attitude of new employees:
□ Excellent □ Good □ Fair □ Poor
5. Mastery of new employees' business knowledge:
□ Excellent □ Good □ Fair □ Poor
6. What other aspects of training do you think new employees need?
7. Other assessments:
Signature of Department Manager: Date:
Note: This form should be used together with the Employee Probation Application Form (this form should be filled in within one month after the employee joins the company).