Training scheme for key employees in 2115

In order to improve the quality of employees and managers, improve the management level of the company and ensure the sustainable development of the company; Effective training must be carried out, and the basis of good training is to have a feasible, complete and practical training plan.

1. Establish a three-level training and education system for the group company, its subordinate branches and workshop teams.

The first-level training means that the group company is responsible for the forward-looking education and training of the group's major policies, company culture, development strategy, employee mentality, rules and regulations, management skills, new technologies and new knowledge. The training target is the middle-level and above managers of the group company and all the managers of the group. The organization department is Human Resources Department, which shall be conducted at least once a month, and each time shall be no less than one and a half hours.

the secondary training is the training that each branch is responsible for the team leader and management personnel of the unit. The main contents are the corporate culture education of the company, the rules and regulations of the unit and the safety operation procedures. The person in charge is the general manager of each branch. Once a month, not less than one and a half hours each time.

the third-level training is the training that each workshop team is responsible for all employees under its jurisdiction. The main contents are job responsibilities, operating procedures, safety operating procedures, job workflow, technical skills and work instructions, etc. The person in charge is the person in charge of each workshop team. The training time is not less than once a week, and each time is not less than one hour. Use the daily pre-shift meeting and post-shift meeting to learn the responsibilities and safety operation procedures of this position repeatedly.

second, the training of professional business skills and knowledge of each branch company mainly includes three aspects: first, the training of process technology knowledge, second, the training of mechanical equipment maintenance and maintenance knowledge, and third, the training of production management knowledge; Once a week, each time not less than one hour.

Third, the professional knowledge training of various departments (such as sales, finance, procurement, human resources, international trade, and office) is organized by the department heads. The main content is the systematic training of relevant professional knowledge of this department. Combining with the professional problems arising in the actual operation of the work, the training exchange is discussed to teach subordinates how to do a good job and improve their professional skills, once a week, with no less than one hour each time. There are various forms of training, the purpose of which is to improve the quality of personnel, work and products.

4. Pre-job training for new employees: The human resources department of the company will organize training for new employees who recruit more than eight people in a centralized way, which should last for no less than three days. The main contents are company introduction, development history, strategic objectives, company culture, product introduction, general rules and regulations and general safety operation procedures. After new employees arrive at the workshop (or teams and groups), they will be trained in post responsibilities and operation procedures, and the actual training for each employee should not be less than six hours in the first month. What is the standard of this post? Make clear the operating rules and safety operating rules of this post. New employees should have a written examination two months after taking up their posts, and the examination results should be included in the assessment of probation. The Human Resources Department will focus on pre-job training once a month for new employees who are recruited to their posts at ordinary times.

5. Assessment and evaluation of training. The effective operation of the training plan should be guaranteed by the organization, and it should be determined in the form of a system, and the training results should be tracked. The establishment of management personnel training files, the management personnel to participate in training, training assignments, etc. into the file management and annual assessment. Assessment includes two aspects, one is the assessment of training organizers, and the other is the evaluation and assessment of employees after training; To ensure that the training work is in place. Make the training work truly become the basic work of the company, the training really plays a role, effectively improve the quality of managers and employees, and make it scientific, solid and effective, change employees' training from what I want to train, adapt to the company's transformation and rapid development, shape a learning organization, and reflect the value of the company and individuals.

VI. Requirements: Each branch and department shall draw up the annual training plan of the unit, and the annual training work plan shall be submitted to the competent leader before January 11th; The training plan should be carefully done and detailed to several times a month. The training plan should specify the organizer, responsible person, training time, training theme and content, training form, trainees, training speakers, training records, and evaluation and tracking of training results; Training forms can be varied, strictly according to the training plan; The Human Resources Department shall conduct inspection and guidance at least once a month.

Through training all managers and employees, the company's corporate culture connotation and post business knowledge are clarified, their respective post responsibilities and work standards are clarified, and various business skills are mastered to improve performance, thereby improving the quality of all managers and employees and improving the management level of the company; To achieve a win-win situation for both the company and employees, thus laying a talent foundation for achieving the company's strategic goals. ;