Enterprise employee training, as a direct way to improve the level of competence of business managers and staff skills, to provide enterprises with new work ideas, knowledge, information, skills, growth of staff talent and dedication, innovation and basic fundamental ways and means, the following is what I have organized for you 2022 New Employee Training Program Plan, just for reference hope to be able to help you.
2022 New Employee Training Program Program 1
I. Introduction
Beginning a new job is full of pressure for new employees, new employees often find themselves in a completely unfamiliar work environment with unfamiliar people. In order to succeed in the new job, the new employee must learn new ways of working, facts, procedures, what is expected of him or her, and the company's values. New employees may also be surprised by underestimating the emotional impact of new job responsibilities and the difficulty of adapting to a new environment. In addition, the new employee may need to let go of some of the ways of doing things that helped him or her succeed in the previous work environment that are not appropriate for the new work environment.
The process of adapting to a new organization is called organizational socialization. Socialization is a complex and lengthy process. It can take weeks or even months for a new employee to become familiar with the organization's expectations and to be accepted by the members of the new organization in the new work environment. Successful organizational socialization is important to both the individual employee and the organization, and will be related to new employee satisfaction, performance; start-up costs invested in the new employee (e.g., recruitment, selection, training, time required for the employee to reach job proficiency); the likelihood that the employee will continue to stay with the organization; and the cost of replacing the employee who leaves the organization, to name a few areas.
Despite the importance of organizational socialization, some organizations do little to introduce new employees and help them integrate into the organization, forcing new employees to navigate on their own. While some employees are able to adapt to the new environment through this "self-perpetuating" learning process, they are likely to experience anxiety and frustration in the early stages of their careers.
Therefore, it is important to recognize the importance of organizational socialization and take steps to help new employees make a smooth transition into the organization. In addition to realistic job previews at the recruitment stage, onboarding is a commonly used approach.
An orientation program is a program designed to inform new employees about the work they will be doing, the supervisors they will be ****ing with, their co-workers, and the organization. The program often begins as soon as the new employee agrees to join and work for an organization. It usually begins on the new employee's first day on the job. The greeting and treatment received by the new employee on the first day of employment will leave a deep and lasting impression. However, unlike realistic job previews that focus on the preparatory phase of organizational socialization, induction programs focus on the encounter phase of the socialization process, where the new employee is introduced to work and life in the organization.
The objectives of onboarding programs typically include the following:
1. to reduce new employee stress and anxiety;
2. to reduce start-up costs;
3. to reduce turnover;
4. to shorten the time it takes for the new employee to become proficient;
5. to help the new employee to learn the organization's values, culture, and expectations;
6. to help the new employee to learn the organization's values, culture, and expectations;
7. to help the new employee to learn the organization's values, culture, and expectations;8. to help the new employee to learn the organization's values. Expectations;
6, to assist new employees to obtain appropriate role behavior;
7, to help new employees to adapt to the work group and norms;
8, to encourage new employees to form a positive attitude.
Onboarding is widely used in organizations of all sizes. Different organizations use different approaches to onboarding.
Second, the assessment and decision on the content of the induction training
Ideally, induction training should follow the framework structure of assessment - design - implementation - evaluation. Representatives of the organization should conduct a careful evaluation of the training content and methodology prior to the training. After the training is completed, it is systematically evaluated to assess the success of the training program.
In general, an orientation program should include the following information: overall company information, usually provided by the employee responsible for human resources development; information closely related to the job, usually provided by the new employee's immediate supervisor; company information that may include a general overview of the company, key policies and procedures, the mission statement, the company's goals and strategies, but also compensation, benefits, safety and accident prevention, employee relations, and various physical facilities. Job information includes the function of the department or work group, job duties and responsibilities, policies, rules, and procedures, a tour of the department, and an introduction to the members of the department.
Given the nature of organizational socialization, the organization should clearly communicate to new employees what the organization expects of them. Things such as job duties, tasks, reporting lines, responsibilities, and performance standards should be made clear to the new employee. Although there are job descriptions, some important information about the characteristics of the job is not included. Therefore, the elements that make up an employee's expectations, work rules, working conditions, coworker relations, customer relations, customer relations, etc., should be included in the discussion.
Organizations should provide new employees with an overview of the organization's mission, goals, structure, culture, products, and other key elements. The organization's mission statement plays a role in reinforcing fundamental values and the organization's place in the industry and society. Employees who understand the importance of the mission are more likely to produce behaviors that are consistent with the organization's mission. Some organizations use creeds to communicate the core mission and reinforce it in company policies and goals. Many organizations try to simplify these declarations and communicate them only through formal documents such as employee handbooks and business reports.
Compensation and benefits policies should also be clearly explained to new employees during orientation. Some organizations arrange for compensation and benefits forms to be completed during orientation so that employees know what they are entitled to and what benefit plans they are enrolled in.
Orient new employees to the department in which they will be working so that they can better understand how the different jobs fit into the overall department and how each department is coordinated with the organization as a whole. Workflow, coordination, and other matters should also be discussed during the training. Finally, the actual workplace layout should also be explained, including storage of office supplies, various facilities, emergency exits, and other unconventional features.
A variety of media can be used in induction training, including lectures, videos, printed materials, discussions, and so on. Computer software can also be used as one of the methods of training. The company's internal computer network can also provide a unique opportunity for new employees to learn about the company and its people. The duration of induction training varies according to the situation. It can take anywhere from a few hours to a few days, or even a few months.
The following is a list of common orientation components:
1. Company history, philosophy, and business;
2. Organization chart;
3. Overview of the industry in which the organization operates;
4. Overview of the benefits package (e.g., health insurance, vacations, sick leave, tuition reimbursement, retirement, etc.)
5. Performance evaluation or performance management system, i.e., how, when, and by whom performance is evaluated, overall performance expectations
6. Compensation process: payday, how payouts are made;
7. Position or job descriptions and specific job specifications;
8. Employee physical examination schedule and physical examination programs;
9. Career development information (e.g., potential advancement opportunities, career channels, how to obtain career resource information)
10, basic human and mechanical control and safety training;
11, employee handbook, policies, procedures, financial information;
12, the role of the company's identification cards or badges, keys, access to e-mail accounts, computer passwords, telephone, parking, office supplies and other rules;
13, a map to visit the facilities and related services around the company, such as restaurants, shopping venues, dry cleaners, walking spaces, etc.;
14, technical or specific work-related information (or how to consult with relevant supervisors or coworkers on the schedule of training);
15, the dress code (such as Fridays can be casual to work);
16, activities outside the workplace (eg. sports teams, special programs, etc.).
Third, the role function of the induction training immediate supervisor, colleagues, human resources developers, new employees
One of the key elements of effective induction training is the frequent interactions between the new employee and his or her immediate supervisor, colleagues, and other members of the organization. The more frequent these interactions are during the training encounter phase, the faster the new employee's socialization process will be. Studies have shown that new employees find interactions with coworkers, immediate supervisors, and mid- and upper-level colleagues to be the most helpful. Moreover, such interactions are related to new employees' attitudes (job satisfaction, organizational commitment, and propensity to leave) down the road.
1, direct supervisor: direct supervisor in the new employee training process is both a source of information and new employee guide. Direct supervisors can help new employees to overcome anxiety by providing practical information, clear and realistic performance expectations, and emphasize the possibility of success in the organization. In addition, immediate supervisors can help by encouraging coworkers to accept the new employee. In some organizations, supervisors also carefully assign each new employee a buddy to help them adjust to the work environment. Mentoring, in which each new employee is assigned an experienced veteran, can do the same. Additionally, direct supervisors can help new hires develop their roles in the organization to minimize the negative results of falling short of expectations.
Other important direct supervisor orientation functions include:
① Providing job-specific training;
② Deferring assignments outside of the work group to allow time for job-related learning;
③ Assigning challenging first-time assignments;
④ Conducting timely and suggestive performance appraisals;
⑤ Diagnosing problems that cause conflict;
⑤ Providing a clear and concise assessment of the employee's performance. > ⑤ Diagnose conflict-causing issues (structural and interpersonal);
⑥ Take advantage of the arrival of new employees to reassign tasks or redesign work to improve effectiveness and employee satisfaction with the work system.
It is worth noting that training is necessary for direct supervisors in order for them to effectively fulfill their onboarding responsibilities. The training provides supervisors with a deep understanding of the entire onboarding system and the deep logic behind it, their own roles, and how to effectively fulfill their roles.
2. Colleagues: New members of the organization see interaction with colleagues as an extremely helpful activity in their organizational socialization process. Because, through this, they can get support, information and training. In addition, the help of colleagues helps them to understand the norms of the work group and the organization. Coworkers may also alleviate the anxiety of new employees by minimizing excesses such as making fun of their lack of knowledge of certain information or embarrassing their situation.
One way to assist new hires in their interactions with coworkers is to create a buddy system, a pairing of new and existing employees to help. Colleagues assigned to help new employees should be provided with materials and training to help them fulfill their responsibilities.
3. Human Resource Developer: Throughout the orientation, the primary role of the Human Resource Developer is to design and monitor the orientation program. Specifically, their responsibilities include assigning or obtaining materials (such as workbooks and guidelines for seminar instructors), implementing training, and designing and conducting evaluation studies.
HR developers should also play a role in motivating management to actively participate in and support the onboarding program. Create action committees and work to actively involve key managers from start to finish (e.g., meeting new hires, conducting onboarding). In addition, HR developers should take steps (e.g., conducting interviews and surveys with new hires and their immediate supervisors) to ensure that the onboarding program is on track and effective.
4. New employees: During the orientation process, new employees should be encouraged to be proactive learners. They should be encouraged to take the initiative to search for a variety of information and establish a variety of relationships that they believe will help them adapt to the organization. At the same time, the organization should strive to create an atmosphere that encourages and reinforces such behavior in new employees.
Fourth, the common problems in the induction training
Induction training, like other human resources development, will inevitably produce some problems. Problems that should be noted are:
1, overemphasis on paperwork;
2, information overload (in a short period of time to provide too much information to new employees);
3, irrelevant information (to provide new employees with ordinary and superficial information that is not directly related to their work tasks);
4, the lack of strategy (overemphasis on the work of the failure rate or negative);
4, lack of strategy (overemphasis on the work of the failure rate or negative
5, over-selling the organization;
6, the emphasis on formal, one-way communication (the use of lectures and videos without giving new employees the opportunity to discuss topics of interest or ask questions);
7, lightning (compressed the training program into a single day);
8, the lack of diagnosis or evaluation of the training program;
9, the lack of effectiveness tracking. > 9, lack of effect tracking.
Information overload is a particularly common problem in induction training, thought many training in order to figure out the convenience and save time and in a short period of time to the trainees to instill a large amount of information. However, the amount of information that a person can absorb within a certain period of time is limited. When the amount of information received exceeds what a person can accept, the person's learning efficiency will decline and stress will rise. Program designers and implementers must be aware of this and do their best to prevent information overload.
① Include only essential information in the early stages of training;
② Provide book materials for trainees to review after the class, especially for complex benefit programs and important topics such as the company's mission and work rules;
③ Conduct the training in phases so that there is a buffer between training sessions;
④ Conduct a new hire follow-up to ensure that they fully understand the main training content;
Follow up with new hires to ensure that they have been fully briefed on the content. ensure that they fully understand the main training content and answer any additional questions they may have.
A needs assessment exercise can help training program designers determine what information new hires need to be included in the training program. This can also be borrowed from top-tier organizations.
V. Designing and Implementing Employee Orientation Programs
Problems with orientation may be avoided by focusing on the following fundamentals: needs assessment, design, implementation, and post-training evaluation.
The following 10 steps are worthwhile when designing a training program:
1. Establishing goals
2. Forming a steering committee
3. Conceptual research for onboarding;
4. Interviewing recent hires, immediate supervisors, and company executives;
5. Investigating onboarding practices at top companies.
6, investigating existing company induction programs and materials;
7, selecting content and training methods;
8, trying out and modifying the materials;
9, developing and binding printed audio-visual materials;
10, training supervisors and equipping the system.
Typically once the hiring decision has been made, the direct supervisor guidelines booklet should be sent to the new employee's immediate supervisor as soon as possible, and the program schedule for orientation should be sent to the new employee. The training that follows will be conducted as scheduled.
2022 New Employee Training Program 2
I: Training Purpose:
1. To enable the new employees to have an all-rounded understanding of the company, to recognize and identify with the company's corporate culture, to firmly establish their own career choices, to understand and accept the company's philosophy and code of conduct. Accept the company's philosophy and behavioral norms.
2. To make employees clear their job responsibilities, work tasks and work objectives, to master the work essentials, work procedures and work methods, as soon as possible to enter the post role.
3. Help employees to adapt to the work group and norms: encourage employees to form a positive attitude.
Second: Training Objects:
All employees of the company
Third: Training Period:
New employee induction training, generally within a week of entry into the training, including centralized pre-job training and later post guidance training, the Ministry of Administration to determine the training date according to the specific circumstances to determine the employee's signature.
Four: training methods:
1. Pre-service training: prepare training materials, expressed the welcome of new employees, in accordance with the company's relevant systems and codes of conduct to answer questions from new employees.
2. On-the-job training: the actual work of the new employee department is responsible for (visit the work environment: introduction to the department environment and work content: explain the job requirements: workflow: work treatment:)
V: Training materials:
Employee orientation manual, the departments "Job Responsibilities Handbook" and so on
VI: Training content:
1. Corporate Overview (Company, history, background, mission, etc.)
2. Company organizational structure and heads of departments
3. Introduction to the working relationship of the relevant departments
4. Company management system, personnel system
5. Basic financial policies of the company
VII: Training Assessment and Evaluation
Establishment of training files for incumbent employees. Check the effect of acceptance of new employees by way of training.
2022 New Employee Training Program Program 3
Course Background:
New Employee Orientation is one of the most commonly used methods of human resource development, but it is a common situation that too many companies are unable to ensure that these programs are of high quality and effectiveness, and that there are deficiencies of one kind or another. Ideally, an employee orientation program should provide new employees with the information they need to help them adapt to the organization as quickly as possible. In addition, orientation is an advantageous period of time: it reduces new employee anxiety, reinforces the organization's values, and motivates new employees to do well in their new jobs. However, many organizations do not take advantage of these opportunities to reap these benefits.
Course Description:
New employees face many challenges when they enter an organization. They have to learn the skills and behaviors that are necessary for them to do their jobs effectively, and at the same time, they have to know the norms and expectations of the organization and the work team. An important concept called "organizational socialization" refers to how outsiders are transformed into recognized and effective insiders. Successful socialization produces results that are important to both the new employee and the organization, including job satisfaction, performance, and turnover. If the organization uses a variety of strategies to integrate new employees into the organization, all of these strategies will have an impact on the new employee's attitudes and behaviors. However, not all new employees will respond to such efforts, but most will actively gather information and use a variety of strategies and different information resources to learn about the organization and the role it expects them to play before taking action.
Two of the ways in which this course helps new hires transform into effective and receptive insiders are Real-World Job Preview and Employee Onboarding Orientation.
Course features:
Professionalization: This is a standard set of professional orientation and training programs
Operational: Companies can follow the standard to establish their own corporate onboarding process
Practicality: Strong practical value to make up for the lack of general corporate onboarding and training
Tools: The standard forms in the process are essential for onboarding and training. The implantation of standard forms in the process is an indispensable tool in onboarding training
Enjoyable: After listening to this onboarding, orientation and training process, it is like enjoying the warmth of a star-rated service
Benefits of the course:
Describes how the organization can make the new employee become a member of the inner circle, i.e., the content, results and process of "socialization"
Describes how the organization can make new employees become a member of the inner circle, i.e., "socialization"
Describe the challenges that new employees face when entering an organization and the factors that help them succeed
Describe the approach to previewing the realities of the job for new employees and explain how this approach benefits both the organization and the new employee
Define and explain the goals of employee orientation.
Identify the characteristics of an effective employee orientation program.
Learn the key elements of designing, implementing, and evaluating an effective employee orientation program.
Target Audience:
New hires, transferees, rotational employees, HR, middle and senior managers.
Course Duration:
1 day, 6 hours
Course Outline:
I. Introduction
1. Seminar: "Have you ever ......"
Story: Cao Cao and Liu Bei's "onboarding guide. "
2. Problems faced by new employees onboarding - `problems solved by policy.
3. New employee onboarding guide the four principles - "your" guide is important.
Second, socialization: the process of becoming an insider.
1. The basic concepts of socialization
Job description and "role": what individuals can do to adapt to the requirements of the organization.
Role communication and role orientation: individuals, coworkers, direct supervisors, and top management have different perspectives on the same role.
Group norms: behaviors endorsed by people in the circle***.
Expectations: trust in possible behaviors, feelings, rules, and attitudes
"Expectations" affect satisfaction, performance, identity, turnover
Unrealistically high expectations
New employee testing expectations
2. p> Basic training
Training about the organization
Training about the function of the work team
Training in job-specific skills
Individual learning and training
3. Outcomes of socialization
Positive outcomes
Negative outcomes
2022 New Employee Training Plan Program 4
I. Pre-arrival training (department manager is responsible)
1. Welcome letter to new employees.
2, so that other employees in the department know the arrival of new employees (daily morning meeting).
3, ready for new employees office space, office supplies.
4, ready to give the new employee training department training materials.
5, for new employees to designate a senior staff as the mentor of new employees.
6, ready to set up to the new employee's first task.
Second, departmental job training (department manager is responsible for)
The first day after the arrival:
1, report to the Ministry of Human Resources, new employee orientation training (Ministry of Human Resources is responsible for).
2, report to the department, the manager on behalf of all department staff to welcome new employees.
3, to introduce new employees to recognize the staff of the department, visit the workplace.
4, departmental structure and function of the introduction, special provisions within the department.
5, the new employee job description, duty requirements.
6, Discuss the first job task of the new employee.
7, send veteran employees to accompany the new employee to the company restaurant to eat the first lunch.
The fifth day after the arrival:
1, within a week, the department manager and the new employee to talk informally, reaffirm the job duties, talk about the problems in the work, and answer the new employee's questions.
2. Evaluate the new employee's performance for the week and set some short-term performance goals.
3. Set the date for the next performance review.
Thirtieth day after arrival
The line manager meets with the new employee to discuss performance over the month of probation and fills out an evaluation form.
Ninety days after arrival
Human resources manager and department manager to discuss the performance of the new employee, whether it is suitable for the current position, fill out the probationary period evaluation form, and talk with the new employee on the probationary period assessment of the performance of the new employee, told the new employee of the company's performance appraisal requirements and systems.
Third, the company's overall training: (Human Resources Department is responsible for - from time to time)
1, the company's history and vision, the company's organizational structure, the main business.
2, the company's policies and benefits, company-related procedures, performance appraisal.
3. Introduction to the functions of each department of the company, company training programs and procedures.
4, the distribution of the company's overall training materials, to answer questions raised by new employees.
Fourth, the new staff matters guidance standards
1, how to make the new staff feel at home
When the new staff began to engage in a new job, success and failure is often determined by its first few hours or days. And it's during this initial period that it's easiest to form a good or bad impression. New jobs and new supervisors and new employees are also the same test, so the success of the supervisor to give new recruits a good impression, such as the new staff to give a good impression of the supervisor is equally important.
2. Problems faced by new recruits
1) unfamiliar faces surround him;
2) uneasiness about whether the new job is capable of doing well;
3) trepidation about the unexpected events of the new job;
4) unfamiliar people, events, and things that distract him;
5) a feeling of inadequacy to do the new job;
5) a feeling of inadequacy to do the new job;
6) a feeling of inadequacy to do the new job;
7) a feeling of inadequacy to do the new job;
8) a feeling that the new job is not a job;
9) the new job is not a job.
6) unfamiliarity with company rules and regulations;
7) he does not know what type of supervisor he meets;
8) fear that the new job will be very difficult in the future.
3, a friendly welcome
Supervisors to receive the new entrants, to have a sincere and friendly attitude. Make him feel that you are very happy that he joined your unit of work, tell him that you do welcome him, shake hands with him, express interest in his name and remember in his mind, to smile to welcome him. Giving a friendly welcome to a newcomer is a simple matter, but one that is often overlooked by supervisors.
4, the introduction of colleagues and the environment
The newcomer to the environment is strange, but if he is introduced to colleagues to recognize, this sense of strangeness will soon disappear. When we are in the unintroduced crowd, we will be how embarrassed, and the newcomer is equally embarrassed, but if he is introduced to colleagues, the embarrassment is eliminated. Friendly introduction of the company's environment to new colleagues, so that he eliminates the feeling of strangeness to the environment, can help him enter the state more quickly.
5. Make the newcomers happy with their work
It's best to make the newcomers happy with their work right from the start. This is not to say that deliberately make the new entrant to the new job is overly subjective, but in any case to make him have a good impression of the new job. Recall some of your own experience when you were a newcomer, recall your own initial impression, remember how you felt at that time, and then push your feelings to others, with your feelings as experience, in the newcomer to participate in the work of your unit to encourage and help them.
6, and the new staff to be friends
sincere and helpful way to treat new employees, can make it overcome many of the work of the beginning of the maladaptation and difficulties, so that can reduce the rate of non-adaptation to the environment caused by the departure rate.
7, detailed description of the company's rules and regulations
The newcomers are often due to the company's policies and regulations are not clear, and cause some unnecessary troubles and errors, so understand that he related to the company's various policies and regulations. Then, he will know what the company expects from him and what he can contribute to the company.
8. The following policies need to be explained carefully
1) Payroll method;
2) Promotion policy;
3) Safety rules and regulations;
4) Employee benefits;
5) Personnel system;
6) Employee's code of conduct.
It is important that these policies are explained to new employees at the outset and at every opportunity.
9. How to explain company policies
When explaining company policies and regulations to new employees, it is important to make them feel that it is a fair attitude towards them. If a leader explains the rules and regulations to a new recruit so that they feel threatened by the existence of the rules and regulations, then he will not have a good impression of his new job. All company policies and rules have a rationale, and supervisors should make that rationale clear to them. If the reason for the company's policies and regulations is explained in detail to the newcomer from the beginning, he will be very happy and recognize their fairness and importance. Unless he is made aware of the reasons for the policies, he will be bound to undermine the rules and express his disapproval of the policies. The new recruit has a right to know the reasons for every policy and rule of the company, because when a new recruit joins a new job, he is starting to build a cooperative relationship with the company, and therefore the more he understands those reasons, the closer the cooperation will be. Go to the new personnel frank and thoughtful explanation of the company's policies and the reasons for their development, is the responsibility of supervisors, this is the establishment of mutual understanding between labor and management of the first step.
10, give safety training
1) with the nature of the work of the new personnel and the work environment, to provide its safety guidelines, can avoid the occurrence of accidental injury. The content of safety training is:
(1) the work of the possible accidents;
(2) the principles and steps to deal with a variety of events;
(3) a careful introduction to the general knowledge of safety;
(4) after a test to check the staff on the "safety" of the understanding of the degree.
2) Effective safety training achieves the following objectives:
(1) The newcomer feels assured of his welfare;
(2) A basis for goodwill and co-operation is established;
(3) Wastefulness in work is prevented, so that it does not lead to accidents;
(4) Personnel are spared the loss of time and their ability to do their job is increased;
(5) The workforce is protected from loss of time;
(6) The workforce is protected from loss of time and their ability to do their job is increased;
(7) The workforce is protected from loss of time.
(5) It is very helpful in building the company's reputation.
11, explain the payroll program
New recruits are eager to know the following questions;
(1) when to pay salaries;
(2) on and off time.
V. Related Forms
1. New Employee Departmental Job Training Inspection and Supervision Form
2. New Employee Job Training Feedback Form
3. Evaluation Form for New Employee Performance during Probationary Period
2022 New Employee Training Program Plan 5
I: Training Purpose:
1. To enable new employees to have an all-round understanding of the company, recognize and agree with the company's corporate culture, firm their career choices, understanding and acceptance of the company's philosophy and code of conduct.
2. To make employees clear their job responsibilities, work tasks and work objectives, to master the work essentials, work procedures and work methods, as soon as possible to enter the post role.
3. To help employees adapt to the work group and norms: encourage employees to form a positive attitude.
Second: Training Objects:
All employees of the company
Third: Training Period:
New employee induction training, generally within a week of entry into the training, including centralized pre-job training and later post guidance training, the Ministry of Administration to determine the training date according to the specific circumstances to determine the employee's signature.
Four: training methods:
1. Pre-employment training: preparation of training materials, expressed the welcome of new employees, in accordance with the company's relevant systems and behavior
for the norms of the answer to the new employee's questions.
2. On-the-job training: the actual work of the new employee department is responsible for (visit the work environment: introduction to the department environment and work
Content: explain the job requirements: workflow: work treatment:)
V: Training materials:
Employee orientation manual, each department "Job Responsibilities Handbook", etc.
VI: Training content:
1. > 1. Corporate profile (company, history, background, mission, etc.)
2. Organizational structure of the company and the head of each department
3. Introduction of the working relationship between the relevant departments
4. Management system of the company, the personnel system
5. The company's basic financial policies
VII: Training Assessment and Evaluation
Establishment of the training files of the in-service staff, checking the training by way of Training files, through the training of the way to check the new employees to accept the effect.
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