The training contents are as follows:

1, company profile

2, organization chart

3, company benefits

4, salary system

5, performance management system

6, job description and specific work specifications, work skills

7, familiarity of internal employees <

(2), let the new employee know about the relevant work that the company can provide him and the expectations of the company;

(3), let new employees know about the company's history, policies and corporate culture, and provide a platform for discussion;

(4), reduce the nervousness of new employees when they first enter the company, and make them adapt to the company more quickly;

(5), let the new employee feel the company's welcome to him, and let the new employee feel a sense of belonging;

[6], make new employees understand their job responsibilities and strengthen the relationship between colleagues;

once, train new employees to solve problems and provide ways to seek help;

The comprehensive purpose is to make the new employees of the enterprise integrate into the working environment and enter the working state more quickly.

2. Training methods:

(1) Pre-job training of the company-the training materials prepared by the Human Resources Department

are mainly to welcome the new employees; According to the characteristics of the company's industry, organizational structure, nature of work, relevant rules and regulations and the basic quality of the company's service industry, prepare a manual or explain it by a special person; Designate the manager or team leader of the new employee's work department as the tutor for the new employee's personal study; Answer questions raised by new employees.

(2) On-the-job training of the department-the actual work department of the new employee is responsible for

introducing the new employee to the employees of the department; Visit the work department; Introduce the environment and work content of the department and the special regulations in the department; Explain the job responsibilities, work flow and work treatment of new employees, and designate a senior old employee to take new employees; Evaluate the performance of new employees in one week and put forward some specific requirements for new employees' next work.

(3) overall training of the company: the human resources department is responsible for

distributing the Employee Training Manual from time to time

(briefly describe the company's history and present situation, describe the company's geographical location and traffic situation; Corporate culture and business philosophy of the company; Organizational structure and main leaders of the company, introduction of functions of various departments of the company, main service targets, service contents, service quality standards, etc.; The company's relevant policies and benefits, the company's relevant rules and regulations, and the channels for adopting employees' rationalization suggestions; Answer questions raised by new employees. )

3, training assessment

(1), the training materials produced by the human resources department must be audited by the company general manager office, and submitted to the human resources department for archiving, and the training should be carried out under the guidance of the company general manager office.

(2), the training implementation process should be serious and strict, to ensure the quality, all training materials should be preserved, and pay attention to continuous modification and improvement in the implementation process.

(3), the training results are reported to the company general manager office after spot-checking by the human resources department, and general manager office gives a summary and feedback to the human resources department once every three months on the training of new employees in the human resources department and this department.