1. Employee training work plan model how to write

A new employee training

For new employees we will give them a unified training opportunities, training time of three days to five days, in accordance with the number of people recruited at that time to determine. Training 'content is mainly about the company's work, the company's culture, the company's history, etc., since the employees to the company, if even what the company is doing, what the development of the background do not understand, how to let employees stay. So the training introduces the company's culture, but also to cultivate the loyalty of employees, if the training of employees even loyalty is not enough, training is also unreliable, so for the loyalty of this piece is very important. Of course, after the end of the training, the company will send the new employees to their positions, so that they can contact the work, the first three to five days is the exercise of their ability, the back is to strengthen their ability to let an old employee to lead them to continue to do a good job in the do not understand the problem, you can let them teach the old staff, so that they can more quickly enhance the ability of the new employees, for the new employees, which is also the most able to stimulate the ability of the new employees.

Second, the old staff training

Into the company's working time reached more than two years of employees, unified for the old staff, these employees, the company has a certain sense of belonging, but also worth to continue to train, they are the company's intermediate force, the stronger their ability, the more favorable to our company's development, the training will be rooted in the ability to determine only the stronger the ability of the people will be able to get more resources Tilt, which is also conducive to the development of our company, the choice of training in accordance with the contribution of employees to the company, the more they contribute, they will get more training opportunities, through competition, so that employees know the importance of training opportunities, which is also a way to allow employees to actively participate in the training, training is also aimed at reserving more talent, so that more capable people to take up a higher position and do a good job. For every veteran employee, it is only worth training people who are more capable and are positive and motivated. Since there is no problem with loyalty, it is up to them to pay.

Third, the accumulation of reserve talent

Each company in addition to the official staff, there are reserve talent, these talents, the company to the expansion stage of the important grass-roots forces, for these people are generally from the new people to find, this part of the people will not take up much of the company's resources, mainly used to prepare for the eventuality of the use of the emergency, if encountered in any of them in a timely manner topped up, the company planning is not the same as the company's resources, the company's resources, the company's resources, the company's resources, the company's resources. The company's planning is not more than thirty reserve personnel, for their training, mainly training some basic things, so that they understand some of the basic elements of the work, will not spend too much resources, only when the company really need to increase investment.

2. How to write a sample work plan for employee training

First, the curriculum is more targeted, more diverse forms.

1, the organization of the "course you to choose" activities, the Training Department will be divided into the main content of the course of the general class, management class, business class, engineering class, as well as the category of the dimensional order, published online, the students can according to their own needs to choose the appropriate course, the Training Department will be included in the summary of the curriculum in 20xx. In order to enhance the relevance of the training, optimize the courseware, and improve the participation of employees in the training.

2, do a good job in the selection of external training courses, improve the proportion of external training participation. According to the job requirements, combined with the actual situation of the company, the use of external training to enrich the training content, and actively do a good job in the selection of external training courses, to improve the proportion of employees to participate in the external training. 20xx participants in the training of 1445 people, including the number of participants in external training for 36 people, 20xx, to participate in the external training of the number of people to enhance to 20%, to reach 289 people. Make the training work really become the company's basic work, effectively improve the quality of management and staff, and make it can be scientific, solid and effective, in order to adapt to the company's transformation and high-speed development, shaping the learning organization, reflecting the value of the company and individuals.

3, the establishment of new employees annual, monthly, weekly three-tier training and education system

Annual training is responsible for the development of property history, corporate culture, awareness of property services, as well as the popularization of firefighting knowledge, drills, outreach training and other education and training. The training targets are new employees of the company, twice a year, 1.5 working days each time. Monthly training is responsible for the company profile, company culture, company systems and other training, the training object is the company's new employees, once a month for centralized training. Weekly training is job duties and standards, service etiquette, company profile and basic systems and other aspects of training, mainly in the form of video, project organization.

Second, to promote the standardization of courseware, the organization of the classroom research group for the evaluation of courseware.

According to the company's transformation and upgrading plan, to promote the standardization of construction, and constantly improve and update the content of all training, optimize the job training content, focusing on practicality. Regularly organize the research team course content optimization, and organize the evaluation, so that the course is more practical, through the improvement of teaching content, adjust the teaching method, enhance the training effect.

Third, increase the training of internal trainers to achieve steady improvement in off-site training.

1, the organization of internal trainer training, completed in the first half of 20xx.

2, the internal trainer grading, completed in the second half of 20xx.

3, increase off-site internal trainers.

4, through the WeChat platform, to open up new media promotion channels, in order to facilitate the information communication of the various off-site branches, through the WeChat platform to push the training courses, to achieve with the off-site project training work.

Fourth, the implementation of credit system management, to enhance the effectiveness of employee training.

1, the administrator requires no less than 25 credits of learning per year.

2, the establishment of the credit system, March 20xx before completion.

3, the annual access to credits can be used as a reference basis for job promotion and salary increase, to encourage employees to actively participate in training, and increase the enthusiasm of employees to learn.

In 20xx, the training department will continue to cooperate with various departments to carry out various training work, but also according to the plan of the meeting mentioned in the various opinions and suggestions seriously implemented into practice.

3. How to write a sample work plan for employee training

(a) the implementation of management leadership positions in the rotation training.

Through the rotation training of management leaders, one is to improve their political and professional ethics, as well as leadership, decision-making training; two is to master and use modern management knowledge and means to enhance the organizational power of enterprise management, cohesion and implementation; three is to understand and master the modern enterprise system and the operation of the implementation of the corporate governance structure.

(B) continue to strengthen the project manager (builder) training.

This year, the Group will make great efforts to organize on-the-job and reserve project managers to carry out rotational training, training surface strive to reach more than 50%, focusing on improving their political literacy, management skills, interpersonal communication skills and business skills. At the same time, the group company units should be selected with the construction engineer application conditions, and have the ability to develop the professional staff, the organization of intensive training, to participate in the social construction engineer examination, the annual net increase in the number of people strive to reach more than xxx people.

(C) focus on the construction of passenger dedicated line technology and management and operational skills of the staff of the preliminary training.

Passenger dedicated line railroad construction is a new technology for us, is an important part of the Group's continuing education of employees this year, the units should focus on passenger dedicated line railroad construction technology and management, selecting outstanding professional and technical and managerial personnel outsourced learning and training, through learning, absorption and mastery of passenger dedicated line railroad construction technology standards and techniques, to become the backbone of construction technology, management and popularization and promotion of the Teachers; the Group's Human Resources Department will take the lead in conjunction with the Engineering Management Center and member units to actively organize the popularization and promotion of training for all types of management, technology and operation personnel required for passenger dedicated line railroad construction; and to ensure that the number of employees required for the construction and the ability to meet the requirements.

(D) accelerate the cultivation of highly skilled personnel and the pace of vocational skills appraisal.

This year, the Group will choose part of the main industry types of work for rotational training, and in Lanzhou Technical School in due course, the organization meets the conditions of the technician, senior technician staff for intensive training, assessment, and strive to add new technician, senior technician up to xxx people above. The structure and total number of employees will be rationalized to gradually meet the requirements of enterprise development. Occupational skills appraisal to make the technical workers under 35 years of age in the occupational skills training on the basis of the completion of the initial appraisal of the work of obtaining certificates.

(E) to do a good job of pre-service training for new employees.

The newly accepted retired military personnel in Lanzhou Technical School for a year of pre-service skills training, through the training and assessment, to obtain the appropriate type of "vocational qualification certificates" before taking up their posts; newly recruited college and university graduates, organized by the units of the training, focusing on professional moral qualities and basic skills, corporate profile, culture, Business philosophy, safety and accident prevention, staff norms and code of conduct and other content training. At the same time, we should pay attention to the guidance of personal value orientation and realize the unity of personal and enterprise values. The training rate is 100%.

4. How to write a sample work plan for employee training

1, to understand the surrounding work and living environment

After the entry of the new employees, the environment around them will be relatively unfamiliar, the training may help them to understand the surrounding work environment; to understand the enterprise's various should know should be able to understand the enterprise organizational structure, the work between the departments to work together. Structure, the work of the departments with each other; know the rules and regulations of the enterprise; and even understand the location and use of dining places, parking places, pantry and so on, do not think that these details are not important, which is the basis of the work of the staff down to earth.

2, understand the job expectations

New employee training to help employees understand the enterprise to their work expectations, expectations of your work to achieve what results, to achieve what performance, in order to be recognized by the enterprise.

3, to understand the work process

The work requires teamwork and cooperation, new employee training to help employees understand the need to work with other departments which collaborate with the various difficulties encountered in the enterprise how to get help.

4, training identity, reduce staff turnover

New employees are most likely to be lost within 3 months of joining, staff turnover will bring huge cost losses, not only the work of the interface will be a problem, but also cause an increase in recruitment costs.

5, enhance the professionalization

Some companies will also be in the new employee training, training some of the workplace work of common sense, some common work skills, such as: brainstorming, thinking differently, problem solving, and other basic vocational ability and workplace common sense, to help new employees to achieve the standard of professionalism.

6, understand the corporate culture

New employee training to help employees understand: what kind of behavior is recognized and encouraged by the enterprise; what kind of behavior is not in favor of the enterprise; what kind of performance will be recognized by the enterprise and so on. Only employees are in accordance with a unified standard of conduct, we can work, do things to reach a unanimous judgment, resulting in a unified behavior. Different companies do new employee training purposes are not the same, the organization of new employee training content, to close training purposes, in order to achieve the desired purpose.

5. How to write a sample work plan for employee training

First, the importance of new employee training

New employee training, also known as induction training, is the process of enterprises will be hired from the social staff to become a business person, but also from the outside of the organization to the organization or team integration, and become a member of the team. Internal, and become a member of the team process. Through gradually familiarizing and adapting to the organization's environment and culture, the employee clarifies his or her role positioning, plans career development, and continuously exerts his or her talents, thus promoting the development of the enterprise. For enterprises, the corporate values and management style that new employees feel during this period will directly affect their attitudes, performance and behaviors in their future work. Successful new employee training can play a role in transmitting corporate values and core concepts, and shaping the role of employee behavior, which in the new employee and the enterprise and other employees within the enterprise between the bridge of communication and understanding, and for new employees to quickly adapt to the corporate environment and other team members to carry out positive interaction to lay a solid foundation.

Second, the purpose of new employee training

The basic purpose of new employee training is to allow new employees to understand the basic background of the enterprise, that is, in the understanding of corporate history, culture, strategic development goals, organizational structure and management style at the same time, to understand the work process and institutional norms, to help employees to clarify their own responsibilities, procedures, standards, and to enable them to initially understand the enterprise and its departmental expectations, attitudes, norms, values and values. expected attitudes, norms, values and behavioral patterns, so as to help employees adapt to the environment and new jobs faster, enter their roles faster and improve their work performance. At the same time, through training to help new employees to establish good interpersonal relationships, enhance the teamwork and cooperation spirit of employees.

Third, the content of the training of new employees

1, general knowledge training, refers to the development of the enterprise's history, corporate culture, management concepts, organizational structure, scale of development, prospects for the planning of products, services and market conditions, business processes, relevant systems and policies and professional ethics education to develop the introduction, explanation and training, so that it can fully understand, know the enterprise, deepen understanding and stimulate the sense of mission of the employees. To stimulate the staff's sense of mission.

2, professional training mainly includes: the introduction of departmental structure, departmental responsibilities, management norms, training of basic professional knowledge and skills, teaching work procedures and methods, the introduction of key performance indicators. In this process the department head to explain to new employees the specific requirements of the job responsibilities, and where necessary, to make a demonstration of behavior, and indicate the direction of possible career development.

Fourth, the attention of the new employee training

1, new employee training must be implemented before the specific circumstances of the enterprise itself and the characteristics of the new employees, the development of a detailed plan for the training of the content, form, time, the person in charge to make a detailed plan, and the implementation of the process of monitoring.

2, new employee training is not a human resources department. For the new staff training of the responsible departments and personnel, must be clear that the Ministry of Human Resources, senior managers, the post of the department head, the relevant department head of the division of responsibilities, and to ensure that the positions and departments to assume their respective responsibilities.

3, in order to ensure that the actual effect, new employee training should be implemented in a timely manner after the implementation of records archiving and evaluation of the effect.