There are many training methods, and enterprises should choose different training methods according to different training objects, different training methods and different training contents. The following are my five employee training plans for 2022. I hope you like them.

Staff Training Plan 1 In order to effectively improve employees' basic professional quality, professional operation skills and customer service development ability, and continuously promote the targeted and effective implementation of on-site training, these Rules are specially formulated:

I. Training objectives

In order to improve the comprehensive quality of enterprise employees, stimulate the initiative and creativity of all employees, enhance the sense of mission and responsibility of all employees to the company, and better adapt to market changes and enterprise management requirements, these measures are formulated.

Second, the training plan and management

1. The General Department is the competent department of employee training, assisted by the Human Resources Department and the Enterprise Management Department.

2. Training for all employees of the company should be included in the company's development plan. Before the end of each year, each department shall submit the training plan for the next year, and fill in the training registration form and report it to the General Department of the Head Office.

Third, training methods.

1, the company's employee training is divided into two ways: regular training and irregular training;

2. All employees shall arrange at least one week of full-time training and study every year;

3, finance, contract, quality management personnel training on a regular basis not less than _ _ days, the focus is on new laws and regulations and business training.

Fourth, regular training.

Regular training should plan in advance, arrange funds, make good teaching arrangements and arrange courses. After each lecture, there will be an exam, and those who pass the exam will be awarded certificates. The assessment results are recorded in employee files as one of the basis of year-end assessment.

Verbs (short for verb) are not trained regularly.

According to the development needs of the company, irregular business training is carried out among all employees. Irregular training shall be arranged in advance by the General Department according to the special topic and reported to the company manager meeting for discussion and decision. Irregular training can take the form of special topics and arrange learning materials for hot issues.

Training materials for intransitive verbs

1. The training materials for all employees of the company are selected by the General Department according to the training materials, and purchased after being approved by the company leaders. The cost of teaching materials is _ _ _ yuan per person per year.

2. The training materials of each department are decided by the department manager, and the funds are controlled within _ _ _ yuan.

Seven. Departmental training

Each department and office can arrange learning materials according to their own business needs and their own work. Training plans of all departments and offices shall be reported to the General Department of the Company for the record.

Eight, reward

1. The company will give _ _ _ yuan reward to those who have achieved excellent results in the training examination. Especially excellent, you can arrange a field trip or internship.

2. Those who fail the exam are allowed to make up the exam. If the make-up exam is still unqualified, the year-end bonus of _ _% will be deducted.

Nine, training discipline

Unless seriously ill or approved by the company's leaders, the personnel participating in the company's training shall not take time off and report to the General Department within the specified time.

Employee training plan 2 New employee training plan design plan Employees are the most important and core resource elements of an enterprise, and all the value of an enterprise needs employees to create. The reason why enterprises can survive and develop for a long time is because new employees are constantly injected into enterprises as valuable fresh blood. Therefore, enterprises should attach importance to the training of new employees, help them grow up and make them adapt to the new working environment as soon as possible. New employee training is a training form specially designed and implemented for new employees, which plays an important role in shaping qualified employees, inheriting corporate culture, building high-performance teams and winning sustainable competitive advantages of enterprises. Based on years of consulting service practice, we believe that the new employee training plan must be "people-oriented", and a scientific and perfect new employee training plan should be formulated according to the actual situation of the enterprise and the characteristics of new employee needs. After summing up, it is considered that enterprises should start from the following aspects when designing new employee training plans.

First, training needs analysis-the premise of scheme design

Training experts should adopt various methods and techniques to analyze the necessity of training, as well as the training objectives and materials. Demand analysis is the premise of determining the training plan for new employees and the basis of training evaluation. Training needs can be carried out in three aspects:

1, organize the analysis, determine the requirements for employees according to the vision and mission of the enterprise, and ensure that the design concept of the training scheme meets the overall goals and strategic requirements of the enterprise.

2, job analysis, new employees must master the knowledge, skills and skills, in order to achieve their dream job performance, if there is a mature job description, you can directly refer to the requirements of employees in the reference book.

3. Gap analysis. It refers to comparing the current level of employees with the requirements of their skills and attitudes in future jobs, studying the gap between them, and determining what kind of training is needed to improve employees' post competence.

Two, clear training objectives, set the overall goals and specific goals at different levels.

The overall training goal is the design basis of the whole new employee training plan, which has the characteristics of macro and operability. Typical performance is: through the induction training for new employees, help new employees to understand and be familiar with the general situation of the company, so as to adapt to the various environments of the enterprise and be competent for new jobs, so that new employees can have an all-round understanding of the company, know and identify with the enterprise's career and corporate culture, strengthen career choices, and understand and understand the language and code of conduct of the enterprise. The specific goal of training is to decompose and refine the overall goal, which is operable. Generally, it includes understanding the culture and business philosophy of the enterprise and being familiar with various general policies, rules and regulations of the enterprise; Understand the business situation of the enterprise and the basic knowledge of products, and understand the basic requirements of the post; Can skillfully apply various basic work skills, etc.

Third, follow the training principle.

The training principle is the definition of the concept of scheme design, such as on-the-job training, supplemented by off-the-job training, and rapid growth in practice; Make different employee training plans for different categories of new employees; The training process is strictly managed and evaluated.

Four, clear the applicable object of the training plan.

For example, the employee training plan is applicable to the training of new employees in a company or department.

Fifth, set a reasonable training time

Generally, the pre-job training of a company varies from _ _ days, and it takes _ _ months for some positions of a few large companies to be sold. The training period after arrival is very long, lasting about _ months to _ years.

Six, choose the right training department.

Pre-job training is arranged by the company headquarters, and the responsible department is the human resources department or a special training center; During the on-the-job exercise, the business department where the employee works is responsible; If it is exercised across departments, several business departments will be responsible.

Seven. Design training materials

Generally speaking, the training plan for new employees should include training in knowledge, skills and other qualities. They need to be consistent with the results of demand analysis and related to the requirements of the job. Knowledge should include the geographical location and working environment, corporate culture and business philosophy, corporate strategy and development prospects, corporate logo and origin, the historical stage of corporate development, products and services, etc. Professional positions should increase the corresponding professional knowledge. For example, the new technical staff of _ _ _ company need to finish the relevant books of this major and pass the exam in a short time. Skills should include effective communication, teamwork, time management, meeting management and other general skills. Other qualities mainly refer to the ability to identify with corporate culture at the level of values. In addition, different training levels have different data emphasis. For example, enterprise-level training tends to macro-level such as culture and policy, while department-level training tends to departmental structure, functions, job responsibilities and key performance indicators.

Eight, choose the appropriate training method

Training methods usually include teaching method, demonstration method, case method, discussion method, audio-visual method, protagonist playing method and so on. They have their own characteristics, and should be selected and adopted reasonably according to the needs and possibilities in the induction training of new employees. According to the law of adult learning, the induction training of new employees should adopt as many ways as possible to improve the training effect.

9. Prepare relevant training support resources.

Training materials and training methods determine how to choose training support resources. Generally, it should include classrooms, conference rooms, workshops, teaching materials, notebooks, pens, models, projectors, televisions, videos, etc. These arrangements can make employees feel the care of the enterprise from different angles, so we should study the employees' feelings as much as possible when designing.

X. Evaluation of training effectiveness

After the implementation of the new employee training plan, enterprises should adopt necessary forms to express the training effect qualitatively or quantitatively.

We suggest that enterprises use the most widely used four-level evaluation model of training effect at home and abroad, and divide the training effect into four levels:

1, the reaction layer, at the end of the training, through the satisfaction survey to understand the overall reaction and feelings of employees after training;

2. Learning layer, which determines students' understanding and mastery of training materials such as principles, skills and attitudes through examinations;

3. Behavior layer, namely behavior change, determines the behavior change of trainees in practical work;

4, the result layer, that is, performance, can be measured by some indicators, such as productivity, employee turnover rate, quality and enterprise service to customers.

When evaluating the training of new employees, enterprises should develop to the third and fourth grades, because only the final behavior change and performance improvement can directly explain the value of training. Enterprises should pay attention to the need to write a training evaluation report after the completion of training evaluation, including the general situation of training projects, training results, evaluation results and improvement suggestions, so as to continuously show the effect, sum up experience and continuously improve.

Item 1 of Article 3 of the Staff Training Plan

New employees are the fresh blood of the enterprise. In order to standardize the induction training management of new employees in enterprises, make new employees familiar with and adapt to the corporate culture, system and code of conduct as soon as possible, understand the situation of enterprises and positions, and be competent for new jobs quickly, so as to meet the development needs of enterprises, build a team with high quality, high efficiency and high execution, and make enterprises have strong vitality and competitiveness in the fierce market competition.

Article 2 Train new employees of the target enterprise.

Article 3 Training objectives

1. Make new employees have an all-round understanding of the history, development, relevant policies and corporate culture of the enterprise, have some knowledge and recognition of the career and corporate culture of the enterprise, strengthen career choice, understand and accept the language and behavioral norms of the enterprise, and thus establish a unified corporate values and behavioral model.

2. Let new employees know their job responsibilities, tasks and goals, master the essentials, working procedures and working methods, and enter the post role as soon as possible.

3. Let new employees know about the relevant rules and regulations of the enterprise, cultivate good work attitude and professional quality, and lay a solid foundation for competent work.

4. Strengthen communication between new and old employees, and between new employees and new employees, reduce the nervousness of new employees when they first enter the enterprise, make new employees have a sense of belonging, and meet the psychological needs of new employees when they enter new groups.

5. Improve the problem-solving ability of new employees and provide them with ways to seek help.

Article 4 Training Time

In the first stage, the enterprise will carry out centralized training. From the first month after the new employees join the company, there will be 3-5 days of military training and 2-3 days of training in rules and regulations and basic theories; The second stage of training, starting from the day when new employees join the company, lasts 1 month; The third stage of training, starting from the date of new employees' employment, lasts for 3~6 months. Militarization training will persist in the first and second stages sooner or later.

Article 5 Training content

1, the development history and present situation of the enterprise.

2, military training, cultivate obedience consciousness, team spirit and hard-working spirit.

3. The current business and specific workflow of the enterprise.

4. Organizational structure and departmental responsibilities of the enterprise.

5. Business philosophy, corporate culture and corporate rules and regulations.

6, job introduction, business knowledge and skills and skills training.

The specific implementation of the training content is divided into three stages. The first stage is organized by enterprises, the second stage is organized by workshops, and the third stage is apprenticeship.

Article 6 Training implementation

1. The induction training for new employees is specifically organized and implemented by the Human Resources Department, with the cooperation of other departments.

2. Instructors are trained by military training, and armed police instructors are invited for training. Theory and practice lectures are given by enterprise management technicians and first-line excellent operators.

3. Each class has a part-time class teacher and a part-time instructor for military training in the morning and evening.

4. Training content

5. Training evaluation

Article 7 Training management

The human resources department of the enterprise is responsible for unified planning and management. The human resources department is responsible for the attendance of centralized training, and the employer is responsible for the attendance of on-the-job training. The workload and performance of class teachers and military training instructors in the morning and evening classes are assessed by the human resources department, and the allowance is calculated according to the assessment results. Allowance benchmark is calculated in 20 yuan/day.

Article 8 Training discipline

1. Don't be late or leave early during the training period. Those who arrive late or leave early for 30-60 minutes without reason will be punished as absenteeism for half a day; If it exceeds 1 hour, it will be treated as absenteeism 1 day; If the circumstances are serious, record 1 time. During the training period, you are not allowed to take time off at will. If there are special reasons, it must be approved by the department head and reported to the Human Resources Department. Otherwise, it will be treated as absenteeism. Absence from work for more than 2 days is regarded as voluntary resignation. The human resources department must make inspection records every day.

2. When entering the training ground, smoking, eating and talking loudly are prohibited.

Say hello when you meet the boss, obey the boss, and don't contradict him face to face.

4. Keep quiet during training, turn the phone to mute, don't whisper to each other, and pay attention.

5. During the training period, colleagues should be modest and friendly, and no disputes or fights are allowed; You can't form gangs, and everything that is not conducive to unity is forbidden.

6. During the training, you must take good care of public property. Those who intentionally damage public property will be punished according to the situation in addition to compensation.

7. Obey management and work and rest on time.

8. During the training, you should listen carefully and take notes, and you should not do anything unrelated to the training. The ninth trainees need to study hard and have a positive attitude. If your heart changes, your attitude will also change; If your attitude changes, your habits will also change; Habits have changed, so has your personality; If your personality changes, so will your life. Article 10 Training evaluation

Ninth training teachers in the training process should pay attention to.

1. Confirm whether the new employee has clearly grasped the nature and responsibilities of the work and truly mastered the business knowledge.

2. Focus on strengthening the training of new employees' sense of responsibility, efficiency and effectiveness.

3. Train the etiquette of new employees and cultivate the good habit of being polite to others.

4. Let new employees realize the difference between campus life and enterprise life and their responsibilities.

5. Cultivate new employees' respect for knowledge, time and serious work attitude.

6. Pay attention to cultivating new employees' sense of teamwork and the supremacy of collective interests.

Article 10 The Human Resources Department is responsible for the formulation and revision of this plan, and the right of revision and final interpretation belongs to the Human Resources Department.

Employee Training Plan Part 4 I Purpose

1, so that new employees can eliminate their nervousness when they first arrive at the company, enhance their sense of belonging and honor, and integrate into the company as soon as possible;

2. Make new employees understand the company profile, brand culture and relevant rules and regulations, and enhance their understanding of the company;

3. Make new employees have a good working attitude, master the basic knowledge of clothing specialty and related business skills, which is conducive to future work.

Second, the new employee induction training mode

1, centralized teaching. The training department organizes internal trainers to give targeted and centralized lectures to new employees in a planned way, so that new employees can easily master the' what to know and what to learn' required by the company. Generally, the centralized teaching is arranged in the second week of each month (avoiding Friday, Saturday and Sunday), and the training target is the new employees who joined the company last month;

2. Old employees help. After the new employee reports for duty, the department (store) will designate a special person to lead the new employee to get familiar with the environment, understand the work content, give guidance and provide relevant help;

3. self-study. New employees are required to establish a learning mentality and form the habit of self-study, and all departments will track and evaluate the self-study of new employees.

Third, the centralized training workflow

1. The personnel department is responsible for statistics of new employee information, and the marketing center assists in statistics and reports it to the personnel department.

2. The personnel department will report the statistics of new employees in that month to the training department, and the training department will make a training plan and issue a notice;

3. After receiving the notice, each department is responsible for notifying the new employees to attend the training on time. The employing department will arrange accommodation and itinerary for the new employees of the foreign service store, and notify the personnel department and the training department.

4. The Training Department conducts training to control the learning process and evaluate and track employees. After the training, feedback the employee's learning and classroom performance to the personnel department and the employing department, and complete the follow-up feedback within one month.

5. The feedback is recorded by the personnel department and used as the basis for formal assessment.

Four, the old staff to help deal with laws and regulations

1. When a new employee reports for duty, the department head (manager) fills in the new employee assistance form, designates the old employee to help the new employee, and submits it to the personnel department for the record;

2. The learning contents that the old employees help the new employees include: corporate culture guidance, familiarity with the environment, business guidance, teaching of company rules and regulations, and heart-to-heart communication;

3. The probation period agreed by the new employee shall prevail, and the probation period of the new employee shall end.

4. After the probation period expires, the personnel department will assess the new employee and help the new employee to work for one year. The company will give the helper a cash reward of RMB _ _ _.

5. The helper will not be rewarded or punished if the new employee fails to pass the probation period or resigns voluntarily during the probation period;

6. If the new employee violates discipline seriously during the probation period, the coordinator will be fined _ _ yuan.

Five, new employees need to have a learning attitude, continuous learning and innovation in the work.

The person in charge of the department (the store manager) shall specify the content of self-study during the probation period, and the employing department shall give assessment and issue assessment opinions after the probation period expires.

Six, other provisions

1. All new employees below the director level of Demex must attend the induction training;

2. In principle, arrange centralized teaching at the company headquarters, and if possible, conduct centralized training at the foreign service store;

3. During the centralized teaching period, the new employees in the new store will be paid living expenses at the standard of _ _ yuan per day, and half a day will be calculated at _ _ yuan;

4. The training arrangement of trainers can be reasonably adjusted according to the actual work;

5. All new employees must take the induction training exam. If they fail in the exam, they can take a make-up exam. Failing to pass the two make-up exams is considered incompetent, and the company can terminate the labor relationship.

6. The training department should perform well during the training of new employees, and feed back the assessment results to the personnel department for the record;

7. During the training period, new employees should strictly abide by the training discipline, study hard, and stop the trial if there are any intentional troublemakers;

8. All departments should actively cooperate with the training department to organize new employee training, and cooperate with the personnel department to do a good job in the follow-up of new employee assistance and self-study.

Employee training plan Part V I. Basis of training needs

1. Enterprise strategic planning

2. Annual business objectives of the enterprise

3. Human resource planning

4. Market competition demand and core competitiveness training demand

5. Performance and behavioral performance evaluation

Second, the purpose of training

The training plan of marketing personnel must be closely related to the marketing tasks and strategic objectives of enterprises and meet the needs of enterprise development. In order to improve the professional skills and quality of employees, make them meet the needs of the group's business development, and promote the realization of enterprise marketing goals and strategic goals. At the same time, we should also provide support for employees' personal career development to meet the needs of individual and organizational development.

Third, training objectives.

All staff of enterprise marketing department.

Fourth, the training implementation time

Verb (abbreviation of verb) training method

1. Classroom teaching

2. Case analysis

3. Panel discussion

Training content of intransitive verbs

1. Product expertise

2. Marketing planning: creativity, motivation, product promotion, marketing network, marketing public relations, relationship marketing and integrated marketing planning.

3. Corporate image planning: corporate image overview, corporate image content, corporate image concept development, corporate values refining, corporate concept refining and interpretation, corporate behavior identification, corporate visual identity system, corporate image innovation, etc.

4. Sales planning: product sales channel design strategy, product marketing network construction, product chain stores, product display design, etc.

5. Advertising planning: product market positioning, product advertising design, advertising strategic decision-making, advertising objectives, advertising content, advertising appeal planning, advertising creative planning, advertising production, advertising media selection, advertising effect detection, etc.

6. Corporate relationship planning: overview of corporate relationship, corporate relationship decision-making, brand management, corporate image building, CI strategy, corporate relationship management, crisis prevention, crisis management, customer relationship management, etc.

7. Brand marketing and management: brand identification, brand marketing strategy, brand management, CS customer satisfaction strategy, service strategy, integrated marketing communication, etc.

Seven. Training implementation

1. The enterprise marketing department is responsible for tracking the implementation of the training plan and ensuring that the personnel training is implemented as planned.

2. The marketing department and human resources department of the enterprise establish personal training files for each employee of the enterprise and keep personal training records.

3. After the training, return the training materials to the marketing department of the enterprise to enrich the training resources of the enterprise and provide them to the relevant employees for reference.