Company training plan 1 First of all, let's clarify the purpose and function of training:
1. Communicate corporate culture and corporate values
2. Communicate the company's new strategic objectives.
3. Change employees' ideas
4. Help promote new projects and solve urgent problems.
5. Improve employees' work skills.
6. Promote new ideas, knowledge and skills.
7. Improve the overall quality of the team.
8. Provide personal career development
Knowing the purpose and function of training, all these play a vital role in the sustainable development of our enterprise. How can we make the training work effective instead of wasting time, money and energy?
The secret of successful training is: what is the basis for determining training? If the training plan is made entirely on the basis that managers think employees "should" know, then the experience of countless trainings can tell us that the attitude of participants must be quite cold. On the contrary, if the training plan is made on the basis of the company's development strategy, and the needs and interests of the trainees are often known, then it will definitely be a successful plan.
Adult training and children's education are two completely fixed education methods. Children are basically compulsory learners. If they don't study what they should, they will be punished. However, adults are voluntary learners. The key difference between children's education and adult education is also here, which will greatly affect the content and method of learning and the later results.
With the continuous development of the company, in order to meet the needs of the company's grassroots cadres and cultivate a large number of high-quality cadres, Yusheng Company has reserved a cadre training plan. The company decided to recruit and train college graduates as an echelon of cadres. Details are as follows:
First, the training target
1. Recruit new students from universities and colleges.
2. Education requirements: All students must have secondary school or junior college education or above.
3. Students participating in the training of this project must go through strict interviews, relevant tests or assessments before they can participate in the training of this project.
4. The first phase plans to recruit 150 people.
Second, the training assessment criteria:
1. All participants in this training program receive training from the same starting point and compete fairly. The results of each assessment should be published on the bulletin board, so as to be fair, just and open, and lead a better learning atmosphere than learning.
2 assessment is divided into four parts: single assessment, all-around assessment, competition activities and technical performance.
3. The whole training period is three months, during which there will be various examinations and evaluations.
4. During the training period, after normal training and assessment, those who pass will be promoted to storage and assigned to the production site, while those who fail will be assigned to the site as employees.
5. Assessment method: written test/operation/drill/paper report.
Third, the training content
1, job skills training ﹔ 2, management skills training ﹔ 3, job responsibility training ﹔ 4, thinking and values training ﹔ 5, workplace ethics and behavior etiquette norms ﹔ 6, outdoor development training ﹔ 7, company system learning, work plan "Yusheng"
Four. Salary during the training period
1. During the first three months of factory training, the salary will be calculated according to the group work. The average wage of each group 1755 yuan, after deducting the average wage of food and accommodation 1500 yuan. The daily score is based on attendance and training.
2. After the expiration of the training period, they will be assigned to different posts according to the training performance, and the salary will be calculated with reference to the salary standard of each post.
After the training, according to the performance, he can be promoted to storage and assigned to each production line, with a monthly salary of about 2200 yuan; Substitute for three months, those who meet the standard can be promoted to the official monitor with a monthly salary of about 2600 yuan; If you can represent a line independently after being promoted to monitor, you can be promoted to team leader with a monthly income of about 3,600 yuan, and the later promotion will be implemented according to the company's promotion system.
In addition, the company will also recruit a group of college students with related majors:
Human resources and business administration (positions in human resources department and training center): 4 persons;
Psychology major: 3 people; Physical education major: 2 people; Fashion design major: 6 people, doctor: 1 person; Nurse: 1.
Chapter III of the company's training plan is to strengthen the safety management of our company, continuously improve the safety awareness and quality of employees, and thoroughly implement the company's policy of "quality, environment, occupational safety and health", and specially formulate the 20xx annual safety production training plan.
1. Training content: mainly involving new laws and regulations, new rules and regulations, continuing education, special operations, safety training for new employees, etc.
1, laws and regulations training
In order to further strengthen the legal awareness of all employees, managers are regularly trained in new laws and regulations and existing laws and regulations.
2, the new rules and regulations training
In order to further implement the new quality and safety regulations, norms and various management regulations, the safety production in each workshop shall be carried out according to the new regulations, norms and various management regulations. It is planned to carry out on-the-job training for some professional and technical personnel with the new laws and regulations as the content.
3. Continuing education and training
According to the needs of the company's development, train the workshop safety production management personnel and update their knowledge.
4. Training and education of new employees
This year, in order to make new employees have a comprehensive understanding of the company and the post technology they are engaged in and adapt to the post requirements as soon as possible, it is planned to conduct induction education and training for new employees based on enterprise rules and regulations and safety manuals.
5, special type of work training
According to the requirements of program documents, operators such as electricians, welders, forklift drivers and automobile drivers are trained in special trades, and the training is organized and implemented by the departments and workshops where employees of special trades belong.
Second, the implementation measures
1. Give full play to the role of workshops and functional departments: Staff training is a comprehensive work, involving workshops and functional departments. Giving full play to the role of teams and groups can ensure the implementation of employee training as planned, comprehensively manage employee training, and make employee training more closely integrated with the actual production needs of the company.
2. Establish a system that combines training, assessment and use: any post that the administrative organ requires to be certified shall not be employed without training;
3. Employees who fail to receive training as required by the company shall be punished according to the relevant training management regulations of the company.
4. Gradually form a management mode combining talent assessment, training and use.
5. Continuously improve and revise employee training management regulations, strengthen the monitoring of employee training, and ensure that all training work is carried out in accordance with the provisions of the company's training system.
Third, the requirements
1, the main person in charge of each workshop and functional department should pay attention to employee training and appoint someone to be responsible for the daily management of this work. And according to the company's employee training plan to develop an implementation plan, monitoring the development of employee training.
2. Send employees to participate in training, and report to the Human Resources Department for approval and implementation after being approved by the company's competent leader. Employees who have attended training or gone through the examination and approval procedures after training are regarded as not meeting the training management regulations.
Four. Education and training time
1, full-time technical personnel shall have no less than 20 class hours per year;
2, special types of work not less than 30 hours a year;
3. The person in charge of the production workshop and the safety officer shall have no less than 20 class hours per year;
4. Receive no less than 20 hours of training before waiting for posts, changing posts, changing posts and returning to work;
5. The three-level training and education time for new employees in the company, workshop and team shall be no less than 10 hour, 10 hour and 20 hours respectively.
Company Training Plan 4 I. Training Objectives
1, master the knowledge of architectural decoration engineering, be familiar with the principle of architectural structure, and have the basic reading ability of architectural decoration construction drawings.
2. Understand the basic performance of building materials, and be able to reasonably select and use building materials according to the use nature of the building.
3. Understand the basic knowledge of building mechanics and the basic principles of structural design.
4, with the preparation of general construction engineering, decoration engineering construction drawing budget, project settlement documents preliminary ability.
5, with the preparation of general construction engineering, decoration engineering bidding documents preliminary ability.
6, with engineering construction project cost accounting and optimization of construction organization design [preliminary ability.
7, understand the engineering technology and economic knowledge, economic application knowledge, with the preliminary management ability of construction enterprises.
8. Have the preliminary ability of engineering financial accounting.
9. Master the application of Word processing, data calculation and drawing software such as Word, Excel and Cad.
10, which has the preliminary ability to calculate and price construction projects by using budget software.
Second, the key work
(a) the implementation of management leadership positions rotation. Through the rotation training of management leaders, one is to improve their political and professional ethics, as well as the cultivation of leadership and decision-making power; The second is to master and use modern management knowledge and means to enhance the organization, cohesion and execution of enterprise management; The third is to understand and master the operation and implementation of modern enterprise system and corporate governance structure.
(2) Continue to strengthen the training of project managers (builders). Xx Company will make great efforts to organize rotation training for on-the-job and backup project managers this year, and strive to reach more than 50%, focusing on improving their political literacy, management ability, interpersonal communication ability and business ability. At the same time, all units of xx Company are required to select employees who meet the requirements of construction engineers and have professional development ability, organize centralized training, and take the social construction engineer exam, with a net increase of more than xxx people every year.
(3) Focus on the pre-job training of construction technology and management operation skills of passenger dedicated lines. The construction of passenger dedicated line is a new technology for us, and it is an important content of continuing education for employees of xx Company this year. All units should focus on the construction technology and management of passenger dedicated lines, select excellent professional technical and management talents for outsourcing study and training, absorb and master the technical standards and processes of passenger dedicated lines through learning, and become the backbone and promotion teachers of construction technology and management. The Human Resources Department of xx Company takes the lead in actively organizing the internal popularization and training of all kinds of management, technology and operators needed for the construction of passenger dedicated lines, together with the project management center and member units; Ensure that the number and ability of employees required for construction meet the requirements.
(four) to speed up the pace of high-skilled personnel training and vocational skills appraisal. Xx company will select some main positions for rotation training this year, and timely organize employees in Lanzhou Technical School who meet the requirements of technicians and senior technicians to conduct centralized training and assessment, and strive to add more than xxx technicians and senior technicians. Make its structure and total amount tend to be reasonable and gradually meet the requirements of enterprise development. Vocational skill appraisal should enable skilled workers under the age of 35 to complete the first appraisal and evidence collection on the basis of vocational skill training.
(5) Do a good job in pre-job training for new employees. Newly-received retired soldiers should receive one-year pre-job skills training in Lanzhou Technical School, and they can only take up their posts after passing the training and examination and obtaining the Vocational Qualification Certificate of the corresponding type of work; Newly recruited college graduates are trained by all units, focusing on professional ethics and basic skills, enterprise profile, culture, business philosophy, safety and accident prevention, employee norms and codes of conduct. At the same time, we should pay attention to the guidance of personal value orientation and realize the unity of personal value and enterprise value. The training rate reached 100%.
(6) Strengthen the training of compound and high-level talents. All units should actively create conditions, encourage employees to learn by themselves and participate in various training organizations, and realize the unity of personal development and enterprise training needs. To expand and improve the professional ability of managers in different management occupations; The professional ability of professional and technical personnel is expanded and improved to related majors and management fields; So that construction workers can master more than two kinds of skills and become a high-level talent with many talents.
(seven) continue to publicize and train the "trinity" standard. The projects under construction of xx Company and its subsidiaries should take advantage of various opportunities and adopt different forms to carry out publicity and popularization training on quality, environment and occupational health and safety standards for employees, and make training records according to the requirements of implementing standards.
(eight) pay special attention to the training of construction personnel in the project under construction.
1, do a good job in the training of safety technology evidence collection and replacement of special operations personnel, and strictly implement the regulations on holding certificates.
2. The project management department of the project under construction shall, in accordance with the requirements of the "trinity" management system standard, do a solid and effective job in training the operators of key working procedures and special processes in construction production, as well as the drill training of the emergency plan for construction environmental protection and occupational health and safety, so as to ensure that human resources can meet the requirements of construction production.
3. The training and supervision of outsourcing team members should be brought into the management field of vision, and guidance and effective intervention should be implemented to eliminate hidden dangers and effectively safeguard the corporate reputation.
(nine) to carry out vocational skills competitions to promote the growth of young talents. Xx company will choose 3-5 major occupations for skills competition this year, and at the same time choose appropriate occupations for skills competition with brother units, and select and train outstanding young high-skilled talents through professional competitions.
Three. Measures and requirements
(1) The leaders of all units should attach great importance to it, and the business departments should actively participate in and cooperate with each other, formulate practical and effective training implementation plans, implement the method of combining guidance with teaching, persist in developing the comprehensive quality of employees, establish the long-term concept and the overall situation concept, and actively build a "big training pattern" to ensure that the training plan starts at more than 90% and the training rate of all employees reaches more than 25%.
(2) Principles and forms of training. Organize training according to the principle of "whoever manages the training" and hierarchical management training. Xx Company focuses on training management leaders, project managers, chief engineers, high-skilled personnel and "four new" promotion; All units should focus on the rotation training of new employees and on-the-job employees and the cultivation of compound talents. In the form of training, we should combine the actual situation of enterprises, teach students according to local conditions and aptitude, combine external training with internal training, combine base training with on-site training, and adopt flexible and diverse forms such as skill drills, technical competitions and appraisal examinations; In terms of training methods, we should combine teaching, role-playing, cases, seminars and on-site observation with each other. Choose the best method and form and organize training.
(3) Strengthen the construction and development of training infrastructure. First, give full play to the training resources and professional expertise of staff universities and technical schools, actively integrate and rationally develop them, and make them play a key role in the human resources training and development of xx Company; Second, each unit should give full play to its training base and vocational school functions according to its own professional expertise. Choose a major or topic, and organize the compilation of training materials or handouts suitable for the characteristics of enterprises; Third, it is necessary to strengthen the construction of full-time and part-time trainers in enterprises and implement paid services for resources.
(four) to ensure the implementation of training funds. All units should fully withdraw the vocational education funds according to the current national regulations, that is, 0.5% of the total salary of 65,438+,which will be mastered and used by the competent training department and supervised by the financial department, of which 0.5% will be turned over to xx Company for unified and overall use, and it is strictly forbidden to use the training funds for other purposes.
(5) Ensure that the training effect is true and effective. First, strengthen inspection and guidance and improve the system. Xx Company will conduct irregular inspection and guidance on the training of staff universities, technical schools, units and projects under construction; The second is to establish a commendation and notification system. Commend and reward the units and training institutions that have made remarkable achievements in training, and give some support and inclination in training funds; Informed criticism will be given to the units that fail to implement the training plan and lag in employee training; The third is to establish a practical employee training feedback system, and insist on linking the assessment and results of the training process with the training funds, wages and bonuses during my training. Realize the promotion of employees' self-training awareness.
(six) to strengthen the service consciousness of on-site training for grass-roots units, give full play to the subjective initiative of the competent departments, take the initiative to solve practical problems in on-site training, and put the annual training plan in place in a down-to-earth manner.
(VII) The class training and employee sending training of xx Co., Ltd. shall be organized and implemented in strict accordance with the procedures and requirements of the Measures for the Administration of Employee Training of xxxx Co., Ltd., and the sponsoring departments (units) shall make plans and teaching designs well before the class starts, and all units shall do a good job in sending students to ensure the effectiveness of training quality.
According to the hospital scale and related requirements, our company will arrange a group of personnel with high comprehensive quality and strong professional skills to form the management team and staff of the project management office of Zhanyi County People's Hospital.
(A) the purpose of employee training
1. Project Manager of Management Office (decision-making layer and management layer)
Familiar with the knowledge and skills of hospital logistics management service system, focusing on cultivating professional macro-analysis, decision-making, organization, coordination and control ability, cutting-edge knowledge of modern management and behavior, familiar with quality management system standards, with independent, innovative, enterprising and fraternity modern ideas and humanistic quality.
Have skilled professional knowledge and ability, diligent and down-to-earth professionalism, innovative and pioneering spirit, and methods and abilities to deal with various emergencies. The certificate-holding rate of management personnel is 100%.
2. Employees (operational level)
Understand the needs of the hospital and the management concept of the management office, master their own job responsibilities and job operation procedures, and have a hard-working, United and cooperative team spirit and a good service image. The certified employment rate of technicians in special and key jobs is 100%.
(2) Training methods
According to the rules and regulations of our company and the actual situation of hospital logistics management services, the training work includes the following aspects:
1, quality policy: in line with "keep improving and create top 100 brands; Constantly innovate and build excellent property management enterprises; Sincere service, always be customers' friends, customers first ",serving the majority of medical workers and patients."
2. Service concept: instill the company's service awareness, quality awareness, dedication awareness and high-quality logistics management standards; Firmly establish the management concept of "standardized service, strict requirements, performance-oriented, respect for humanity and perfect morality", and embody the company's unique service management model with affectionate and humanized warm service.
3. Professional quality: According to the characteristics of Zhanyi County People's Hospital, according to different posts, different division of labor, and according to the specific requirements of the operating standard instruction, let every employee know what he should do, how to do it, to what extent and to what standards he should achieve in each time period. Let employees in any position master the basic common sense that employees should know and know.
4. New business knowledge: With the development of society, knowledge is constantly updated. So the process of learning is also a process of constantly updating knowledge. In order to better train managers and operators to master the latest knowledge and business skills, and to provide customers with high-quality and efficient services. Please come in,
The way to go abroad will be to constantly train new business knowledge, including computers, cleaning equipment, imported technology and advanced management experience.
(3) Training plan
2. Strengthen training before the project takes over.
3. Pre-job training
(4) Follow-up or review after training.
1. After the training, the person in charge of organizing the training should follow up: check the actual working conditions of employees, check whether employees work according to the requirements and standards after the training, and supervise and correct employees who do not work according to the requirements. 2. After the training, on-site assessment and evaluation should be conducted. On-site assessment is divided into two forms: practical assessment and written assessment. Assessment is to check the employees' work before and after training after working for a period of time, and make records, so that the employees' bosses, department or company leaders can timely understand and master the employees' work and thoughts, and take this as a reliable basis for evaluating the training effect.
In order to improve the quality and professional skills of the company's employees and increase the company's competitiveness in the market, the company decided to carry out effective training for employees and formulated the annual training plan as follows:
I. Participants in the training
Personnel of various departments, including: personnel administration, finance, engineering/tooling, production, quality control, procurement, etc.
Second, the training plan large-scale training course plan
(1) Public relations etiquette: including reception etiquette, business etiquette, telemarketing etiquette and company etiquette.
(2) Department coordination and communication ability: cohesion, cooperation, division of labor and problem solving of all departments, thus enhancing enterprise cohesion.
(3) the cultivation of employees' loyalty to the enterprise, employees' life goals and career planning.
(4) How to build a high-performance learning team.
(5) Human resource management practice
(6) Internal training (external training)
(7) On-site management of excellent team leaders
(8) Customer relationship management and gold medal service
(9) Training of innovative thinking
(10) Laws and regulations contract: including laws and contract specifications for payment.
(1 1) Computer application: popularize basic computer applications, be familiar with basic knowledge of software and hardware, and provide professional training for commonly used software.
The outward bound training plan is once a quarter and four times a year.
1. Outdoor training focusing on improving team concept and teamwork.
2. Outdoor training based on improving communication.
3. Pay attention to outdoor training to improve innovative thinking.
4. Outdoor training based on improved management.
Company internal training:
(1) Corporate culture: company background, founding process, company status, organization, company goals, objectives, cultural atmosphere, integrated marketing and marketing technicians.
(2) Company management system: attendance system, personnel system, office civilization system, office supplies management system and equipment management system.
On-the-job training: Personnel Administration Department and Document Control Center: (Administrative/Document Control Personnel Training Content:)
(1) administrative management system: including document file management, telephone management, vehicle management and office supplies management.
(2) Corporate culture: including corporate background, current situation, organization, corporate goals, objectives and cultural atmosphere.
(3) Official document writing: including the concept, type, format, standard words and polite expressions of official documents.
(4) Computer office software applications: including office software word, Excel and point hardware management: computer configuration, composition and basic maintenance.
(5) Legal and policy knowledge: including relevant information such as decoration, house and payment for goods.
(6) Contract management: including leasing, selling, contracting, lending, contract writing norms, legal basis and dispute resolution.
(7) Emergency response: including emergency prediction, planning, mediation and handling.
Personnel and administrative personnel training schedule
Note: The training schedule of each department is 1-2 hours. Engineering/Mould Department/Production Department: (Training content)
(1) Management system: piece-rate salary, bonus, performance appraisal and management measures.
(2) Standard process: including operating standard procedures, matters needing attention, skills and methods to deal with difficult problems, and acceptance specifications and standards.
(3) Safe and civilized operation: problems that should be paid attention to in safe and civilized operation.
(4) Materials and new technology: Introduce the characteristics of materials, and technicians provide demonstration operation methods.
(5) Civilized quality: strive to be civilized employees, strive to be good citizens, and strengthen quality education.
(6) Cooperate with designers: solve problems in the operation process.
(7) On-site problem solving methods: coordination of on-site work procedures and operation management, and the ability to deal with emergencies.
Quality Control Department /QA Department Training Plan (Quality Inspector Training Content)
(1) quality inspection standard: study the quality acceptance specifications and quality inspection procedures carefully.
(2) Inspection regulations and standards: seriously study the compilation of inspection regulations and standards.
(3) Environmental protection innovation: adhere to the principle of technological innovation and sustainable development, implement the policy of energy saving, water saving, material saving and environmental protection, and explain the harmful substances in the materials and the national limit standards.
(4) On-site problem handling: methods and skills for handling customers' opinions, problems and complaints on site.
(5) Quality management: Learn how to improve the efficiency of quality management and make the inspection orderly, orderly and standardized. Quality inspector training program
Note: The department arranges each training 1-2 hours (business personnel training content).
(1) Company's business system: including salary, commission, design, product quality and after-sales service.
(2) Basic knowledge of marketing: objectives and mission, introductory instructions, basic action training, early meeting methods, implementation plan and declaration of determination, and marketing backbone learning.
(3) Grasp the customer's psychology: Understand and master the customer's psychological test to improve work efficiency.
(4) Market understanding: Understand the development customers, quantity, delivery date and loan term. Master first-hand information.
(5) Market analysis: Compare and analyze the charges, quality and after-sales of various enterprises, focusing on our supporting system, design capability and after-sales service.
(6) User 100 questions: Collect and sort out the 100 questions with the highest rate of customer questions, and the manager will summarize the most reasonable answers and give them to the salesman.
(7) Literacy training: comprehensive quality and employment-oriented moral education.
Training schedule of business representatives
Note: each training arrangement of the department 1-2 hours training content of the personnel office.
(1) standard process: product standard operating process, steps and acceptance criteria.
(2) Design specifications: including drawings, cover lines, characters (fonts and sizes), labeling, uniform size standards and design system.
(3) Appreciation of excellent works: hold regular learning meetings of excellent works at home and abroad to exchange ideas and modeling proportions.
(4) Computer application: the design software is updated every year, and the hardware is maintained in time. Skillfully use drawing skills to improve work efficiency.
Training schedule
Note: The training schedule of each department is 1-2 hours. Finance Department (training content for financial personnel).
(1) The annual continuing education and training for financial personnel lasts for 3 days.
(2) Tax localization management.
(3) tax policy learning.
(4) Study new financial policies and systems.
(5) Corporate culture: including corporate background, current situation, organization, corporate goals, objectives and cultural atmosphere. (
6) Financial computerization: Learn the application of financial software.
Financial personnel training schedule Note: The department arranges each training 1-2 hours.
Purchasing Department (training content for purchasing personnel)
(1) raw materials: know the variety, price, origin, performance and cost performance of various materials.
(2) New materials and technologies: know the characteristics, scope of application, effect, technology and cost performance of new materials in time.
(3) National standards for copper, iron, alloy and plastic materials: seriously study the regulations on harmful substances in materials notified by the State, and strengthen the supervision and inspection of materials.
Buyer's training schedule
Note: The department arranges 1-2 hours of new employee training for each training.
(1) corporate culture; Including enterprise background, present situation, organization, enterprise goal, purpose and cultural atmosphere.
(2) Job responsibilities: job structure, job relationship, job responsibilities and assessment objectives.
(3) Company management system: personnel system, attendance system, office supplies system, equipment management system, civilized office system, correspondence system, dining system and dormitory system.
(4) Company etiquette: telephone etiquette and reception etiquette. New employee training schedule Note: The training schedule of each department is 1-2 hours.
Three. timetable
With regard to the overall arrangement, we suggest that special training should be conducted once a month, and team outdoor development training activities should be conducted once every three months, so as to achieve gradual, continuous and effective training and constantly revise and improve the training effect.
1, special training schedule
2. Outward bound training is arranged once every quarter and four times a year.
Fourth, the lecturer arrangement
The company will arrange or hire professional lecturers for training, and the company will integrate the best lecturer resources and professional training venue resources, and implement them according to the predetermined goals in order to achieve the best results.
Five, cooperate with the work
The final effect of training can not be separated from the strong support and cooperation of various departments. The company hopes to get assistance and strong support from all departments in publicizing training awareness, arranging training time, confirming training venues, preparing training meetings, and supervising implementation after training. Every time the company trains each department, the project team members will conduct detailed research on the relevant departments or terminals, so as to carry out targeted, accurate and practical training and get effective results.
Implementation of intransitive verb suggestions
The above plan is a preliminary arrangement. Specific training topics and time arrangements shall be handled flexibly by each department according to the specific situation. We only need to negotiate with the personnel administration department in advance to arrange the lecturer. We also suggest that each department has a person in charge of this training to take charge of the specific matters of training. We suggest that all departments increase their efforts in the implementation, supervision and inspection after training, because this is the guarantee for the training to achieve real benefits. It is best to form a system and implement it for everyone.
Seven. any other business
Other unfinished matters shall be settled through communication and consultation. It is hoped that all departments can establish long-term training plans, and that through the joint efforts of personnel and departments, the company will be regarded as a model of training performance.