1, training content
2, training objectives
3, training time
4, participants
5, assessment methods and results
Question 2: how to write training and learning proposals I was fortunate enough to participate in the training course of this staff, after a period of time to learn the course, the individual The opinions and recommendations of this training are as follows:
The overall content of this training course is rich, the classroom atmosphere is good. We all have the enthusiasm to learn, each time the pre-course small interactive environment both relaxation and relieve the pressure. The pre-course mini interaction is a respectable training session, which also enables the trainees to recognize the members. Our trainers are also enthusiastic, unreservedly what they have learned to share with our students, so that we *** with progress.
As a functional department of the staff, feel the training course content more inclined to store sales of the front-line staff, some of the course content and the job-related remoteness, should be targeted in the training. You can learn about the training needs of employees before the class, and then develop training programs and implementation. This can be a greater extent to meet the needs of the staff to seek knowledge, and focus on personnel and job training. In addition, can be issued in advance of the courseware tutorial information, so as to avoid employees in the course of listening to only pay attention to the notes and almost skipped listening to the class, which can help slow note-taking, cultural foundation of the weak trainees to better grasp the focus of learning.
For some courses, it is necessary to add actual cases to analyze. To help students deepen their understanding of the course, in-depth, to guide students to listen to the content of the lecture. To do a lesson on the effect of a lesson. The choice of courses can also be added to the practical things. Such as: display, color matching class can be equipped with teaching aids. Let the students practical hands-on operation. This can increase the interactivity of the course, more conducive to the concrete understanding of the abstract concepts of the students.
If we can from the heavy more training lecturers, to determine a part of the excellent lecturers fixed lectures will be better than lecturers rotating effect. Because, lectures are also required to teach certain skills, lecturers have the connotation, the content of the courseware can be fully expressed and delivered to the students, to enhance the effect of training lectures. It is suggested that students can vote for a part of the preferred lecturer, color after fixed lecturer.
In addition, we also put forward a suggestion to our students. That is to keep a copy of each training experience, so that when you look at it later, you can see your own growth, see your own strengths and weaknesses in learning.
These are my personal suggestions, and I apologize for any inaccuracies. I also hope that we all learn something in the training, *** with progress.
For reference.
Question 3: How to write a summary of training and learning Grow in learning, grow in practice. This is how it is in life, every learning is an opportunity to practice. Every practice is a challenge, can we be afraid? The answer is yes: "No!" No matter what the situation is, it is a challenge that cannot, will not, and must not be feared. The reason we train is to increase our confidence in the challenge. I don't know how much others have learned, felt, or understood through training. I only know that through the training of their own deep feelings.
First of all, I want to point out that through this training I have learned a lot, seen and heard, have not seen the unheard of are included.
Mr. Song spoke of innovation and practice, although I do not know what the content is, but through the speeches of the cadres, I know that it is a training that will have an impact on us in the future. The summary of the cadres actively speak, this shows what? It shows that the training was a success. Another point is that we need such an opportunity, such an opportunity to improve themselves, improve themselves, enrich themselves.
Looking back on this period of training, I believe that we have learned a lot, but I have a new feeling: "the more you learn, the more you do not know. Why? In the previous study they did not focus on a certain aspect of learning, just know what the teacher teaches, what they learn, never care about the right and wrong, but also never care why, just blindly walk, learn. After going to college the feeling changed a lot, the reason is very simple: "Here the learning is no longer one-sided, is a kind of concrete things in a specific way to analyze." Only from this point of view, this is going to be more systematic than the previous learning, after all, involves specialized knowledge. The more you learn here, the less you feel you knew before, and then you will try hard or deliberately look for books in this area to learn about it. But the more you learn, the less you feel you know, why is that? Because we have a heart that wants to enrich itself, a heart that wants to learn, but also a heart that is forward. This will have to ask ourselves to learn on the job, in the study of work, the learned to use in the work.
Secondly, in our e-learning theory training, I benefited from a passage spoken by Prof. Yu Dan: "Pangu has 'nine changes in one day' between heaven and earth, like a newborn baby, changing subtly every day. This change eventually reached a state called "God in Heaven, Holy on Earth". These six words are in fact the ideal of the Chinese personality: to have an idealistic sky, to be able to soar freely without compromising the many rules and obstacles in the real world; and to have the ability to be down-to-earth, to be able to go on expanding his behaviors on this earth. The man who has only ideals but no land is a dreamer not an idealist; the man who has only land but no sky is a pragmatist not a realist." I can't say I fully appreciate this quote but I have at least recalled it many times. What does he ask us to do? To keep our feet on the ground! No matter which way we say it, we need to keep our feet on the ground. Only in this way will we be able to express ourselves positively in our work and studies. There is also so, we can clearly understand their own shortcomings, so as to actively correct.
"Hundred virtues of filial piety is the first" is the most clearly remembered sentence in Professor Yu Dan's lecture. It focuses not only on the word "filial piety", but also on the word "first". The word "filial piety" speaks of filial piety and respect for elders, advocating the traditional virtues of the Chinese nation, but the word "first" is really about the first, dare to be the world's first spirit. We often lack in our daily life, learning and work is this spirit, which should not be worthy of our attention?
Again, in the etiquette of Prof. Kim Jung-kwan, mainly from the "interaction, communication, image" three key words to start, a complete explanation of our life in the study should pay attention to matters. As well as in the process of interaction in the correct handling of interpersonal relations principles and skills, with vivid examples, in-depth introduction to the reception etiquette, office etiquette, public relations etiquette of the basic norms of behavior. At the same time, it also shows that understanding modern etiquette is an important part of our 21st century college students' quality ability and inevitable mastery of the interests of the norms, familiar with and mastery of modern etiquette culture is both the intrinsic requirements of the professional specificity and seriousness of the work, but also the new period of construction of a new type of student cadres, the goal of a good image requirements.
With the rapid development of the modern information society, communication technology and means of communication are increasingly changing people's traditional concept of interaction and interaction behavior. In particular, the scope of people's interactions has gradually expanded from interpersonal communication to a wide range of public communication, from face-to-face proximity communication to the development of remote communication without meeting, from slow ...... >>
Question 4: How to write a training program The complete program usually includes the following parts:
- Training objectives
- Objectives
- Training content
- Participants
- Training methods
- Budgets, costs
- Training organization
- Feedback on the training
- Evaluation of the results after training
- Training organization
- Training of the training of the public. Depends on what you are training for,
New employees are generally divided into job training and institutional training
The former is for the employee's specific job training, such as sales, to train his sales skills, communication skills, if it is a technician, to train technical skills, the purpose is to allow new employees to quickly adapt to the workplace. The latter is to allow new employees to understand the rules and regulations of the company, including corporate culture and so on.
Question 6: How to write the training experience Vocational training experience? If you are writing to yourself, do not need to have any special format, after all, is to record the form of the main, as long as they can read and understand, to remind themselves, in this training gained what knowledge and feelings, then it is OK.
But if it is a corporate training, your experience is to write to the boss or supervisor to see, then pay a little attention to the form:
1) Title - the best is to double the title of the form of double the title of the form of double your boss can let your boss relatively quickly know what the main thrust of the training. e.g.: "fine at the heart of the clever change - cross-sectoral cooperation and communication training records".
2) Training Overview - First, you need to briefly introduce the course and the instructor's credentials, so that your supervisor has a general understanding of the training, and then you talk about the framework of the training program
3) Training Details Record and Your Thoughts - After the overview, you need to get into the details. Each training is divided into different subsections, and you need to record exactly what you learned in each training section.
Writing style, I suggest you can be divided into two columns, as I wrote above, one side is the details of the record One side is your thoughts, this form of record will allow your boss to clearly understand that these knowledge points, which you think is useful, which you think is relatively ineffective.
4) Summary and Next Steps Action Plan - Review the entire training process, you think it is good or bad, and then the teacher's style you like or do not like, the content of the training is useful or not. From the practical application point of view, you feel that this knowledge and skills, in your future work environment should be how to apply.
This is the point where you vote with your boss, showing that this training is not for nothing, and that it is actually useful for the job.
Having said that, I hope it will be useful to you, as I do training myself.
Question 7: How to write the program for new employee training? Bureau of Citation
New Employee Orientation Training Process
Table of Contents
I. Purpose of Training
II. Scope of Application
III. Training Time
IV. Training Methods
V. Training Content
VI. Assessment
IX. Annexes
Annex I New Entry/Transfer Employee Training Record Sheet (Sample)
Annex II Probationary Period Assessment Form (Sample)
Annex III New Employee Orientation and Training System Class Test Questions (Sample)
Annex IV New Employee Orientation and Training Medical Device Manufacturing Quality Management Standard Test Questions (Sample)
I, Purpose of training
In order to allow new employees to quickly integrate into the company's corporate culture, establish a unified corporate values, behavioral patterns, understand the company's relevant rules and regulations, and cultivate a good working mentality, professionalism, the development of this process.
Second, the scope of application
This process applies to all new employees of XX Biological induction training.
Third, the training time
Administration and Personnel Department at the beginning of each quarter or when the number of new employees reaches 10 new employees induction training, lasting 2.5 days.
. Fourth, the training mode
The whole into zero, off-the-job training.
V. Training Content
1. Onboarding Guidelines
Time: On the day of onboarding
Responsible: Personnel Assistant (Employee Relations)
Contents: 1.1 On behalf of all the colleagues of the company to express welcome to the arrival of the new employees
1.2 Introduction to the company 1.3 Introduction to the company's organizational structure 1.4 Introduction to the system of attendance and vacation 1.5 Introduction to career development channels 1.6 Employee Handbook reading
1.7 Wage payment method and time
1.8 From time to time to communicate with new employees, to understand their life and work whether they need assistance, and the part of the guidelines
2. Departmental job training
Time: the day of entry
Responsible for: Department Manager
Content: 2.1 On behalf of all colleagues in the department to welcome the arrival of new employees
2.2 visit the company, introduce new employees and all colleagues to get to know
2.3 Introduction to the departmental organizational structure
2.4 Introduction to the job responsibilities of the new employees and career development channel
2.5 Arrangements for new employees to join the mentor
Penalties 2.6 Communicate with the new employee onboarding mentor, the new employee himself or herself to the probationary period assessment indicators
2.7 New employee occupational safety prevention and operation introduction
2.8 From time to time to communicate with the new employee, to understand their life and work whether they need assistance, and the part of the guidelines
3. Company public **** training
Time: Regular
Responsible person: Administration and Personnel Department
Content:
3.1 On behalf of all colleagues of the company to welcome the arrival of new employees
3.2 corporate culture category (including company profile and company benefits ...)
3.3 Company product introduction
3.4 Company system (including personnel system, administrative system, expense reimbursement system)
3.5 Occupational literacy (including work methods and mentality)
3.6 Quality system (medical device production quality management standards)
3.7 Occupational safety (including production safety and fire safety)
3.8 Occupational safety (including production safety and fire safety)
3.9 Occupational safety (including production safety and fire safety)
3.10 Occupational health and safety
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Question 8: How to write the employee training program Training programs generally have to be organized according to different time periods have plans, followed by the object of training to have a plan, such as new employees, old employees, employees in special positions, etc. should have a different training program, in addition to the relevant content of the training should be a plan, so that the time, scope, and content as the main body of the content, and then the corresponding The addition of some preamble and suffix will be a good training program.
Question 9: How to write the training experience? Can this be written? The first should be the educational experience, and need to write the specialty.
The second and third can be considered training experience.
Generally, what time, in which enamel to participate in what training, what results.
Question 10: How to write a training program ah? Property management company staff training program
I. Foreword
Robert Irvine once said: spend money on improving the quality of the workforce is the best investment for business managers. Known as the sunrise industry property management industry, after 20 years of development, has shown more and more strong vitality, in order to adapt to the needs of the development of the market economy, the property management enterprise staff training work has become very important.
Second, the purpose and significance
(a) staff training is the need for property management enterprises to participate in market competition
The competition of property management enterprises, in the final analysis, is the competition for talent, property management enterprises in addition to recruiting the right people from the market, a more effective way to improve the quality of the existing staff through training, so that they can become talents to meet the needs of enterprises.
(B) Staff training is a way for property management managers to motivate their staff
In today's society, learning and training has become an important means of changing their lives and environment, and almost everyone has the need and desire to learn. A strong learning atmosphere within a property management company, as well as an effective learning policy will have a strong enough attraction for employees, which is conducive to the stability of the workforce. Farsighted managers even learning training as a kind of employee welfare used to gift or reward employees.
(C) staff training is the basis of modernization of property management
After more than 20 years of development, the property management industry has shifted from the traditional collaborative management of housing to the commissioning of management based on market-oriented management. This socialization, market-oriented management mode of operation and management of the quality of property management practitioners has put forward high requirements. Property management is not only a labor-intensive industry, but also requires a large number of excellent talents who are proficient in management to promote its development. Therefore, staff training is the realization of the modernization of the property management business management of the basic links and reliable guarantee.
Third, the development of property management training regulations
Training for property management companies is a long-term work, property management companies should be combined with their own situation to develop training regulations so that the training work is institutionalized and standardized. Training regulations mainly include the purpose and significance of training, the basic content of training, training methods, training classifications, training organization and implementation, training supervision and management, training and evaluation of the effect of the content.
Fourth, the content of the training of property management enterprises
The work of property management involves more content, the training work is relatively complex, but in general, the training can include three aspects of the content.
(a) Training of enterprise-related knowledge
This type of training is to allow each employee to have a comprehensive understanding of the enterprise's history, status quo, future planning, the concept of the management of the service, the scope of operation, internal rules and regulations, human resources management.
(2) Training in the basics of property management
This type of training is mainly to familiarize managers and operators with the basics of enterprise management and property management.
(3) Specialized Skills Training for Property Management Practitioners
This type of training is designed to improve the practical working skills of grassroots managers and operators.
V. Property management training program
(a) Training needs analysis
1, the content of the training needs analysis
In the preparation of the training program, first of all, we must carry out a comprehensive analysis of the training needs of the enterprise, the analysis of training needs mainly includes the content of three aspects.
(1) organizational analysis
Combined with the enterprise's annual business management development plan, analysis of enterprises and departments need what training to ensure the implementation of the plan.
(2) task analysis
According to the enterprise's work content, analyze what training individuals need to ensure the completion of the task.
(3) personal analysis
Based on the enterprise's human resources status quo, analyze who needs training, what is the specific content of the training.
2, the method of demand analysis
(1) questionnaire method
Training needs questionnaire issued to the employees of the enterprise, so that employees combined with the enterprise development strategy of the enterprise should be organized how to propose training. Let employees combined with their own work tasks to put forward training requirements; let employees combined with their own personal development to put forward training needs. Questionnaire method is a very common and effective method. This method can cultivate employees care about learning, love of learning, participate in the enthusiasm of learning, both training needs analysis method and the important content of the construction of corporate culture, more effective.
(2) interview method
Selected different management levels, different departments of management and different types of operators for interviews, according to the information learned from the interview to determine the overall training needs of the company.
(3) meeting survey method
Convene a training needs analysis meeting to allow participants to put forward training needs.
⑷ work performance assessment method
Based on the daily work performance of employees to determine the staff ...... >>