The company's new training specialists should be how to start to carry out work

How to do a good job of staff induction training new staff induction training (Orientation, also known as pre-employment education, orientation training, etc.), is to introduce new employees to the basic situation of the enterprise, job responsibilities, departmental personnel and other training methods. When it comes to orientation training, there is a common misunderstanding: "It's not just reporting for work! Slowly, employees will naturally familiarize themselves with everything and adapt to everything! Why make a big deal out of it?" According to statistics, about 80% of domestic enterprises do not have effective training for new employees, immediately to the post to go to work. Even if this training is done by the enterprise, many also do not attach much importance to it, often as a simple "administrative steps" of the staff to the day of the post, hastily, not detailed, lack of standardization. Unbeknownst to them, this approach, although nothing wrong, but will sow the "risk of brain drain seed". The reason is not difficult to understand. New employees in the beginning of the enterprise faced with several typical problems: the company's original commitment will be honored? Is the work environment easy to integrate? Will they be accepted by the new group? When entering a brand new environment, new employees are immediately confronted with a lot of "new things" that are different from the past. Some of them are directly related to their job responsibilities, such as different business processes, different industries and customer groups; some are related to the management style and corporate environment, such as the financial approval system is more complicated and strict than that of the company they used to work for, the communication channels between departments are different, and even the permissions for sending and receiving e-mails are different. ...... A lot of old employees have been used to, seemingly worthless details, for new employees are required to understand and adapt to the "new things", and in the unfamiliar stressful environment is prone to overwhelm, disappointment, frustration, and other negative emotions of the first signs, buried the seed of the risk of brain drain is not surprising. To avoid the seeds of this risk, should be in a short period of time so that the employees hired by the enterprise to quickly enter the role of integration into the enterprise, from "outsiders" to become "business people". This requires a standardized and systematic approach to make them feel respected and cared for, to form a sense of belonging to the staff, and full of confidence in their career development in the enterprise. Therefore, timely, standardized, comprehensive induction training is an important part of human resource management can not be ignored. It is both the selection and recruitment of the subsequent steps, but also the enterprise to do a good job retention (retention) work of the first step. Two training aspects of the induction training is an enterprise's human resources department and the new employee's direct supervisor **** with the collaboration of the work. Depending on the two main categories of training, the two parties usually take the lead and are responsible for each. (See the table below) General/HR training - Corporate profile (company's history, background, business philosophy, vision, mission, values) - Overview of the industry, the company's industry position, market performance, development prospects - Basic product/service knowledge, manufacturing and sales - Corporate rules and regulations and organizational structure - Official etiquette, code of conduct, business confidentiality, professional conduct - Compensation and promotion system - Employment contract, benefits and social insurance Labor contract, welfare and social insurance, etc. - Safety and health - ...... Professional/specific training - Familiarization of workplace, office facilities and equipment - Familiarization of internal personnel (superiors, subordinates, colleagues in the department; heads of other departments, colleagues in major cooperation) - Understanding of the business, processes, responsibilities, authority, including customers, products, markets, industry, external contacts; sometimes need to be carried out on-site, such as visits to the production, warehouses, R & D laboratories, etc. - Depending on the position - Specialized Technical, business, financial and other management methods training - depending on the position - ...... Among them, the first part of the content is relatively standardized, the department or position of the difference is not great, generally borne and organized by the human resources department, the time required is also usually relatively short and fixed intervals, and, large-scale, new recruitment of employees more frequent company can also focus on taking Group courses, low cost and high efficiency. The second part of the content is based on the actual work needs of different positions, mainly by the new employee's direct supervisor / department head to formulate and promote the implementation of the time required can vary greatly, as short as one or two days, as long as a few months, but generally to the probationary period as the upper limit. A mentoring program is a good tool here. Supervisors can customize the program according to the new employee's personal situation, taking into account the needs of his/her position at that time as well as future development needs, so that the newcomer's learning has a specific direction; based on the mentoring program, supervisors can learn about the newcomer's learning and adaptation situation on a regular weekly or monthly basis, and from time to time interviews can be conducted to communicate with each other to correct any inappropriate parts. In this way, the supervisor does not need to "monitor" the newcomer's behavior 24 hours a day, but can also cultivate the new employee's sense of identity and responsibility for the work. The HR department has overall control over the records, implementation tracking, and feedback of these two parts of the training. (Tools such as checklists can be used, see GE example) Example: GE's New Employee Orientation Checklist (Production Position) Day of check-in - Welcome to the company and this position - Guide to the location of lockers and restrooms - Guide to the employee cafeteria and drinking water points - Introduce access to the plant and the gatekeeper inspection system - Guide to the workplace and conditions - Introduce the work routine and attendance system - Introduction to the department/shift work - Introduction to the department/shift work Introduction to the work of the department/shift - Introduction to colleagues in the department/shift - Introduction to safety procedures and the use of safety equipment - Orientation of the new employee to the workplace and introduction to work procedures - Reminder of the person to call if he/she has a problem/needs help After the first day - Introduction to the compensation system - Introduction to parking of own car and company transportation - Introduction to the company's health care facilities - Further clarification of safety procedures - In-depth introduction to cooperative relationships between positions in the department/shift - Introduction to the company's health care facilities - In-depth introduction to the relationship between positions in the department/shift In-depth information on the cooperation between the various positions in the department/shift - Checking their performance, evaluating and answering questions before the end of the shift The first two weeks - Introduction to the company's benefits and benefits - Introduction to the channels for making complaints and suggestions - Checking work habits for safety violations - Continuing to check, evaluate and guide their work Several types of training methods Induction training can be carried out in a variety of ways and in a variety of ways. It can be in the form of lectures, seminars, on-the-job training (On The Job Training), or even outdoor training. For example, the United States Whirlpool Corporation (Whirlpool Corporation) on the new sales staff to join the field training. To 7 people as a group, arranged in the company's headquarters in Michigan near the house, for a period of two months, only 2 weekends allowed to go home for vacation. In addition to the usual lectures, the new salespeople were allowed to use the company's products to do their laundry, cook, and wash dishes every day; they also purchased home appliances at a local store and compared Whirlpool's products with those of competitors, and so on. This training allows new sales staff to quickly familiarize themselves with the product and business, participated in the program employees through the probationary period to stay in Whirlpool's rate is also relatively high, and also attracted a lot of people to apply for sales positions. Some companies also use the "partner system" (Buddy System), that is, to each new employee designated arrangements for a similar job responsibilities, enthusiasm and responsibility of the old staff as a "pair" of "partners! ", everything in detail, at any time to give new employees the necessary assistance and guidance; and was selected to do "buddy" is also a recognition and honor of the excellent staff, its extra effort, the enterprise also gives a certain amount of incentives. This one-on-one "personal full service" can show the affinity and cohesion of the enterprise, but also will be a reliable way to spread and strengthen the corporate culture. Some companies will also ask a third-party training company to use the more innovative outdoor training as part of the induction training. This kind of training follows the basic theory of experiential training, combined with the integration of newcomers to the psychological and organizational behavior research results, through the scientific design of the situation, so that the course takes into account the newcomer's individual behavioral feelings, the establishment of the team's role in the establishment of the concept of corporate values and identity to promote the integration of new employees into the enterprise to strengthen the sense of identity and sense of belonging to the enterprise; at the same time, but also to make the new employees in the experience of understanding and identity corporate culture. Understand and identify with the corporate culture. Make the first day impressive Everyone knows that the first impression is very important. So, let the new employees on the first day of employment to leave a deep good impression, it means that the induction training and staff into the new environment half of the success; at the same time, this is also not lost as a good entry point for retention work. Here's a list of methods for reference, which may seem trivial, but can be effective in small ways: ? Organize a simple but warm welcome reception (depending on the budget), prepare some coffee and refreshments, and invite the company staff to come and meet their new colleagues. ? Help the new employee get ready for work, including: office seating, office supplies, name tags, business cards, access cards, internal address book, emergency contact form, phone setup, computer setup (including email application), and even calendars, etc.? Basic and immediate information, such as the layout of the office area, the most commonly used telephone and e-mail instructions, the use of office equipment such as photocopying, faxing, printing, the use of the pantry, cafeteria, restrooms, etc. ? Welcome letter -- can use the company's "jargon" or "slang" to prepare a vivid and humorous welcome letter, (can also reflect the corporate culture and affinity) ? Company souvenir (with company logo) ? Invite **** to lunch. Try to designate a "person" responsible for a new employee's first day The first three to six months of the probationary period is the company's investigation of new employees, in fact, it is also the employee to confirm that "find the right new employer," the self-validation period. Successful training and development of new employees has been deep into the staff's behavior and the spirit of the level, in the outsiders into the process of corporate people, employees are gradually familiar with, adapt to the organizational environment and began the initial planning of their own careers, positioning themselves in their roles, and began to play their own talents. Therefore, we also ask companies to use the good onboarding training this tool, on the thousands of picking the talents recruited to fully exercise the "retention" strategy, do not let the "cooked ducks" fly away.