Annual training plan 1 in order to improve the quality of employees and managers, improve the management level of the company and ensure the sustainable development of the company; Effective training is necessary, and the basis of good training is a feasible, complete and feasible training plan. The current 20xx training work plan is as follows:
I. Overall objectives of training
1. Strengthen the training of the company's senior managers, enhance the operators' business philosophy, broaden their thinking, and enhance their decision-making ability, strategic development ability and modern management ability.
2. Strengthen the training of middle managers in the company, improve the comprehensive quality of managers, improve the knowledge structure, and enhance the comprehensive management ability, innovation ability and execution ability.
3. Strengthen the training of the company's professional and technical personnel, improve the level of technical theory and professional skills, and enhance the ability of scientific research and development, technological innovation and technological transformation.
4. Strengthen the training of the company's operators, constantly improve their business level and operational skills, and enhance their ability to strictly perform their duties.
Two. Principles and requirements
1, adhere to the principle of teaching according to needs and stressing practical results. According to the needs of the company's development and the diversified training needs of employees, we will carry out training with rich content and flexible forms at different levels to enhance the pertinence and effectiveness of education and training and ensure the training quality.
2, adhere to the principle of independent training, supplemented by outsourcing training, organize employees to use weekends and holidays to focus on teaching.
3. Adhere to the principles of training personnel, training content and training time. In 20xx years, the accumulated business training time for middle-level cadres and professional and technical personnel shall be no less than 20 days; The cumulative training time of general employees' operation skills is not less than 30 days.
Third, the training content and methods
1. Organize all departments to give lectures and training in a centralized way, and then conduct assessment and evaluation by doing papers or asking questions on the spot according to the actual situation of training. (Attached to the training course schedule)
2. Organize professional and technical personnel to learn from the advanced experience of advanced enterprises in the same industry, broaden their horizons, and strengthen the strict management of overseas trainees. After the training, they should write written materials to the training center and learn and popularize some new knowledge in the company when necessary.
3, new employees into the factory training. In 20xx, we will continue to strengthen the corporate culture training of the company, and train new employees in laws and regulations, labor discipline, safety in production, team spirit and quality awareness. Each training year shall not be less than 8 hours; Through the implementation of mentoring training, new employees are trained in professional skills, and the probation period is combined with performance appraisal. Those who fail the examination shall be dismissed, and those who pass the examination shall be commended and rewarded.
4. On-the-job staff training. We should continue to train employees in corporate culture, laws and regulations, labor discipline, safety in production, team spirit and company image. , not less than 8 hours at a time. At the same time, with the increase of the company's products, professional technical training should be carried out in time, and the training time should be no less than 10 days.
Four. Measures and requirements
(1) Leaders should attach great importance to it, and all 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, adhere to the long-term and overall concept in developing employees' comprehensive quality, and actively build a "big training pattern" to ensure that the training plan starts at more than 90% and the training rate for all employees reaches more than 95%.
(2) Principles and forms of training. Organize training according to the principle of "whoever manages the training" and hierarchical management training. All departments should closely cooperate with the training center to do a good job of rotation training for new employees and on-the-job employees. In the form of training, we should combine the actual situation of enterprises, teach students in accordance with their aptitude, combine external training with internal training, combine indoor training with on-site training, choose the best method and form, and organize training.
Today, with the great development of enterprise reform, we are faced with opportunities and challenges given by the new period. Only by maintaining the vitality and vigor of staff education and training can we create a team of staff with strong ability, sophisticated technology and high quality to adapt to the development of market economy, so that they can better play their talents and make greater contributions to enterprise development and social progress.
According to the company's 20xx annual work plan and business priorities, in order to improve the planning and pertinence of training work, and make the training work better support the company's development and the improvement of employees' ability, the company's 20xx annual training work plan is specially formulated to determine the target focus and work arrangement of the company's 20xx training work.
I. Training objectives
1. Overall requirements: According to the company's annual work plan of 20xx, the focus of this year's training work is: continue to build and cultivate three talent teams (technical marketing team, technical R&D team and technical manufacturing team), and focus on developing and improving the effectiveness of training work through classification, so as to enhance the company's internal core competitiveness; Regularly publicize the quality awareness of all employees, train the professional skills of quality inspectors, and ensure the product quality of enterprises; Optimize the training of new employees and make a good entrance for the construction of the company's core talent team; Further publicize the concept of corporate culture, and really play the good effect of corporate culture.
3. Evaluation criteria:
Second, the focus of 20xx company-level training
(A) adhere to the "three talents" team training, and strive to improve the quality of personnel.
1. Establish the "Company Technical Forum", which will be implemented through the expert lecture project of control valve industry and the internal technical exchange meeting project of the company.
(1) According to the actual training needs, invite experts from inside and outside the industry to give lectures on control valve technology, and gradually improve the company's talent team's mastery and application of valve casting technology, material technology, heat treatment and surface treatment; The introduction of the lecture on the application of control valve industry will help the technical marketing team to better understand the technical requirements of different industries for the selection of control valves, improve the efficiency and accuracy of the selection, and enhance the level of foreign technical exchanges.
(2) Continue to carry out internal technical exchange meetings. Guide relevant personnel to analyze and discuss the detailed problems in the process of product development, manufacturing and after-sales service, determine specific solutions and improvement measures, and improve the company's product development, product production and after-sales service level; Organize the project manager and relevant personnel to hold regular project implementation summary exchange meetings, sum up the project experience and lessons, evaluate the project team, and improve the project management ability.
2. Focusing on the construction of talent team in manufacturing center, we will strengthen the training and cultivation of various skilled workers in the workshop, improve employees' sense of identity and professionalism, and build an excellent production backbone team through measures such as "multi-functional worker reward mechanism", "single-point course training project" and "mentoring system".
3. Establish an online Q&A system to provide a real-time communication platform for internal experts and technicians and members of various technical departments to discuss problems in time and improve the timeliness of solving problems; At the same time, it promotes internal technology sharing and learning, and enhances the company's technical cohesion.
4. Through the construction of "learning organization", we can cultivate employees' business ability, realize multi-function and multi-function in one post, and improve the efficiency of human resources.
(2) Establish a correct quality concept and improve the quality awareness of all employees.
1, according to the production situation of our company's products, organize relevant personnel to carry out quality management training and study, improve technical level and operation skills, and enhance the quality awareness of front-line employees.
2. Invite external experts to give lectures on the establishment and operation of control valve quality control system, improve our company's quality management system by learning the quality management experience of well-known control valve enterprises, and effectively reflect the requirements in the system in actual quality management and technical operation.
3. Organize relevant department personnel to publicize the supplier's product quality control process, and ask everyone to strengthen the management of suppliers in strict accordance with the process standards to ensure the company's product quality and reduce the cost of both parties.
4. Regularly carry out "quality improvement" activities. Led by the Quality Management Department, we will collect quality problems from product research and development, product technology, product selection, production, processing, assembly and product after-sales, and collect ways to promote quality and technical improvement from all employees in the form of prizes to find out the correct countermeasures.
(3) Strengthen the management of production planning and scheduling, and improve the fine management ability of enterprises.
1. Through the training of planning management related courses, supply chain personnel can understand the production scheduling concept and operation mode, master the effective methods of production planning and material control, clarify the importance of supply chain management, and master the principle, production implementation and problems to be solved of material demand planning.
2. In view of the difficulties existing in our company's production planning, we introduced our company's consulting service on production planning and scheduling management, and invited experts to give on-site guidance, so as to enhance the ability of enterprises to adapt to market demand, reduce inventory and reduce costs, and enhance their rapid response and adaptability to the market.
(d) Optimize the training of new employees and accelerate the integration of new employees into central control.
1. Continue to implement the tutorial training mode, organize internal communication and sharing among tutors, strengthen the tracking and feedback management of tutor counseling process, and help new employees to quickly improve their post ability and adapt to post requirements.
2. Strictly implement the probation elimination mechanism, improve the training quality of new employees, and make a good entrance for the construction of the company's core talent team.
(E) Strengthen corporate culture training and shape core values
1. According to the company's development stage, around Kong Zhong's enterprise spirit of "dare to be the first, pursue Excellence, be honest and pragmatic, and be conscientious", through the promotion of corporate culture and the development of cultural activities, everyone can identify with its connotation, internalize it into their own values, and use these values to reflect and guide their own behavior and apply it to practical work.
2. The company encourages department managers, party member and advanced employees to take the lead in enhancing their professionalism and further strengthening their sense of responsibility and quality. Companies are strict with departments first, and departments are strict with themselves first. It should lead employees to strictly implement various rules and regulations with its exemplary actions, and inspire all employees to work together for the development of the company with the strength of personality.
3. Pay attention to cultivating employees' professional ethics, instill professional ethics through formal and informal communication channels such as departmental meetings, work exchanges, and employees' heart-to-heart talks, constantly enhance employees' awareness of quality and cost, help employees establish correct values and work attitudes, and improve work efficiency.
Third, the department-level training requirements
1, standardize the process and strictly implement it. For the training organized by the department, it is required that the organization work is strictly standardized, the training objects and needs are clear, the teaching courseware materials are complete, the sign-in records are standardized, the training effect is evaluated after training, and relevant materials are archived for future reference.
2. Work and study, study and work. Advocate department managers to take the lead in creating a "learning organization" and innovate learning methods through various forms of learning activities, such as reading, answering questions, communicating and simulating drills. Ensure that everyone has no less than 3 hours of training time every month, integrate study and work, and improve everyone's ability and quality through continuous learning.
3, examination and approval, standardize the operation. The training plan of each center (department) shall be formulated by each center (department) and reported to the General Management Department for the record. Before overseas training is implemented, it must be approved first, and then the training shall be conducted in accordance with the Detailed Rules for the Implementation of Overseas Training for Employees.
In order to implement a series of instructions from higher authorities on education and training, solidly promote the capacity building of the industrial and commercial team, further improve the overall quality, business level and business skills of the team, and better safeguard the development of wuzhong's industrial and commercial administration, the education and training work for cadres and workers in 20xx is arranged as follows:
I. Guiding ideology and objectives
Guided by the spirit of the 18th National Congress of the Communist Party of China and the 12th Five-Year Plan of the industrial and commercial departments, we should thoroughly implement Scientific Outlook on Development, focus on the spirit of the working conference of provincial and municipal industrial and commercial bureaus and the overall requirements of cadre education and training in 20xx, focus on strengthening the capacity building of cadres, adhere to the principle of "classified training, classified management and graded responsibility", promote the scientific, institutionalized and standardized cadre education and training, and further improve the quality and effect of cadre education and training. Continuously improve the overall quality of cadres, and provide strong political and ideological guarantee and talent guarantee for fully performing the functions of industrial and commercial administration and ensuring the sustained, stable and healthy development of industrial and commercial administration in the whole region.
Second, the training tasks and contents
(1) Strengthen the theoretical knowledge and cultural literacy training of cadres (responsible department: office, department of human education)
Guided by Deng Xiaoping Theory, Theory of Three Represents and Scientific Outlook on Development, we should thoroughly study the Party's line, principles and policies. Through collective study, writing experience, writing essays and other forms, organize cadres and workers to thoroughly study the Constitution of the Chinese Production Party, the spirit of the 18th Party Congress, party spirit cultivation and professional ethics. , so as to promote the cadres and workers of the whole system to be more loyal to their duties, correct their thinking and establish a good image.
(2) Strengthen the education and training of party style and clean government (responsible department: supervision office)
Continue to carry out education on ideals and beliefs, honesty in politics, code of conduct, etc., comprehensively strengthen the efficiency construction of cadres' work style and the prevention of honesty risks, highlight the daily education and regular management of cadres, sound the alarm of dereliction of duty and violation of discipline in the form of honesty warning education and case comments in cadre training, strengthen the awareness of honesty and self-discipline, and create an atmosphere of diligence and integrity. Through persistent anti-corruption education and warning education, we will constantly enhance cadres' awareness of party spirit, purpose and self-discipline, and build an ideological and moral defense line against corruption and change.
(III) Strengthening skills training for business posts (responsible department: relevant departments)
Office: Based on the Federation of Industry and Commerce, Youth Federation and other organizations, strengthen the ability of cadres to write information, news and research articles, and better summarize and refine the work. Conduct training on letters and visits, help cadres improve their ability and sense of responsibility, improve the quality of letters and visits, and avoid accountability risks.
Legal system: pay special attention to the study and training of laws and regulations, business knowledge and business skills suitable for industrial and commercial work, focus on improving the ability of administration according to law, and strengthen the training of newly revised laws and regulations on industrial and commercial administration and new functions and tasks of industrial and commercial administration. Organize special business training and quarterly learning activities to continuously improve the ability of cadres to perform their duties according to law.
Registration line: according to the new requirements of registration business norms, strengthen the training of registration laws and regulations, service system and other knowledge, further improve registration skills, and enhance cadres' standardized operation and service development capabilities.
Supervision line: conduct annual inspection, economic household registration management, foreign investment supervision, outdoor advertising laws and regulations and other business training, organize cadres to learn trademark laws and regulations, so that cadres can use professional knowledge to guide enterprises to design and use trademarks, and strengthen the guidance level of cadres for the healthy and orderly development of advertising industry.
Inspection Line: Conduct training on anti-unfair competition law, law enforcement and case handling skills, and conduct various forms of training activities such as case-based training and simulated case handling, so as to improve the ability of law enforcement personnel to master case handling procedures, law enforcement skills and standardize the production of various case materials.
Market Contract Bank: Conduct training around the two major tasks of food safety supervision and network supervision, improve the level of food safety management in the market, and explore effective modes of supervision in new fields. Conduct training on contract-related laws and regulations and strengthen administrative guidance on contracts.
Special line for consumer protection and rights protection: conduct training on sampling inspection procedures for commodities and foods, analyze difficult problems in food safety supervision, and further enhance consumers' rights protection ability. Carry out training on handling complaints and reports, and constantly improve the level of team building. Carry out the new three-guarantee regulations for automobile consumption and the knowledge training of remote electronic rights protection business to help cadres and workers adapt to the new situation.
Financial line: carry out accounting business training and continuing education and training of accounting personnel in grass-roots branches.
Three. Organizational management and requirements
1. Education and training of cadres is an important task to strengthen the construction of cadres. We should fully understand the importance and necessity of education and training. Effectively strengthen organizational leadership and clarify the division of responsibilities. In accordance with the management pattern of unified planning and division of responsibilities, the people's education department, as the lead department of cadre education and training, should carefully organize and implement, closely cooperate with relevant departments, support each other, and form a joint force to ensure that the education and training work is organized, staffed, time-consuming and guaranteed.
2. All units should closely combine the education and training of cadres with the promotion of industrial and commercial administration, promote learning by examination and training by competition, so that all cadres can truly adapt to their posts and be competent for their duties, and become "experts" in various positions, so as to pay equal attention to skills training and work. The bureau links the advantages and disadvantages of education and training in various units with annual work assessment, personal annual assessment and selection of the best.
3. All departments should submit relevant information needed for training in a timely manner according to the requirements of Suzhou Bureau's Measures for the Administration of Credit System for Cadre Education and Training of Suzhou Administration for Industry and Commerce, such as posting notices, training contents, attendance sheets of trainers, etc., so as to facilitate the timely and accurate entry of training information into the credit electronic files of cadres and ensure the integrity of cadre education books and files.
Annual Training Plan Part II: Analysis of Training Background
In order to accomplish this year's training objectives, effectively improve the management and decision-making ability of middle-level leaders, the knowledge level and execution ability of grass-roots employees, and continuously promote the construction of learning organizations, enterprises will conduct a series of targeted trainings for middle-level leaders and grass-roots employees this year.
Combined with the economic situation this year, there are some opportunities and limitations in the development of training. First of all, in terms of opportunities, due to the well-known financial crisis, most enterprises, including ourselves, will be affected to some extent. On the one hand, training can make up for the time gap caused by business decline. At the same time, employees are eager to improve their abilities in the economic crisis and avoid being affected by layoffs or salary cuts, so their attitude towards training is more positive. On the other hand, training is also a positive signal and optimistic confidence conveyed by enterprises to employees to get out of the crisis, so that employees can improve their skills while ensuring their stable and healthy mentality. Of course, the financial crisis will inevitably have a negative impact on corporate finance, and the training budget will be reduced accordingly. Therefore, the main implementation methods of this year's training will be collective participation in open classes, internal training in enterprises and online training to achieve the purpose of saving costs.
According to our enterprise itself, the main business should be carried out around the launch of new products. According to the situation in previous years, the main period for the company to launch new products is 165438+ 10 to the following Lunar New Year. Therefore, in training design and time arrangement, we should try to avoid arranging training in this time period. Based on the above reasons, the main development suggestions of this training plan are arranged from March to 10 this year.
Two. Training content and specific time schedule
A. Training plan for middle managers
B. Annual training plan for grass-roots employees (in addition to preparing lessons for training courses for middle-level leaders and grass-roots employees, see the training outline for details).
Three. Training implementation plan
The implementation and development of training is the main activity stage of the whole training. At this stage, in addition to the necessary arrangements, including contacting the trainer, arranging the classroom, preparing teaching materials and so on. The training department is responsible for supervising and promoting training participation.
According to this year's training plan, this training plan will convert the time required for training courses into training points in proportion. (The course that participated in the training 1 day scored 1 training point, and the course that participated in the training for 2 days scored 2 training points, and so on). It is suggested that the training point should be linked to the performance appraisal, and the training score (total score of training points/training provided) greater than or equal to 60% is basically qualified, and greater than or equal to 80% is qualified. If conditions permit, corresponding incentive system can be set to match this performance indicator.
Four. Importance and scheme of training evaluation
Training evaluation is an important part of the whole training process, which is not only a summary of the last training cycle, but also the basis for the start of a new training cycle. Training without training evaluation content is incomplete. A good training evaluation is the collation and induction of previous training contents, and it is also an important reference for future training design.
Training evaluation includes four levels, which are progressive, namely, response (satisfaction), learning gain (knowledge and skills), behavior change (behavior improvement at work) and long-term results (performance and work progress). For the evaluation of these aspects, we can evaluate the basic reaction level and learning gains through questionnaires or some targeted tests. The long-term phenomenon of employee behavior improvement or enterprise performance improvement can only be completed through comparison and daily observation in a specific period after training. Even so, the questionnaire-based training evaluation can provide a powerful reference for future training. The following table is the basic form of training evaluation, and it is recommended to send it to each employee participating in the training one week after the training course is completed.
The key for new employees to work in enterprises for a long time is to solve two problems: ensuring basic survival and personal sustainable development. In terms of ensuring basic survival, many jobs in many enterprises can be satisfied, but this is not the fundamental reason why employees stay in enterprises for a long time. Whether new employees are willing or unwilling to work in some enterprises, the fundamental difference lies in the environment of this enterprise-humanistic environment, that is, whether they can provide employees with trust, harmonious team atmosphere and opportunities for continuous growth.
There is always an indelible gap between ideal and reality. In the era of information explosion and intensified competition, education only represents the past, ability only represents the present, and only learning can achieve the future. It is often said that it is difficult to find a job after graduating from college and the job is low. Even if I am lucky enough to get my favorite position, am I happy, strange or at a loss in the face of a brand-new working environment? Everything is difficult at the beginning. How can we quickly adapt to work and lay a solid foundation for our career?
Now, the Creative Action Learning Center has made the following analysis on how new employees can be competent for new positions as soon as possible:
First, the result definition:
Enterprises need to create value for customers, and customers are willing to exchange money only if the results can meet their needs; Enterprises live by results. Without results, they are doomed to be eliminated. Achieving results is the bottom line of an enterprise; The achievements that enterprises must achieve depend on the concerted efforts of all staff of Qixin, Qi Xin, to create * * *!
"Achieve specific results within the specified time, while ensuring quality and controlling costs."-This is the "result" that enterprises and employees need together.
As employees, who are our direct customers? Employers are our customers and leaders are ours. Customers, the superior departments are our customers, and the subordinate departments we serve are also our customers ... have we provided the customers with the results of equivalent exchange?
Task is not equal to result. Sending a manuscript by fax is a task; And it is the result of confirming that the other party has received the clear text. The task is in the meeting, and solving problems is the result; The task in work, creating value is the result; Just as digging a well is just a task, digging water is the result to be achieved. ...
Attitude is not equal to result. I have done as you said. I have tried my best. I have done everything I should do. Although it seems that the task execution has no result ... a result that is worthless to the customer, no matter how hard you try, it is worthless!
Responsibility is not equal to result. Doing one's duty may not necessarily lead to results. For example, the duty of the doorman is "no entry without a pass". Now an important customer is visiting, and the contact person can't be contacted. If the doorman flatly refuses the customer, it is irresponsible according to his duties, but it may lose the customer and hinder the achievement of the company's achievements.
The solution is always more difficult than the reality. The "2:8 rule" still applies in the workplace, and 20% of "active" and "responsive" outstanding employees have gained more development opportunities. Are we 80% or 20% when we first enter the workplace? Even if we are already excellent in 20%, how can we become excellent in 20%?
Second, the logic of success:
The result we want is not necessarily the result. The second premise of the result is to have "success logic". That is, according to past experience, we need to confirm that every step of our design can achieve results, that is, we can achieve results. We should not only have strong confidence in the result, but also have a full grasp of the process. We can't blindly think that "we are the best" and "how bold and effective people are". As a result, we often fail to achieve results, which makes implementers lose confidence in this method and concept, and even lose confidence in leaders and companies.
"The logic of success" cannot be separated from the following two points:
1, program knowledge. That is, under normal circumstances, what will be done to achieve what results, give a simple example:
For example, if you live in A and work in C, you need to change buses at B to get to work. It takes 20 minutes to get from A to B, 15 minutes to get from B to C, and the bus departure interval is 5 minutes for each car. ...
Step 2 prepare the plan. Procedural knowledge is the logic of success under normal circumstances, which does not mean that it can be applied to all situations. Everything has its own unique place. In order to ensure the result, we must have enough "backup" preparation.
Three. 100% responsibility:
Individuals, like enterprises, success comes from the pursuit of Excellence and continuous efforts to surpass themselves. Commitment can grow, and responsibility is better than ability. Stepping into the society, whether living or working, you need to take 100% responsibility with a positive attitude.
Here are some idea about "responsibility":
One day, I was waiting to cross the road at the crossroads, and I got up when the green light on the sidewalk came on. But just as I was walking in the middle of the road, a car came at a gallop ... Unfortunately, I was hit by a car driven by a drunk driver that failed the annual inspection.
Whose responsibility is it?
Negative logic, judge logic: running a red light, drunk driving, responsibility, compensation, criminal sentence and shooting of those who fail the annual inspection;
Positive logic, client logic: Even if the driver is sentenced to be shot, I can't come back from the dead. To bear the greatest consequences, we must bear the greatest responsibility for ourselves. Even if the green light crosses the road, look for vehicles that may bring danger.
Who is suffering the unfortunate consequences?
What can we do to avoid such consequences? Should we let the result happen and pay a painful price, or should we take responsibility and take action to influence and change the result?
If you think with positive logic, you won't complain: the achievements in your work are not recognized, the leaders don't pay attention to them, and the departments don't cooperate. Because complaining is expected to be useless, it is better to change the result of hunger with 100% responsibility.
There is a saying: "There are no excellent individuals, only excellent teams." Stepping into the workplace, we are no longer our own individuals, but a part of the whole and an important link in the key chain. The bearing capacity of the whole chain is determined by the weakest link, and any link fracture may lead to the disintegration of the whole chain.
To take responsibility is to do one's duty, and never use others' mistakes to prove one's correctness; In order to achieve the team's achievements, 100% is responsible for the achievements.
To sum up, 75% of the enterprise's strategic failure lies in implementation, and less than 10% of the effective planning is effectively implemented in the strategy. 72% of the CEO think that it is more difficult to implement a good strategy than to formulate a good strategy! Enterprises don't lack great strategic ideas, what they lack is 100% implementation.
Execution is the ability to continuously achieve results! Poor execution means no results or no lasting results. The cornerstones such as result definition, success logic and 100% responsibility lay the foundation for the execution driven by result logic, which will cast the competitive advantage of enterprises and make it last forever. I wish the employees can be competent for their posts and make great achievements!
I wish new employees: work hard and stand out from the rookie job as soon as possible, and become a Peng Kun with wings flying!