Induction activity plan

In order to ensure the smooth development of things or work, we need to make a plan in advance, which is the method plan obtained before filing a case. What problems should we pay attention to when making a plan? The following is the template of my orientation activity plan. Welcome everyone to refer to it, I hope it will help you.

Employment activity plan template 1 autumn, a harvest season. After a job fair, Haoyunlai Company ushered in its own harvest season. After layers of screening, a group of outstanding new employees joined the team of Changsha Haoyunlai Logistics Company.

I. Activists:

All staff of Changsha Haoyunlai Logistics Company

Second, the purpose of the activity

1. Welcome new colleagues to join us, help them integrate into the company as soon as possible, and cultivate and establish new employees' sense of trust and belonging to the company.

2. Enhance the cohesion and centripetal force of the company's employees, and mobilize their enthusiasm and fighting spirit.

3. Enhance organizational vitality, improve organizational culture, and enhance the overall communication and coordination spirit and ability of the organization.

Three. Activity time: X19: 00-23: 001October 20th.

4. Activity address: Set it to karaoke on the first floor of "Sing if you want".

Verb (abbreviation of verb) Moderator: Zhao Mei and Qu Chao.

Activity process of intransitive verbs:

1. Introduction of new employees: (new employees)

2. Speech by the new employee representative: (Su Juan)

3. Welcome speech: (Chairman Liang)

4. Activity interaction:

1) Step on the balloon: Tie the balloon to your feet and step on the other person's balloon for one minute. Whoever has the most balloons on his feet wins.

2) Go to the podium: The participant has a book on his head and then asks him to walk from the left to the right of the podium. In the meantime, his hands can't catch the book and he can't let it fall. The participants in this game are gimmicks that men appreciate more. )

3) Two people with three legs: each department sends two employees, one with his left foot tied to the other with his right foot. In the competition, the winner arrives at the destination first. This activity tests the tacit cooperation between employees in the department.

4) Brainstorming: employees take turns to give questions and take the form of winning answers. If the answer is wrong, they are asked to sing a song or tell a joke. The person who answers three questions correctly in a row will get a small gift from the company.

5. Free activities

Seven. Matters needing attention in the activity:

1, security issues

2. Activities must involve tools.

Eight. Event organizing Committee:

Event procurement: Cao Chunfang, Rebecca.

Nine, activity props:

1, balloon: 2 packs

2. Books: 2 books

3. Binding rope: 2 bundles

4. Gift: 10 copies.

Other purchases: snacks (watermelon seeds, peanuts, sunflower seeds, plums, cooked food, potato chips, apples, bananas, dates, drinks).

XI。 Apply for funds of 20xx yuan.

Twelve, after the event, the leaders of all departments should ensure that employees get home safely.

Induction Activity Plan 2 Template 1. Training Purpose

1. Let new employees know about the company's general situation, rules and regulations, and organizational structure, so that they can adapt to the working environment more quickly.

2. Make new employees familiar with job responsibilities, workflow, work-related business knowledge and the basic qualities that the service industry should have.

Second, the training object

All the new employees of Shiwu Group

Third, training time.

The induction training period for new employees is 1 month, including 2-3 days of full-time intensive training and later on-the-job training.

Fourth, training methods.

1. Off-the-job training: centralized teaching is adopted.

2. On-the-job training: daily work guidance and one-on-one counseling are adopted.

Verb (abbreviation for verb) trains teachers.

The head of the administrative personnel department, the store manager, the assistant to the store manager, and the old employees who have expertise in a certain field.

Training materials for intransitive verbs

Introduction, management system, department management system, job description and cases of Sibu Group.

Seven. Training content

1. Overview of Sibu Group (history, background, business philosophy, vision and values)

2. Organization chart

3. Company benefits (insurance, holidays, vacations, etc. )

4. Wage system (payday and method)

5. Performance management system

6, job description and specific work specifications, work skills

7. Familiarity of internal employees (superiors, subordinates, colleagues, colleagues in cooperation departments, etc.). )

8. Appearance and instrument service requirements

Eight, training assessment

1, written test. The administrative personnel department uniformly prints the examination students. Used for off-job training.

2. Apply for evaluation. Through observation and testing, the trainees' application of training knowledge or skills in practical work is tested. By the department directly superior, colleagues, administration and personnel department * * * with the identification.

Nine. Training effect evaluation

The administrative personnel department communicates directly with the department where the new employee works through interns, teachers and assistant store managers. Follow up the trainees' work after training, gradually reduce the deviation of training content, improve training methods, make the training more effective and achieve the expected training objectives.

20xx year induction activity plan template continues to do daily financial accounting, strengthen financial management, promote standardized management, and strengthen financial knowledge learning. Make long plans and short arrangements for financial work. Make financial work play a better role in a standardized and institutionalized environment.

First, strengthen standardized cash management and do a good job in daily accounting.

1, according to the new system and guidelines combined with the actual situation, accounting, do a good job in financial work.

2, do a good job at the same time, handle the coordination with other departments.

3, do a good job of normal cashier accounting. According to the financial system, handle cash receipts and payments, so that limited funds can really play a role and provide financial security for the company. Strengthen the accounting of various expenses. Keep accounts in time, prepare cashier's daily report and summary table, and submit them to the general manager for retention before the beginning of the month.

4. The bills can be reimbursed only after being examined and signed by the general manager.

5, financial personnel must adhere to the principle of post responsibility system, impartially, set an example.

6. Complete other work temporarily assigned by the leader.

Second, personal opinions and measures require scientific financial management, standardized accounting, comprehensive cost control, strengthened supervision, and meticulous work to effectively reflect the role of financial management. Make financial operation more rational and more in line with the pace of company development.

In a word, in the new year, I will continue to strengthen cash management, improve the business ability of enterprises, give full play to the function of finance, actively complete various work plans throughout the year, and serve the company to the maximum extent. Make greater contributions to the steady development of the company.

The training of new employees is generally divided into three stages: induction training, pre-job training and on-the-job training. Among them, the new induction training: the main purpose is to render the corporate culture, let the new recruits know about the enterprise, identify with the enterprise and enhance the sense of corporate identity; At the same time, help new employees adapt to the company environment and enter the work role as soon as possible;

The main contents of the new induction training are: enterprise profile (enterprise profile, development process, enterprise honor); Corporate culture (vision, mission, values, code of conduct); Rules and regulations (human resource management system, information confidentiality); Work management, professional mentality, etc.

Pre-job training: based on the qualification requirements of competent positions, the form of "tutorial system" can be adopted, focusing on the guidance of new employees' workflow, job responsibilities, professional knowledge and business knowledge; On-the-job training: it is a diversified training system for new employees to formally enter the company system after the probation period.

The following is an effective plan for the induction training of new employees in the company, as follows:

I. Purpose:

1, so that new employees can be familiar with and understand the basic situation of the company, the work processes of relevant departments and various systems and policies, and enhance their sense of identity and belonging to the enterprise.

2. Make new employees consciously abide by the company's rules and regulations and code of conduct, and enhance the awareness of entrepreneurs.

3. Help new employees to adapt to the working environment as soon as possible, participate in work roles, and improve work efficiency and performance.

4. Help new employees to deeply understand the grand goals of the company, stimulate curiosity and creativity, constantly enrich themselves and make progress.

Second, the target: all new employees

Three. Training time: The induction training period for new employees is 1 month, including 1 day centralized off-the-job training and later on-the-job guidance training. The office will determine the training date according to the specific situation.

Fourth, the training method:

1. Off-the-job training: the training plan and scheme are formulated by the office and organized and implemented in the form of centralized lectures.

2. On-the-job training: The person in charge of the new employee's department compares and evaluates his existing skills with the skills required by the job, finds out the gap, determines the training direction of the employee, and designates a special person to implement training guidance, and the human resources department tracks and monitors it. One-on-one tutoring can be used for daily work guidance. New employees should be assessed for actual work before taking up their posts, and they should take up their posts after passing the examination.

Verb (abbreviation of verb) training materials:

Staff code, department post guidance manual, new employee induction training courseware.

Training content of intransitive verbs

1. Company profile: including basic information of the company, general manager, organization chart and corporate culture introduction.

2. Staff code: various rules and regulations:

3, male * * * etiquette, code of conduct,

4. Professional ethics

5. Basic knowledge of property management

6. Safety knowledge; Including fire, electricity, equipment, first aid knowledge.

7, post practice operation

Seven, responsible for training.

The personnel department is generally responsible for training. Each department shall fill in the training schedule in advance and submit the training application form one week before each training. The training supervisor will track and arrange the training progress, trainers, training materials and training evaluation.

Eight, training assessment

The training results will be directly linked to employee assessment as a reference for employees to pass the probation period. The examination during the training period is divided into two parts: written examination and application examination. Full-time training is mainly based on written examination, while on-the-job training is mainly based on applied examination, each accounting for 50% of the total assessment results. The written test questions are uniformly printed by the office.

The application assessment is divided into two stages: pre-job and training period. New employees should be assessed for actual work before taking up their posts, and they should take up their posts after passing the examination. During the training period, trainees' application of training knowledge or skills and improvement of performance and behavior in practical work can be checked by observation and testing, and evaluated by the leaders, colleagues and human resources department of their departments.

Nine. Effect evaluation

Through direct communication with trainees, teachers and heads of training departments, the Human Resources Department and the departments where new employees work have formulated a series of written questionnaires for follow-up after training, so as to gradually reduce the deviation of training direction and content, improve training methods, make training more effective and achieve the expected goals.

X. Training workflow

1. The Human Resources Department coordinates the entry index and entry time according to the manpower demand plan of each department, determines the training time according to the scale of new employees, formulates a specific training plan, and fills in the Training Plan for New Employees and submits it to the Human Resources Department and relevant departments;

2. The Human Resources Department is responsible for coordinating relevant departments to organize and manage the whole training process, including fund application, personnel coordination and organization, venue arrangement, course adjustment and progress promotion, training quality monitoring and guarantee, training effect evaluation, etc.

3. The Human Resources Department is responsible for conducting a feedback survey on the trainees at the end of each training session, filling in the Feedback Form for Induction Training for New Employees, putting forward suggestions for improvement of the courses and instructors within seven days according to the opinions of the trainees, and sending the feedback form to the instructors for reference;

4. The teacher will come up with an improvement plan and fill in the teacher feedback form within seven days, and submit it to the Human Resources Department for consideration;

5. The Human Resources Department shall, within one week after the centralized off-job training for new employees, submit the summary and analysis report of this training and submit it to the General Manager for review;

6. After centralized off-the-job training, new employees are assigned to relevant departments to receive induction training (induction training), and the heads of each department designate teachers to conduct training. After the training, they fill in the Induction Training Record Form for New Employees and report it to the Human Resources Department;

7. In the process of induction training for new employees, the human resources department should assign special personnel to track, guide and monitor irregularly, check the trainees' application of training knowledge and skills and the improvement of their behaviors in practical work through a series of observation and testing methods, and comprehensively, statistically and analyze the impact and return of training on the business growth of enterprises, so as to evaluate the training effect and adjust the training policies and methods.

Template of induction activity scheme 5 I. Training purpose

1. Let new employees know the general situation, rules and regulations and organizational structure of the group and the company, so that they can adapt to the working environment more quickly.

2. Familiarize new employees with new job responsibilities, work processes, work-related safety and health knowledge and the basic qualities that the service industry should have.

Second, the training procedures

1. When there are a large number of college students or contract workers, and their education level and age structure are relatively concentrated, the vocational school of the group and the employing unit will train and evaluate together. (irregular)

2. When the number of people is small and scattered, the specific employer will be responsible for the training from the center to the specific team. The training results are confirmed in writing by the unit and employees, and the vocational school is responsible for spot checks.

Three. Training materials

1. Center (company) pre-job training-the center prepares training materials, mainly to welcome new employees; According to the industry characteristics, organizational structure and work nature of each center (company), the relevant rules and regulations of the center (company) and the basic quality of the company's service industry, a manual is compiled or explained by a special person; Designate the manager or team leader of the new employee's work department as the tutor of the new employee's personal study; Answer questions raised by new employees.

2. On-the-job training of the department-the actual work department of the new employee is responsible.

Introduce new employees to department employees; Visit the work department; Introduce the department environment and work data, as well as special regulations within the department; Explain the job responsibilities, workflow and treatment of new employees, and assign 1 old employees to give classes to new employees; 1 week, heads of departments exchange views with new employees, reaffirm their post responsibilities, point out the problems existing in the work of new employees and answer their questions; Evaluate the performance of new employees 1 week and put forward some specific requirements for new employees 1 step.

3. Overall training of the group: the vocational school of the group is responsible for it-irregularly.

Distribute employee training manuals-(briefly describe the history and present situation of Southeast University, and describe the geographical location and traffic situation of Southeast University in Nanjing; The history and development prospect of the group, the corporate culture and business philosophy of the group; The organizational structure and main leaders of the group, the functions of various departments of the group, the main service targets, service data, service quality standards, etc. ; Relevant policies and benefits of the Group, relevant rules and regulations of the Group, and channels reasonably recommended and adopted by employees; Answer questions raised by new employees. )

Fourth, training feedback and evaluation.

1, the training materials produced by each center (company) must be audited by the group employee training school and submitted to the group training school for filing. The training of the center (company) → department shall be conducted under the guidance of the Group Staff Training School. Each center (company) must complete 1 set of "new employee training" form every 1 batch of new employees, department → center.

2. The training implementation process should be serious and strict to ensure the quality. All training materials should be kept and constantly revised and improved during implementation.

3. After the training results are checked by the vocational school, 1 issue the training completion certificate; Vocational schools give each center 1 feedback on the training of new employees in each center every semester.

Verb (abbreviation of verb) implementation of new employee training

1. Call all centers (companies) to be responsible for training personnel, solicit the opinions of the participants on the training implementation plan for new employees of the Group, and improve the training plan.

2, each center (company) as soon as possible to come up with targeted training materials, the implementation of training candidates, with the group vocational schools to form a top-down training management network.

3. Publicize the "new employee training scheme" within the group, let all employees know about this new employee training scheme through various forms, and publicize the important benefits of carrying out new employee training.

4. All new employees must be trained in the center (company) 1 time before they officially take up their posts (see the pre-job training of the center for training materials); Then go to the specific work department for training (see departmental job training for training materials); Each center (company) can implement the corresponding training materials and time according to the basic situation of new employees. In general, 1, the training time is 1-3 days; According to the number of new employees, the vocational school of the group carries out the overall new employee training irregularly, and the overall training time is 1 week. Those who pass the training will be awarded a certificate of completion, and the list of qualified trainees will be submitted to the Human Resources Department of the Group.