Job training summary report for new employees

1. Job training summary report for new employees

In June 20xx, our Huangshui project department added 5 new employees. Focusing on the safety training goals, we planned early and Early deployment and early start of safety training work, the leaders of our project department firmly establish the concepts of "people-oriented" and "caring for life", actively organize, and conduct project-level and team-level education based on the actual situation of our project department. Ensure safety training for new employees is completed. The safety training situation of our department is now reported as follows:

1. Training status

(1) Project-level training situation: mainly responsible for the deputy project manager Zhang Qing. The main training contents include:

1. Construction characteristics of this project and basic knowledge of construction safety.

2. Safety production systems, regulations and safety precautions for this project.

3. Safety technical operating procedures for special operations personnel.

4. Basic knowledge of working at heights, mechanical equipment, and electrical safety.

5. Knowledge of fire prevention, poison prevention, dust prevention, explosion prevention, emergency safety handling and safe evacuation knowledge.

6. Standards for the distribution of protective equipment and basic knowledge on the use of protective equipment and equipment. Among them, 5 new employees participated in the training and 5 passed the assessment.

(2) Team-level training: Since there is no production team in our project department, the office is responsible for this level of training. The main training contents include:

1. Operation characteristics and safe operating procedures of various types of work.

2. Safety work discipline.

3. How to use safety protection devices (facilities) and personal labor protection supplies.

4. Unsafe factors that are prone to accidents in safe production and their preventive countermeasures.

5. Requirements for the working environment and mechanical equipment and tools used in safe production. Among them, 5 new employees participated in the training and 5 passed the assessment.

2. Existing problems

Because the new employees participating in the training are all college students who have just graduated from school, they have strong theoretical abilities but poor practical abilities. For example, all new employees know how to use a fire extinguisher correctly, but when it comes to actual operation, most of them don't know what a safety bolt is, where is the upper air outlet, and where is the lower air outlet; the same goes for steel bar cutting machines, steel bar straightening machines, etc. First time meeting.

All new employees actively cooperated in this training and were very enthusiastic. After the training was completed, everyone actively submitted their experiences to the project to improve their awareness of production safety.

2. Job training summary report for new employees

After this training, we have an in-depth understanding of the professional term performance management. For those of us who have just entered society and studied engineering, this is basically the first time we have heard of it. In just one and a half days of study, we cannot say that we can fully understand the importance of performance management, but we have a certain understanding of the concept, purpose, principles and significance of performance management.

On the first day, Peng Gong divided us into groups and used group competitions to learn performance management. On the one hand, it can cultivate our team spirit, on the other hand, it can increase our enthusiasm for learning. The concept of goal quantification was put forward by writing slogans for each group. Then he explained to us the difference between doing the right thing and doing the right thing through the story of Buno and Aino. Learn how to do the right things in life and be a thoughtful person. Then a detailed introduction was given to performance management. The so-called performance management refers to the management of employees and organizational performance by enterprises through certain human resource management methods and methods. It is the key to ensuring the realization of organizational goals. At the same time, through performance management, the improvement of employee performance and the improvement of organizational performance are achieved, and ultimately the realization of employee Develop together with the organization. Performance management motivates employees through employee assessment to improve organizational goals. In this process, employees can have a clear understanding of themselves, making their work goals clearer, so that employees can do the right things and be the right officers.

The purpose of performance management is to affirm and motivate employees' performance through the assessment and evaluation of existing performance, and at the same time identify existing problems and gaps through analysis, and take corresponding measures to improve and improve employees. and organizational effectiveness, so that enterprises can ultimately gain competitive advantages, not only achieve established strategic goals, but also create excess performance. Paying attention to the linkage between evaluation and incentives, and combining actual results with future improvements are the core principles of performance management. Performance management plays an important role in the survival and development of enterprises. It’s hard to imagine what a company would be like without performance management, and it’s also hard to imagine what a company that was doing performance management would be like if it suddenly lost performance management.

During the explanation process, Peng Gong also put forward a very 61 concept, that is, setting goals, clarifying standards, providing methods, facility assessment, implementing rewards and punishments, and promoting improvement to form a cycle. The core of realizing this cycle is continuous communication. After a day and a half of studying performance management, I understand that performance management is a double-edged sword. Proper use can stimulate employees' morale and strengthen team cohesion, but once used improperly, it will produce the opposite result. After experiencing the pain of not having water, the "Three Monks" realized that it is more important to use the strength of the team at this stage.

I learned safety regulations in the afternoon of the second day. The electric power industry is a high-risk industry because it deals with high-voltage electricity. Therefore, safety must be the first priority in this industry. Therefore, it is necessary to deepen the study of safety regulations. Although it was only half a day of study, I benefited a lot and learned a lot of safety regulations in the power industry, paving the way for better work in the future!

On the third day, we learned emergency first aid. In the morning, Teacher Tao gave a brief introduction to how the human body works from a medical perspective. Then it introduces several common electrical injuries and the harm it causes to the human body. Then we get to the point and talk about how to deal with the actual situation when we encounter it. We started the actual training in the afternoon, and I saw everyone working very hard to carry out rescue operations. This moved me very much and I realized the responsibilities and obligations we shoulder.

On the fourth day, we learned the development history of Huangshi Power Grid. Through studying the development of Huangshi Power Grid, we deepened our knowledge and understanding of the enterprise. I learned that it took a lot of continuous efforts to go from the very simple and difficult conditions at the beginning to the more complete system and better conditions now.

On the fifth day, we learned about corporate culture. Through the study of corporate culture, we know the meaning of integrity, responsibility, innovation and dedication. Integrity is the moral cornerstone of our business and our employees. Responsibility is our work attitude of courageously shouldering heavy responsibilities and performing our duties conscientiously. Innovation is the fundamental driving force for our enterprise development and career progress. Dedication is our conscious action of loving our country, loving our company, and being dedicated to our work. These few words are exactly the value pursuit of our company and the fundamental method supported by the belief that the company and employees realize their vision and mission. Through studying, I have a deeper understanding of some of our company's basic values, corporate purpose, corporate development strategy, and some basic requirements and behavioral norms of employees.

Through this week of study, I have deepened my knowledge and understanding of the company. It laid a good foundation for better work in the future.

3. Job training summary report for new employees

I have benefited a lot from the training course. I believe that if I continue to learn and work hard, I can become an excellent employee.

20xx is a year of great development for the company's business. During this year, the company's existing business continued to expand, new projects continued to increase, and the company's demand for talents, talent training, and requirements for improving the quality of existing personnel continued to strengthen. As the company's main department responsible for talent introduction, talent training, and follow-up team building, the Human Resources Department bears important responsibilities.

In order to ensure the completion of various tasks, the Human Resources Department has done a lot of work, actively opening up recruitment channels externally, promoting the company's talent concept, participating in various large-scale recruitment activities, and reserving talent materials; internally, it has improved the training system and actively carried out training activities. Formulate the company's internal talent succession plan, select outstanding employees within the company, track and evaluate new employees, and actively carry out company cultural and sports activities.

1. Opening up recruitment channels

Due to the particularity of the industry in which the company operates, there are relatively few employees in Shenzhen. In order to ensure that the personnel needed by the company are in place in a timely manner, the Human Resources Department While making full use of existing recruitment resources, we actively contacted various recruitment websites, employment agencies, and off-site employment agencies to try to open up new recruitment channels. The Human Resources Department has contacted professional recruitment websites for trial use and learned about the services they can provide. Contacted future human resources companies in Wuhan, Changsha and other places to learn more about the distribution of local chemical and environmental protection talents and newspaper advertising costs, which laid the foundation for further recruitment of talents from other places.

2. On-site recruitment and newspaper recruitment advertisements

In 20xx, we participated in two large-scale external recruitment activities, the double-selection job fair for fresh graduates held by the Shenzhen Municipal Personnel Bureau and the Guangzhou White-Collar World Job Fair. The Human Resources Department made a lot of detailed preparations before attending the meeting, and actively promoted the company's good corporate image, the company's employment philosophy, and the broad career development space provided by the company to job seekers at the job fair. Attract more outstanding talents to the company. During the on-site job fair, we not only collect a large amount of talent information for the company, but also do a good corporate image promotion for the company. In the annual recruitment work, in the face of the company's increasing demand for personnel, the focus of recruitment work was adjusted in a timely manner, from online recruitment to newspaper advertisement recruitment. Through newspaper recruitment advertisements, the company's urgently needed talent information was collected in a timely manner to ensure the company's urgently needed talents. arrived in time.

3. Establishing the company’s internal and external talent database

In order to ensure the construction of the company’s follow-up echelon and reserve and cultivate talents for the company, the Human Resources Department has carefully sorted out all positions in the company and determined The company has identified key positions in the company and made the employees in key positions the focus of the human resources department. It regularly understands the employees in key positions to prevent the accidental loss of employees in key positions. At the same time, in order to reduce the negative impact on work caused by the loss of employees in key positions, the Human Resources Department has formulated a "Personnel Succession Plan for Key Positions" to formulate a personnel succession plan for each key position, and include positions related to key positions as substitutes. Employees on the substitute list are the company's key training targets and the first choice for key positions, so that they can be replenished in a timely manner after the loss of personnel. At the same time, the company has established an external talent pool to collect and sort out a large number of professional talent information related to the company's business, mainly in the chemical industry and environmental engineering, as the company's first choice for supplementing employees from outside to ensure that the required personnel are in place in a timely manner.

4. Tracking of new employees in key positions

4. Job training summary report for new employees

In order to let new employees of the company understand the basic situation and familiarity with the company The company's rules and regulations and to increase understanding among company employees, the company organized and held new employee training. Although the training only lasted a short day and a half, I still gained a lot.

First of all, as training, new employees must be made aware of the company's system, the products of each department of the company, and the corporate culture. The company system is for the company to standardize its own construction for employees, strengthen attendance management, maintain work order, and improve work efficiency. It strictly formulates corresponding systems through certain procedures and is the basis and criterion for company management. Every company has its own rules and regulations, which are guaranteed to be implemented, and every employee must abide by them. After all, "there is no rule without rules."

Corporate culture is the core competitiveness of a company. Corporate culture is the most important factor for a company to attract and retain talents. A good company must have a good corporate culture, and our company also has a very humane company. Culture - "family" culture allows every company employee to feel the warmth of home in the company. The development of a company requires a good corporate culture and its own products to achieve profitability and ensure the company's operation. The production of the company's products cannot be separated from the efforts of each employee, so we will introduce it to the company's new employees. Our company's products are very necessary.

Then the training instructor shared his experience about the workplace, which moved me deeply. As a newly graduated college student, I have just finished my student life and have to invest in social life. I feel very uncomfortable in many aspects. Although the university campus is a small society, it is still very different from real social life. This change made me a little uncomfortable. After all, the people I came into contact with before were my classmates and teachers, and my life circle was relatively simple. However, in social life, I have to come into contact with all kinds of people. We need to handle the relationship well with our boss, with our colleagues, and with our roommates. This is what I need to learn and pay attention to in my future career.

To build a personal brand, when Teacher Wei first proposed this concept, I was very surprised. What is a personal brand? Is it that everyone creates a product of their own and then makes it bigger and stronger? ? I had never heard of it before, but I finally understood it through Teacher Wei’s explanation. It turns out that everyone has a brand of their own. If you can make your personal brand known to everyone, then you will be successful. What Teacher Wei said about the steps to build a personal brand was also refreshing to me. The one percent rule means that out of 100 people, 1 person is the creator of the event, 10 people have more or less connections with the event, and the remaining 89 people are passers-by. Then I unfortunately became a passer-by, because when I used to read Moments and Weibo, I rarely forwarded comments, and I just glanced at online events and rarely commented. Now I find that my previous approach was wrong. We should be the one person among the 100 people who created the event, not the passerby. We should show what talents we have. "The fragrance of wine is afraid of the depth of the alley." If you don't show it, others will not know what talents you have. Maybe your opportunity will be wasted. Opportunities are given to those who are prepared. .

Although there are still many feelings, due to the limited writing style, it feels a bit difficult to express, so I can only write here. However, the impact of this training on me is by no means limited to that.