How to conduct pre-job training for fresh graduates?

Under normal circumstances, a new employee enters a company. Say one first. If there are multiple employees, please separate them. What you have to tell him regularly: the history and culture of the company, so that employees can deepen their impression of the company. The current development of the company, the main project, ROI, is there any risk of sudden bankruptcy. The development plan for the next five years allows employees to confirm whether the company has a long-term vision and broad prospects. After introducing the company information, repeat the working hours and salary you agreed with the employees. After confirmation, employees need to be brought into the humanistic environment of the company. Join the company exchange group. Provide a separate department address book for later docking. If your company uses office software. Please connect the account information in person and briefly introduce which functions the company often uses in which scenarios. Extend it; Many companies have fixed service accounts and docking names because of the problem of fixed establishment and customer docking, which are continuously passed down within their business.

Remember, if you are an open-minded but not interesting company, you can't guarantee to attract employees to participate actively every time. Please don't give up the employees' own names. You can use code names to represent service names, but employees' own names imply their sense of identity from birth to now. Giving up employees' real names in the company's interpersonal communication not only shows that you don't want to know these employees, but also directly denies them. At present, the company's soft environment function enables employees to adapt to the environment quickly. It can be described in long sentences, but it must be accurate. Don't verbally say, "Our company wants employees to be proactive in their work." Then, every time an employee is under great pressure and makes two witticisms, he will say, "Have you finished your work? You should join others. " You can tell them, "Our company is very serious at work, so we can have activities together during lunch break." Specify a specific time. You can also tell them in advance that "don't create unnecessary topics in the company or join other people's topics, and do your own thing first."

The above content is mainly a preliminary understanding of the company, just sum it up. If you are a startup, you want your employees to share everything for you. When you do a project, you will need to assign all the corners to different people for crowdsourcing, so you must make them feel involved in the environment. Create a feeling that everyone is running the company together, so that employees also have an "entrepreneur" mentality. Because of the lack of participation in the whole process, I feel that it is a waste of time to do other things. Because I feel that I am a part-time job, I feel that it is troublesome for the company to do things that I should not bear, and I feel that I have been working overtime. This kind of company, because "the salary is not high, there are many thieves, and there is not necessarily a prospect", leads to a high turnover rate. Let employees take the company as their home, then we must first take employees as our home.

Secondly, what employees need to do. Everyone will look to the future, and no one wants to join a company to do something that is too grassroots and will not improve their qualifications. Therefore, the second is to summarize their career direction and responsibilities for the corresponding employees. If someone is already working on this project, let them contact the person in charge directly. If the project is fragmented, let employees have a macro contact with the work first, and then divide the work into different parts, so that employees can start step by step from simple to difficult, and sort out which questions should be asked to whom. Generally, companies recruit people to confirm what things, projects and directions are. Then, according to the previous plan, determine how many people to recruit and what to be responsible for. So it's not so tangled after confession.

However, there are also some companies that simply think that the development of the project may require several people, and hope that employees can play their role and find their own direction to fill the company's content and bring income to the company. Especially in the case that most projects have clear responsible persons and department plans, let new employees set self-development goals for the development of the company. It's true. First of all, make sure that the employee opposite you is a thoughtful and executive person who understands or can understand the main direction of your industry in a short time. He is also a person who can complete a single project independently. Please give me a dozen such people. To train the new generation of employees, we must first understand what they lack in training, what their needs are, what their positions need, what training methods they like, and what kind of talents the company aims to train them into. These are all preliminary work, and the preparations are well done. Let's make a decision according to people.