In order to ensure that things or work are carried out in an orderly and effective manner, it is often necessary to prepare a plan in advance. The plan generally includes guiding ideology, main goals, work priorities, implementation steps, policies and measures, specific requirements and other items. What are the format and requirements of the plan? Below are 5 employee training plans that I have compiled for you. They are for reference only. Let’s take a look. Employee Training Plan 1
In order to better cultivate and provide a suitable team of outstanding talents for the company’s current and future new round of sustainable development, the company will further increase the management of training and combine training and incentives , performance appraisal is linked to build the company's learning technology team structure. Based on the analysis of the company's employee training status and needs, a preliminary plan for the company's employee training is planned.
1. Training principles
Integrating theory with practice: training needs to be closely linked to employee needs and job requirements.
System + cyclical nature: Training to improve employees’ abilities in certain aspects must be systematic, and cyclical training will be used for particularly important abilities.
1. Diverse levels: high-level, middle-level, grassroots, newcomers;
2. Diverse types: pre-employment, technical, management;
Diverse forms: Lectures, discussions, study groups, development.
2. Training objectives.
1. Ensure that the company’s employees can comply with the company’s corporate culture and discipline requirements, and have the capabilities required by the company – knowledge, attitude and skills;
2. Under the requirement of improving employee work efficiency, learn new skills and improve problem-solving abilities;
3. Accelerate the transformation of the new supervisor’s psychology and thinking, and enhance the supervisor’s management innovation ability;
4. The training time is planned to be held every Thursday at 4:30-5:30 pm, with intervals of various levels, types, and forms. November of each year is the "Company Culture" learning month.
3. The preparation and review process of the training plan;
1. The company's Human Resources and Administration Department issues a "Training Demand Form" to each department in January and early July every year, and Responsible for collecting and summarizing the training needs of various departments in a timely manner.
2. Each department shall fill in the "Training Demand Form" and submit it to the Personnel Administration Department based on comprehensive information such as the different situations of employees in the department and the company's medium and long-term development needs.
3. Training expenses: including expansion training expenses, expenses for inviting external training instructors, year-end personal contribution bonuses for internal training instructors, etc.
4. Preparation and review of training plans.
The Personnel and Administration Department holds training work meetings in January and mid-July every year, with heads of departments participating to summarize the training work in the first half of the year. , evaluate the effectiveness of half-year and comprehensive training effects, and point out lessons learned to facilitate improvement, and review the training plan for the second half of the year.
In January and late July, the Department of Personnel and Administration will reconfirm with the heads of each department based on the training information collection situation and training review results, combined with the semi-annual work plan, and the comprehensively reviewed semi-annual schedule.
Submit the confirmed semi-annual training plan to the general manager for approval and then implement it gradually.
IV. Key training projects
1. Comprehensive budget management;
Each department must adhere to cost awareness and establish a frugal mindset to make training plans.
2. Effectively improve the execution ability of the team and enhance the cohesion of the team;
Effectively improve the execution ability of personnel at different levels within the company, speed up the company's operational efficiency, and enhance the cohesion of the team , to maintain the company’s enduring fighting spirit.
3. Gradually improve the management capabilities of middle and senior managers;
Cultivate an excellent team of middle and senior managers for the company and enhance the company’s talent competitiveness.
5. Training course arrangement plan
1. First-level training (middle-level and above personnel)
Training targets: department leaders, supervisors and managers; /p>
Training methods: Hold symposiums or development activities every month, including execution, leadership, organizational skills, coordination skills, employee relations, role awareness (for new supervisors), personal effectiveness management (time , management by objectives), etc.;
2. Second-level training (grassroots personnel) (training items, methods, and time are to be determined, and a questionnaire survey is required)
Training objects, training items, training methods, training Time
3. Level 3 training (pre-job training for new employees)
Training objects: recent employees of the company
Training items on the first day of employment: Company development history, Organizational structure, corporate culture; company personnel, attendance, salary system, etc.;
Training projects after the second day of employment: explanation of basic professional knowledge of the position; training projects for each department;
6. Training Management
In order to ensure the effective development of the company's employee training, the Human Resources and Administration Department will actively build and create a complete training soft and hard environment, and will carry out all-round and full-process training from the early, middle and late stages of training. Management work such as guidance and tracking services.
1. Pre-training management work
Transparency of training information: In order to increase the publicity of training information and improve the transparency of training information, the Personnel Administration Department will communicate with various departments at the beginning of each month The supervisor communicates and confirms the one-month training plan, and sends a notice to relevant personnel one week before the training to ensure that all personnel are present as much as possible. Increase the analysis of training needs: Before more systematic and important training, the Personnel Administration Department will conduct an early stage needs analysis of the training participants. Based on the feedback issues, trainers will be organized to design training topics to improve the pertinence of the training. . Internal selection of training instructors: For various training projects, each department can recommend or self-recommend as a training instructor. The training instructors need to submit a complete teaching plan. After the evaluation, the training and teaching will begin. At the end of the year, the company will issue corresponding bonuses based on the teaching results. Personal contribution bonus;
2. Management work during the training implementation phase
The Human Resources and Administration Department takes the lead, supplemented by other functional departments, and coordinates the preparations for the training (including training venues) , training facilities, training materials, training instructors); reasonably arrange various training processes and effectively organize and implement training; adjust or modify the training plan based on the implementation results and through the evaluation of the training site.
3. Post-training management work
Training effect evaluation is to test the effectiveness of the implementation of the training plan, analyze the results achieved by carrying out training activities, and find out the problems in the training process. gaps and discover new training needs to improve and perfect the new training plan.
Fill in the summary report of this training within one week after the training, and have the actual results signed by the corresponding person in charge; within one month, the Human Resources and Administration Department will investigate the effectiveness of this month’s training, and the Human Resources and Administration Department must report each time The training status is organized and recorded for subsequent step-by-step tracking. Employee training plan part 2
A project market introduction
1 The commercial prospects of the company’s products
2 Adaptable fields and current sales scope
3 Price and sales status
4 Promotion and sales methods and other related information
2 Product professional knowledge
1 Introduction to product advantages (explanation)
2 The hardware and network environment required for product use (explanation)
3 The functions of the product are mainly divided into (explanation)
4 The price of the product and similar products and similar networks Comparison of marketing methods
Supplementary information:
Demo CD usage training, demo CD can also be used at the same time to accompany the explanation and teaching.
Three sales staff interpersonal communication, sales psychology, basic skills training
(Concept of software product sales)
(Business war is not a war of products, but a war of concepts War; the highest state of sales is to achieve the goal of sales regardless of sales. The key to success is to be mentally confident in the company's perfect prospects and confident in oneself. The secret of success: strong determination, strong initiative; people as the main body, creation. , Think proactively. )
Basic qualities of a salesperson
1. First, master the professional knowledge (be able to install and understand the functions and features of the company's software products in detail)
2. Pay attention to personal image and company image
3. Temperament: respect and solemnity, depth and magnanimity, neither humble nor arrogant
4. Character: Don’t think too much of others Bad, as long as you trust him
5. Professionalism, challenge limits and create limits
7. Personnel requirements: copper head, iron mouth, rubber belly, scud
< p> 8. The concept of lifelong learning: (learning methods and mentality)The ability to learn and master knowledge, how to learn, the mentality of learning, and admitting shortcomings.
9. Eight-character policy: enthusiasm, confidence, courage, perseverance
Sales staff and market
1. Sales staff: comprehensive qualities include thinking, speech, appearance , mental state.
The speech must be inflammatory, satisfy the other party’s subconscious desires, and be full of confidence.
2. Market: Ideas are the product of the primary market. Market planning products appear when the market is imperfect. The market behavior of multi-step planning is variable and dynamic.
Basic sales theory
Sales theory: clear purpose and distinctive theme. Sales emphasizes "change", and change is the soul of sales.
1. Basic sales theory: the main soul is change, continuous progress, continuous improvement and innovation. Pay attention to "word of mouth sales". Self-worth: Human value (reality) is flexible.
2. Straighten out the potential purchase volume and actual purchase volume in the market, and shorten the distance between them. Word of mouth sales can attract them.
3. Pay attention to pre-sales and after-sales, provide after-sales services that others do not do, and lead users through users. Word-of-mouth sales are recognition. Achieve the realm of achieving sales goals without talking about sales.
Sales procedures and techniques
Sales planning: routines---used for guidance; they must be reasonable and beneficial.