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Administration of staff training
1 Purpose:
Training management training management system through standardized processes and systems company, specifically the company, department, staff in the training process at all levels of responsibility and obligation to provide staff with a training system for sustainable development, and promote staff training undertaken to enhance the company's human resources core competencies.
2, the training philosophy:
2.1, the training philosophy:
2.1.1, and create employee value.
2.1.2, the common development of enterprises and employees.
2.2, training guidelines:
2.2.1, every manager must become a trainer. Act on their own training staff held accountable.
2.2.2, identify training needs, innovative form of training, attention to training effectiveness.
2.2.3, without training or training failure, are not allowed to posts.
2.2.4, training, jobs and salaries as an important basis for promotion, training, unqualified, did not qualify this year, no raise.
2.2.5, there is compulsory training, after training to test (or test), test scores recorded in the training file.
3, training and administrative functions:
3.1 General Manager's Office Responsibilities:
3.1.1, training management:
3.1.1 .1, develop and improve staff training, management systems, processes, training, strategic planning;
3.1.1 .2, training system design, organizational development company-level training courses and training materials;
3.1.1 .3, prepare annual training plan;
3.1.1 .4, foster a team of corporate training;
3.1.1 .5, planning, and improve the company-level training facilities, equipment and other training resources;
3.1.1 .6, the company estimated the annual cost of training, management and control;
3.1.1 .7, training, performance evaluation.
3.1.2, organize and implement the company-level training programs:
3.1.2 .1, planning and organizing the implementation of company-level training programs;
3.1.2 .2, training assessment;
3.1.2 .3, establishment and management of company-level training files.
3.1.3, the steering sector-level training:
3.1.3 .1, review and assess the cost of departmental training programs and reasonable;
3.1.3 .2, guiding departmental training;
3.2 functions of the departments:
3.2.1, the management of the department of training:
3.2.1 .1, annual training plan to develop the sector and report to General Manager's Office audit record;
3.2.1 .2, design services and the operational level of the departmental training related to curriculum;
3.2.1 .3, approval and implementation and evaluation of departmental training programs;
3.2.1 .4, the management of the unit teacher training, training costs, training facilities, equipment and other training resources.
3.2.1 .5, and organize staff induction and orientation, the establishment of employee job skills certificates system.
3.2.1 .6, establishment and management of the unit training files;
3.2.2, accept supervision and guidance of General Manager's Office training assessment;
3.2.3, with the company-level training;
3.2.3 .1, organizing staff to participate in company-level training programs;
3.2.3 .2, with the General Manager's Office to supervise employees to complete the company-level training program evaluation and assessment;
3.2.3 .3, with the company identification and special types of professional skills of staff induction training.
3.3 Staff responsibilities:
3.3.1, according to the company, department training programs, combined with their own career development planning, to give personal training needs;
3.3.2, employees required to complete annual training assessment credits;
3.3.3 comply with the provisions of corporate training and training related to the management discipline required to participate in appropriate training;
3.3.4, the results of training used for work, changing work habits and attitudes, improve work efficiency;
3.3.5, will share the results of training with the team members;
3.3.6., Adhere to the self-study and constantly improve the level of business skills and meet the development needs of the company;
4, the training program from:
4.1, departmental training program training needs from the departmental investigation and analysis of company level training program from the company-level training needs analysis survey.
5 Training Needs Survey:
5.1, investigation and analysis time:
5.1.1, departments, respectively, by the end of November each year before the next annual departmental training needs survey and analysis; General Manager's Office before the end of each year to the next annual survey of corporate-level requirements.
5.2 The demand for training from:
5.2.1, the company's annual strategic analysis;
5.2.2, human resource planning requirements;
5.2.3, departmental annual plans and problems of departments;
5.2.4, post office standards and status of employees;
5.2.5, the staff professional looking ---- staff to improve professional knowledge and skills needs analysis;
5.2.6, the performance difference analysis;
5.2.7, the expectations of their staff in charge of the investigation;
5.2.8, significant event analysis.
5.3 Training Needs Survey method:
5.3.1, interview: the unit charge of the design and training of management personnel interviews, the staff group or individual interviews with face to embody the principle of representation;
5.3.2, questionnaires: the unit charge of designing the questionnaire and training of management personnel, employees or representatives of the whole answer.
5.4, training needs analysis and application
5.4.1, training needs analysis is generated based training program, you must point to analyze a surface to find the company or department staff development and quality, ability, knowledge gaps and needs between the demands of point or to distinguish between training issues are management issues.
6, the preparation of the annual training plan:
6.1, the preparation time:
6.1.1, General Manager's Office and departments before the end of December each year, respectively, in the formulation of corporate and departmental training plans for next year.
6.2, the annual training plan mainly includes:
6.2.1, annual training goals;
6.2.2, the annual staff training themes and topics courses;
6.2.3, the annual training budget schedule and training program;
6.2.4 to complete the annual training objectives.
7, the annual training implementation:
7.1, the form of training:
7.1.1, the company forms of training are: pre-employment training new staff, job training, job training, self-development.
7.2, Training Category:
7.2.1, by training and participation in the object summary is divided into four categories: Management, marketing class, the technology, production class.
7.3, the implementation of ways: through company-level hierarchical control training, departmental training, personal training in the implementation of self-training:
7.3.1, the company-level training means the General Manager's Office on behalf of the company planning and organizing the implementation of the training. Among them, the implementation process of the part of the work entrusted or assigned by the General Manager's Office with the completion of the relevant departments. Focus on the literacy level.
7.3.2, the main task of the company-level training:
7.3.2 .1, the company's annual theme of the training courses;
7.3.2 .2, corporate culture, team spirit and other aspects of the quality of training;
7.3.2 .3, new staff induction training in the quality of the training component;
7.3.2 .4, the importance of corporate level management training, important technical training, an important marketing class training;
7.3.2 .5, the company grade reserve personnel (including Reserve Management) training;
7.3.2 .6, WFI corporate culture training;
7.3.2 .7, out of all departmental staff training management;
7.3.2 .8, skills, employee job appraisal of vocational skills;
7.3.2 .9, special types of induction training.
7.3.3, sector by sector-level training refers to training in planning and organizing the implementation. Among them, some aspects of the implementation process, the department may request the General Manager's Office to give some support or help. Departmental training focused on the ability and knowledge.
7.3.4, departmental training, the main tasks:
7.3.4 .1, the annual theme of the department's staff training programs;
7.3.4 .2, new staff induction training in quality, environment, safety, product knowledge, job workflow, labor discipline and other knowledge, skills training;
7.3.4 .3, to enhance the ability of departmental staff positions (working methods improved, the improvement of skills, etc.) training;
7.3.4 .4, except for special types of operations other than job training and advancement for employees engaged in operations on the level of job training;
7.3.4 .5, the department reserve personnel training.
7.3.5, employee self-service training requirements that employees refer to the company, planned self-oriented behavior. Staff training focuses on self-knowledge level.
7.3.6, employee self-service training, identification methods:
7.3.6 .1, staff participated in book club, learning and other examinations by the Company, credited to the training file;
7.3.6 .2, staff accreditation through the post, credited to the training file;
7.3.6 .3, staff participated in in-service education to nationally recognized academic qualifications and degree subject, recorded in the training file.
8, training project management:
8.1, trainees disciplinary requirements:
8.1.1, participants received training in the notice, shall report directly in charge and arranged work items during the study to ensure threw himself into training.
8.1.2, students should be required training to the scene 10 minutes before start time to get learning materials, sign, familiar environment of the scene, make the training preparations.
8.1.3, the participants should respect the dignity and class instructor, class time and out of the classroom may not arbitrarily interfere with others. Answer the phone during school hours is strictly prohibited. Do not be late, leave early, middle block.
8.1.4, the participants to maintain good personal image (outside the training should reflect and maintain the company's image), to keep the training site clean and tidy environment.
8.1.5, students should earnestly fulfill the curricular and after-school jobs and training after the plan of action to complete the required training and examination (or test). Relevant training to help complete the assessment.
9, evaluation of training effectiveness evaluation model for four
9.1 an assessment (training on-site assessment - response): Students for trainers, training courses, training organization and management of "satisfaction" assessment.
9.2 Secondary Assessment (assessment of learning outcomes - results): After completion of the course for students learning through the organization of field operations such examination or assessment.
9.3 III Assessment (assessment of behavior change - behavior): in order for the part of the training program, trainees conduct or job performance is a result of the training and assessment of expected changes.
9.4 IV Assessment (cost - effectiveness): the performance of the company or department as trainees to improve behavior change, these changes in the training of secondary school students from the knowledge and skills to produce.
10, the content of training evaluation
10.1 from the level of knowledge, teaching skills, classroom control, assess the four dimensions of professionalism trainer.
10.2 from the content practical, curriculum relevance, the three dimensions of course evaluation inspiring training courses.
10.3 From the preparatory work, on-site environment, the three dimensions of evaluation of training logistics services organization and management.
10.4 pairs of student assessment: In addition to personally go out to training, are to pass the exam (examination) assessment of student training into the way
Fruit.
10.5 For the specific content of the training evaluation Sees "training effect-site assessment form"
11, training facilities, equipment, equipment management
11.1 The company-level training facilities, equipment from the General Manager's Office planning, management, training fees charged to the company.
11.2 departmental training facilities, equipment, preparation and management of each department, you can borrow, the training is complete, timely return.
12, the use of training costs
12.1 Company-level training and departmental training costs within the budget execution and approval before the implementation of the implementation of the principle that the development of training programs for each proposed project budget must be submitted for approval and implementation.
13, system penalties:
13.1, institutions and companies in the above process be completed within the time specified in the work, must be completed on time, otherwise, every day of delay, the penalty department or person in charge of Area 50 yuan / day fine.
13.2, any training, non-late, leave early and cell phone interference noise, leave something to be written, such as special emergency, leave may be oral, but leave after the paperwork required to make up, otherwise, late, leave early, cell phone noise interference on parties to impose a 50 / times the fine.
13.3, training to be a written examination, of any fraud, fraud in the party given 100 yuan / time of the fine, and cancel the qualification examination on the spot, then make-up examination; on the examination of three who were sentenced to 200 yuan 150 yuan, 100 yuan fine, and give a make-up opportunities, make-up even after the failed, or changing of the guard or dismissal.
14, Other:
14.1, interpretation and revision of the system, General Manager's Office is responsible for the company. Under this system, all departments can develop specific management measures, as the relevant provisions of the specific system and support.
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