One, thought-provoking case:
Xiao Mou is a private pharmaceutical company's general manager, almost as new products to market around the country, "recruitment", in one fell swoop recruited 60 college students just business. In order for these new employees quickly adapt to the new work, Xiaomou required human resources staff in this new day of new employee training, the main "tasks and demands," "rights and obligations", etc. After the training is also given to each were an employee handbook. The seek to be the
"Young bull" to open the new products in the market, it is unexpected is that less than a month, 60 new employees have 48 lost because companies do not humane, as their money-making machines, some also believe that Despite the high salary, but the force is too large for the new sales have no idea, no older employees with anything on my own, too hard ... ... Xiaomou did not think that the "insignificant", the new staff training down to the company laid
"Risk of seeds."
2, Case Study:
Currently training new employees for the company, a common misconception is that "do not report for work that is it! To slow down, employees will naturally be familiar to all, to adapt to everything. Why the fanfare?" According to statistics, nearly 80% of the domestic enterprises are not effective training of new employees, working on the arrangements for their appointment. Some companies even had a new staff training, but also not paid much attention, just treat it as a simple "administrative steps" too hastily and without careful, less standardized. As everyone knows, this may lead to brain drain will become a "risk of seed."
First joined the new environment, new employees once the face of many past "nothing new." Some are directly related to job duties, for example, Bu Tong's business processes, different industries, customer base; some 绠＄悊 style and business environment aspects, for example, financial examination and approval Zhiduo working than were its predecessors the Gengweifuza strictly business, Bumen between Goutong different ways, and even permission to transmit e-mail provisions are different ... ... many older workers are already accustomed to, it seems worth mentioning the details, in terms of the new employees are required to understand and adapt to the "nothing new" and in a strange environment easily emerge at a loss, disappointment, frustration and other negative emotions of the signs, the risk of brain drain also increased.
Third, the solution:
To avoid risks, it should be fast in a short time the new employee into the role of integration into the enterprise, from the "outsider" into a "business person." This requires a systematic approach through the specification making them feel respected, are concerned about the formation of workers sense of belonging, personal career development in the enterprise full of letters. Therefore, timely, standardized, comprehensive training of new employees in human resources management can ignore an important part. It is a follow-up steps to recruit personnel selection is good business to stay only a first step.
Package the idea of culture itself, culture, system culture, behavior and material culture, cultural content. New employees should be allowed in all aspects of the company have a more comprehensive understanding. In addition, the corporate culture is the accumulation and long-term employees receive the company's values and behavior recognition system, the company's culture to pass on to new entrants, allow them to quickly integrate into the company.
Currently, most enterprises training new staff, there are many problems, mainly as follows:
1, in time, inputs, training, more casual arrangements. In the latter work, no time to follow up, a finished thing, will simplify the corporate training
2, in the form, not making a normative text or notes, but unrestrained style to some preaching. Most companies have not yet set up a special department of enterprise culture, only by certain personnel or part-time administrative staff, not the work of the corporate culture system.
3, in the content, just some slogan ideas to the staff when they recite, we do not understand the content of their future importance of the work carried out, and no understanding of these concepts in a concrete manifestation of the work. Even if there is a real cultural training, is limited to the behavior of the constraints on the system and focused is not allowed to do, not on the corporate culture to focus on the real core of the show.
The first 3 to 6 months probation period for new employees is the company's investigation of, in fact, it is also confirmed to have "found the right new owner" of the self-certification period. Successful training of new staff can show to the staff enterprise penetration behavior and spiritual level, the outsider who changed the course of business, to become familiar with and adapt organizational environment and begin preliminary planning career, correct positioning of the role of talent. Enterprises should use a good new employee training in this tool, attracting thousands of people pick pick million full play "to keep people" strategy, do not let "cooked duck," and flew away.
Also known as pre-job training of new staff training, pre-vocational education, is an enterprise recruitment of employees from an outsider who changed the course of business, the staff from one group to another group in the process of integration is the process of staff to change its role. Relative to-the-job training for new staff training must cultivate a sense of belonging and loyalty to the highest priority.
Relative to the training of new employees a few years ago, large companies increasingly aware of the current employee loyalty and employee skills as well as a longer term vision also. Loyalty must be when the new staff training in order to feel the way that they can deliver.
For example, Haier, after the new workers are usually the first thing to do is: hold the old and new "graduates" will be met by the brothers and sisters experience the understanding of Haier. New people can also communicate face to face with the top leadership group the opportunity to understand the mechanism of the company's promotion, career development. New employees in the "heart with bottom" of the case is naturally easy to put a smooth attitude.
In addition, do detailed work will also help new employees a sense of belonging. As in military training when the human resources department to prepare a sour plum, to the end of training a new employee can drink. Mid-Autumn Festival, group president back from the field to spend enjoyable night with the students, these are all new employees to experience the feeling of home that the company is their second home.
In the centralized training, the human resources department to do is to allow new employees to mind he say it to form a democratic and free atmosphere, make it more confidence into the new work.
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