The thought of tomorrow will officially report for duty to the company, and Li Yang at heart felt extremely happy. The company is the industry's very powerful "new enterprise", he graduated from prestigious universities to the corporate network center first began his work life. Although his specialty is not computer-related, but marketing, but his great good time on the computer, or in the junior year, he began to help companies develop application programming and software systems. Thought in the final round of interviews, general manager of his appreciation, Li Yang, the certainty that tomorrow will be attracted to them these new college graduates to organize some "wonderful program", such as senior managers met with the congratulations of my colleagues welcome to the Ministry of Personnel of the company's detailed description of the circumstances and complete employee handbooks. Li Yang, some students have to work a half a month, many students are pleased to tell his own company, how enthusiastically accepted the "new man" ... ...
However, the first day to his disappointment.
He first came to the Ministry of Personnel, Ministry of Personnel to confirm that Li Yang, the company has been on the phone to tell the network center manager Wang Li Yang came and took him to their jobs. After some time, manager Wang Chen was sent to his assistant, Chen politely held out his hand and said: "You are welcome to join our company! Mr.Wang a hurry can not come, I will arrange some of your things." to the network center, Chen pointed to a paper and office supplies piled the table and said to him: "Your predecessor resigned away few days ago, we have not had time to clear the table, sort it yourself first!"
Finished, Chen proceeded as busy again. To noon, Chen Li Yang to the restaurant with, tell him to do at some of their procedures to the relevant departments, leading a number of office supplies. In the dinner, Li Chen, where small number of cases about the company, lunch with some colleagues in the office, talked for a while, but he was disappointed the company did not do as he thought he was warmly received, attention he .
The next day, Mr.Wang see Li Yang, called him into his office began the task assigned him. When Mr.Wang After much talking, Li Yang was about to remind some of the ideas on their own to talk with him, a phone call came, Li had to return to their computers start thinking ahead to his work, his work is a network creation and maintenance. He knew that he needed to deal with a lot of people, but he did not know who is who, had their own open picture.
On the third day, Li was manager Wang "lesson" a few. Original, manager Wang Li Yang is to send a document to the upstairs of the Finance Department, Li sent later, it went on his own work. After a child, Manager Wang came up and asked him: "to finance it? Who take it?" Li Yang replied: "pay go, is a woman then, she told me there Well put . "Mr.Wang a look of displeasure and said:" to your work, you must report the results to me, you know? "Li Yang said although the lips" got it ", but his face was revealed dissatisfaction with the look. Manager Wang asked what his views, Li Yang is busy covering up said: "Manager Wang taught right, I hope you lot after the guidance!" Li Yang believes that too many of these details over, and their work completed on the line, is simply Manager Wang would like to show this is leading.
These few days, Li Yang, feel better is to think of two other colleagues for their pretty enthusiastic. A girl is their first two alumni, and the other boy is the sort of joke, pretty well to "create" an atmosphere of people. Li Yang They asked: "Can we always received new employees?" Alumni said to him, "the company is this style, the staff gradually adapt themselves gradually into the company." "The company's founder is Several engineering Dr. tricks they think too much is not much use, adaptation on the left, not suited to the leave. Many people left because of the company's pay is not bad! "the boy said to him.
On the weekends, Li about the students out to dinner, talking about his first week of work, Li and looking out at the bright sunshine, a steady stream of vehicles, loss and said: "awful!" ... ...
What is the new employee training and development?
As the case in Li Yang complained: "awful!" Many companies training and development for new staff to do poorly, as many people think: "do not report for work that is! Slowly, employees naturally will be familiar to all, to adapt to all! why the fanfare then what? "the beginning of this chapter, a new employee training and development from concept to explain the new staff training and development.
New employee training and development, also known as pre-job training, pre-vocational education, education into the plant, is an enterprise of the state's employees from an outsider into an enterprise's processes, the staff member from a group into another group process, employees become familiar with and adapt organizational environment and begin preliminary planning his career, positioning their role, began to play to their talents. Successful new employee training and development has gone deep into the employee's behavior and mental level, as opposed to job training for new staff training and development is the beginning of group interaction.
Workplace, employees often pre-education, but a shallow, about his company's culture, policies, procedures and the introduction of it, no amount of new employees, but is distributed to a number of manuals, or in the office with them factory floor or fly and to pocket the ring. In the article at the beginning of the case, the new employee training is considered unnecessary, so that my colleagues have become new employees "into the Secretary of education" subject.
For the graduates, just enter the workplace into the community, they are the same as a piece of paper, different corporate cultures will be a different color and images. Students from a school turned into business people, employees and business if you want to pursue a win-win, companies must pay attention to the new staff training, systematic planning of new employee training. Just graduated from technical colleges and schools, they will face a completely new and unfamiliar environment, and their behavior to the inner experiences and feelings will be some changes, large or small.
For those from another unit into the company's new employees, they want a kind of organizational culture into a different organizational culture. They worry about whether they adapt to new jobs, would be appreciated by their superiors, will get along with colleagues, their company's future prospects and so on.
Of the enterprises, new employees during the transition period first came to be a business enterprise in accordance with their own feelings and how to choose their own performance evaluation to determine whether they should seek the development of the company or as a springboard, and the company's corporate culture, management actions will affect new employees in work attitude, performance, interpersonal relationships.
What new employees will face the problem?
Study found that new employees enter the company will face the beginning of the following three typical problems:
* Groups will be accepted?
Everyone will have such feelings - into a new environment, will be accepted in this small group? Once there was a character of some of the girls within enterprises has just entered the beginning said to me: "In school, students say, work more difficult for people to get along, I saw a lot of magazine articles reflect the work of Interpersonal complex relationship. I am now very worried, do not know my colleagues will not like me, I will be others gossip, my private life would not be unduly interfere with other people.'ve heard, many students work at the beginning are as difficult to get along with my colleagues but for the work. I wish I could luck a little bit! "
Easy to see that only when the girl selling the above concerns completely smoke cloud dispersion, she can be in a happy mood to fully display her talents.
* The company will honor its promises?
Many enterprises in order to be able to attract the best talents in the recruitment pm to good promise, but once the employees into the company, giving rise to a false case, or requiring the employees of the conditions of too much given to employees too little. Guidelines relative to the staff, business history and objectives, the staff is more concerned about their wages, benefits, vacation, development prospects. Only their personal interests are protected, they can psychologically accept the corporate culture into the company's groups, or they would show the negative, even positive, they are also preparing to leave for work experience opportunity and quit.
* How the work environment like?
The working environment here, both said working conditions, location, including the company's relationships, work style. New environment is to attract new, or exclusion rookie? Colleagues will take the initiative to contact with new employees and told them the necessary working knowledge and experience? First job was guiding you? Whether they fully understand their responsibilities? In order to complete the work, they get the necessary equipment or working conditions? The problem is directly related to the evaluation of new employees and impressions of the business.
New employee training and development need
So that new employees get career information necessary to begin to adapt to organizational environment.
Through pre-employment training activities, new employees are familiar with the workplace, understand the rules and regulations and the promotion of enterprise, the standard salary increase, a clear organizational structure of enterprises and development goals, which will help new employees adapt to the new environment.
* Clear job responsibilities, operating procedures to adapt to new career and master certain operating skills, beginning competency.
Through the employee handbook, job descriptions, necessary visits and some skills training, new employees clear their tasks, responsibilities, lines of authority and reporting relationships, adapt to new working processes, the use of some of the work is no longer unfamiliar to help new employees begin to do the job.
* To establish a good relationship, gradually being accepted by certain groups to enhance staff awareness and team spirit.
Communication through participation in the primary game, teamwork courses, set up the new team of staff awareness, but also the old staff and new employees full access finance, mutual exchange, to form a good relationship.
* By a certain attitude and behavior change in integrated campaign to promote the new staff to change its role from an outsider into an enterprise of people.
New employees into the enterprise or from school or from another business to the enterprise, the professional understanding of the concept of leadership, professional life, "rules of the game" and have their own different interpretations. The enterprise's mission to be implemented, in order to make business operations and brand objectives are maintained, enterprises need to own the business philosophy and corporate culture into the conduct of staff and concepts of systems, which enable employees to be Ben's business Zhen Zheng "Corporate people."
* For the recruitment, selection and recruitment, career management and provide feedback.
Through job training, new employee recruitment and selection activities in the "create" the illusion will be exposed to the wrong person in charge or recruitment of cognitive and subjective bias will be confirmed, but new employees will fully demonstrate their overall image and enhance the business understanding of the staff, this will give recruitment, selection and career management information feedback.
New employee training should include the contents of the
In order to develop effective new employee training program, we first check whether your new employee training program content should be included.
* Company Overview
Effective training program for new employees should first comprehensive understanding of the staff, understanding of the company, reduce strangeness, increase intimacy and sense of mission. About both the physical and material conditions, such as work environment, work facilities, but also intangible, such as the company's business processes, business philosophy and so on. In general, the company profiles should include the following information:
1. In the workplace and facilities;
2. Corporate history, mission and vision;
3. Enterprise products, services and work processes;
4. Business customers and market competition status;
5. Corporate organizational structure and an important figure.
路鑱屼綅璇存槑鍙婅亴涓氬繀澶?br />瑕佸悜鏂板憳宸ヨ缁嗚鏄庤亴浣嶈鏄庝功涓婄殑鏈夊叧鏉℃锛屼綘闇?鍚戞柊鍛樺伐鎻忚堪鍑烘伆褰撶殑宸ヤ綔琛屼负锛屽苟鍋氬嚭绀鸿寖锛屽埗瀹氭棩绋嬪畨鎺掞紝骞跺湪瑙勫畾鐨勬椂闂村唴璁╂柊鍛樺伐鎺屾彙宸ヤ綔鏂规硶鍜屽伐浣滄妧鑳斤紝瑕佹帴鍙楁柊鍛樺伐鎻愬嚭鐨勯棶棰樺苟缁欎簣蹇呰鐨勬寚瀵笺?瀵逛簬缁╂晥鑰冩牳銆佹檵鑱屻?鍔犺柂绛夎瀹氫篃瑕佽鍔犺鏄庛?
鎵?皳鑱屼笟蹇呭鏄寚鍛樺伐搴旀帉鎻＄殑鍦ㄥ叿浣撳伐浣滀腑鐨勫悓浜嬬殑鑱旂粶銆佷笂鍙哥殑绠＄悊椋庢牸銆佸繀瑕佺殑淇濆瘑瑕佹眰銆佸叕鍙镐腑鐨勪竴浜涒?琛岃瘽鈥濈瓑銆?br />
路娉曞緥鏂囦欢涓庤绔犲埗搴?br />娉曞緥鏂囦欢鏄寚甯﹀姩鍚堝悓銆佸叕鍙哥殑韬唤鍗°?閽ュ寵銆佽?鍕ゅ崱銆佺ぞ浼氫繚闅滅瓑鏂归潰鍩轰簬娉曞緥鍜屾湁鍏宠瀹氳?绛剧讲鐨勬枃浠躲?
瑙勭珷鍒跺害鏄柊鍛樺伐宸ヤ綔鍜岃涓虹殑鍑嗗垯锛屾湁鍏冲憳宸ュ伐浣滃拰浜轰簨绠＄悊鏂归潰鐨勮绔犲埗搴﹀繀椤昏鍛樺伐浜嗚В锛岃繖浜涢?甯歌浇浜庡唴閮ㄥ垔鐗╂垨鍛樺伐鎵嬪唽涓?濡備綍浣挎柊鍛樺伐鎴愪负浣犵殑鈥滀紒涓氫汉鈥濓紵杩欎竴闂鎵?渶姹傜殑淇℃伅鍖呮嫭鍔犲己鍥㈤槦鍗忎綔绮剧銆佸唴鍖栦紒涓氱粡钀ョ悊蹇点?澧炲己鍛樺伐瀵逛紒涓氱殑蹇犺瘹鎰熷拰褰掑睘鎰熺瓑娲诲姩鎵?紶杈剧粰鍛樺伐鐨勪俊鎭?
涓嬮潰鐨勪富鎰忔槸绠＄悊鑰呮?缁撳嚭鏉ョ殑鐢ㄤ簬澧炲己鍛樺伐褰掑睘鎰熺殑涓?簺鍔炴硶锛屽涓嬶細
璁╁憳宸ュ绗竴澶╁嵃璞℃繁鍒荤殑鍔炴硶锛?br />
鈼?涓惧姙涓?釜鎷涘緟浼氾紝澶囧ソ鍜栧暋鎴栬尪鐐广?閭?鍏徃鐨勬瘡涓?綅鍛樺伐鍓嶆潵涓庢柊鍛樺伐瑙侀潰銆?br />鈼?br />甯姪鏂板憳宸ュ仛濂藉伐浣滃噯澶囷紝鐪嬬湅鍏跺姙鍏涓婄殑鍔炲叕鐢ㄥ搧鏄惁榻愬銆傚鏋滈渶瑕佺殑璇濓紝涓烘柊鍛樺伐鍑嗗涓?湰鍙板巻锛屽苟涓哄叾鍗板ソ鍚嶇墖鍜屾斁鍦ㄦ瀛愪笂鐨勫鍚嶇墝銆?br />
鈼?鍦ㄦ樉钁椾綅缃笂鏀句竴涓杩庢柊鍛樺伐鐨勬潯骞呫?
鈼?閫佺粰鏂板憳宸ヤ竴浠跺叕鍙哥殑绾康鍝侊紝濡傚嵃鏈夊叕鍙告爣璇嗙殑姘存澂銆乀鎭よ～銆侀挗绗旀垨灏忚绠楀櫒绛夈?
鈼?閭?鏂板憳宸ュ叡杩涘崍椁愩?
鈼?br />缁欐柊鍛樺伐鍑嗗涓?釜鏁戠敓鍖咃紝閲岄潰鏀句竴浜涗笉钀戒織濂楃殑灏忕帺鎰忥紝浠庝腑涔熷彲浠ュ弽鏄犱紒涓氱殑鏂囧寲鐗硅壊銆備緥濡傦紝鏂板憳宸ョ殑宸ヤ綔鏄负椤惧鎻愪緵鏈嶅姟锛岄【瀹㈠父甯稿彂鐏紝閭ｄ箞鏁戠敓鍖呴噷鍙互瑁呮湁鈥滈偊杩?鐗屽垱鍙创浠ュ鍛樺伐琚【瀹⑩?浼ゅ鈥濇椂浣跨敤锛岃鏈夎?濉炰互澶囧惉鑵讳簡瀵规柟璁茶瘽鏃朵娇鐢紝杩樻湁涓?簺鍐欐湁鈥滄槸鐨勶紝鍏堢敓鈥濇垨鈥滄槸鐨勶紝澶汉鈥濈殑鍗＄墖浠ュ浣跨敤銆?br />
鈼?鐢ㄥ叕鍙哥殑鈥滆璇濃?鍐欎竴灏佹杩庝俊閫佺粰鏂板憳宸ャ?褰撲粬浠淇℃椂锛岀粰浠栬В閲婁竴涓嬭繖浜涒?琛岃瘽鈥濈殑鎰忔?銆?br />鈼?br />鑰佸憳宸ヨ嚜鎴戜粙缁嶆椂锛岃浠栦滑鍒楀嚭鍏徃鐙竴鏃犱簩鐨勨?鐗圭偣鈥濇潵銆備緥濡傦紝鏈変汉鍙兘浼氳皥鍒颁竴浣嶅彜鎬殑椤惧锛屾湁浜哄彲鑳借皥鍒版槦鏈熶簲鏄彲浠ヨ韩鐫?究鏈嶇殑涓?ぉ锛屼篃鏈変汉浼氳璧锋瘡骞村湥璇炶妭鑱氶鏃剁殑鈥滄澂鐩樼嫾钘夆?绛夈?涓?竴浠嬬粛瀹屼箣鍚庯紝鏂板憳宸ヤ篃灏辨帉鎻′簡涓?ぇ鍫嗗叧浜庡叕鍙稿拰鍏徃鍛樺伐鐨勪俊鎭?
鏂板憳宸ュ煿璁唴瀹规竻鍗?br />
鍦ㄥ埗瀹氭柊鍛樺伐鍩硅鏂规鍚庯紝瑕佷粩缁嗘鏌ヤ竴涓嬫湁鍝簺搴旇璁╁憳宸ョ煡閬撶殑淇℃伅婕忔帀銆佹湁鍝簺閲嶅锛屾鏌ユ竻鍗曞氨鏄繍鐢ㄤ簬杩欎釜鐜妭銆備笅闈㈢粰浣犱粙缁嶄笁绉嶆鏌ユ竻鍗曚緵浣犲湪瀹為檯宸ヤ綔涓弬鐓э紝浣犲彲浠ユ牴鎹綘鑷繁鐨勪紒涓氭儏鍐靛埗浣滃嚭鑷繁鐨勬鏌ユ竻鍗曘?琛?-2鏄柊鍛樺伐鏂囦欢琚嬫鏌ユ竻鍗曪紝琛?-3鏄煿璁儴闂ㄨ礋璐ｄ汉搴旂敤鐨勬鏌ユ竻鍗曘?
琛?-2 鏂板憳宸ユ枃浠惰妫?煡娓呭崟
鈼?鍏徃鏈?柊缁勭粐缁撴瀯鍥撅紱
鈼?鍏徃鏈潵缁勭粐缁撴瀯鍥撅紱
鈼?宸ュ巶鍘傚尯鍥撅紱
鈼?鏈夊叧鏈伐涓氥?鏈叕鍙告垨鏈亴宸ヤ綔鐨勯噸瑕佹蹇靛拰鏈锛?br />鈼?鏀跨瓥鎵嬪唽鍓湰锛?br />鈼?宸ヤ細鍚堝悓鍓湰锛?br />鈼?宸ヤ綔鐩爣鍙婅鏄庣殑鍓湰锛?br />鈼?鍏徃鍏紤鏃ヨ〃锛?br />鈼?灏忛浼樻儬琛紱
鈼?宸ヤ綔缁╂晥璇勪环鐨勮〃鏍笺?鏃ユ湡鍙婄▼搴忓壇鏈紱
鈼?鍏朵粬琛ㄦ牸鍓湰(濡傚緛鐢ㄨˉ鍋垮拰璐圭敤鎶ラ攢) 锛?br />鈼?鍦ㄨ亴鍩硅鏈轰細琛紱
鈼?淇℃伅鏉ユ簮锛?br />鈼?澶勭悊绱ф?鎯呭喌鍜岄槻姝簨鏁呯殑璇︾粏姝ラ锛?br />鈼?閲嶈鐨勫叕鍙稿唴閮ㄥ垔鐗╃殑鍓湰鏍锋湰锛?br />鈼?閲嶈浜虹墿鍙婇儴闂ㄧ殑鐢佃瘽銆佷綇鍧?紱
鈼?淇濋櫓璁″垝鍓湰銆?br />
琛?-3 鍩硅閮ㄩ棬璐熻矗浜虹殑妫?煡娓呭崟
鍏徃姒傚喌
1. 娆㈣繋璇嶏紱
2. 鍏徃鐨勫垱涓氥?鎴愰暱銆佸彂灞曡秼鍔匡紱
3. 鐩爣銆佷紭鍔垮拰瀛樺湪鐨勯棶棰橈紱
4. 鍏徃鐨勪紶缁熴?涔犳儻銆佽鑼冨拰鏍囧噯锛?br />5. 鍏徃鐨勭壒娈婁娇鍛藉拰鍔熻兘锛?br />6. 浜у搧鍜屾湇鍔★紝涓昏鐢ㄦ埛鎯呭喌锛?br />7. 浜у搧鐢熶骇鍜屽鐢ㄦ埛鎻愪緵鏈嶅姟鐨勬柟寮忋?姝ラ锛?br />8. 鍏徃鍚勭娲诲姩鐨勮寖鍥达紱
9. 缁勭粐銆佺粨鏋勩?涓庡瓙鍏徃鐨勫叧绯伙紱
10. 缁勭粐鎸囨尌绯荤粺锛?br />11. 涓昏缁忕悊浜哄憳鐨勬儏鍐碉紱
12. 鍚勫洟浣撲箣闂寸殑鍏崇郴銆佹湡鏈涘拰娲诲姩銆?br />
涓昏鏀跨瓥鍜岃繃绋嬩粙缁?br />1. 鎶ュ伩锛?br />2. 鍔犵彮鍒跺害锛?br />3. 杞彮鍒讹紱
4. 鎵ｇ暀锛?br />5. 鎶樻墸锛?br />6. 宸ヨ祫棰勬敮锛?br />7. 宸ヤ綔璐圭敤鎶ラ攢锛?br />8. 宸ヨ祫鐜囧強宸ヨ祫鑼冨洿锛?br />9. 鑺傛棩宸ヨ祫锛?br />10. 浠樿柂鏂瑰紡锛?br />11. 璐拱鍐呴儴澶勭悊浜у搧鐨勭壒鏉冿紱
12. 鍚戣捶娆鹃儴闂ㄩ敊璐凤紱
13. 绾崇◣鏂规硶銆?br />
灏忛浼樻儬
1. 淇濋櫓閲戯紱
2. 浜哄淇濋櫓锛?br />3. 宸ヤ汉濂栧姳锛?br />4. 鐥呫?浜嬪亣锛?br />5. 閫?紤璁″垝鍙婁紭寰咃紱
6. 椤鹃棶鏈嶅姟锛?br />7. 鍖荤枟鍙婂彛鑵斾繚闄╋紱
8. 娈嬬柧淇濋櫓锛?br />9. 鑺傘?鍋囨棩(濡傦紝鍥藉銆佸畻鏁欑殑鑺傛棩銆佺敓鏃? 锛?br />10. 鍐嶈亴鍩硅鏈轰細锛?br />11. 鑷姪椁愬巺銆?br />
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Shift from the C + + C # issues needing attention (1)
Century AMD antitrust case of the hearing level to promote fair competition
MKV to PSP
AUDIO Speech brief
3DMax Done Using NURBS Baseball Bat
