When training new employees, companies generally introduce products and their principles to new employees. The production factory will introduce the production process. For example, the production of milk needs to be sterilized at ultra-high temperature and low temperature, and then filled in a sterile environment. Knowledge is a relatively correct law summed up by others in practice and belongs to others.

2. Skills training.

The division of occupations is becoming more and more detailed. As far as human resources are concerned, from administrative management to human resource management, human resource management is divided into six modules, such as human resource planning, recruitment and training, and each module has skills that need to be mastered. For example, screening resumes, organizing interviews, organizing training and making training plans. The ability to use knowledge. When conducting internal skills training, general companies will introduce relevant knowledge first, and then impart operational skills. For example, when training the performance planning skills of various departments, it will be introduced first: the selection of indicators and targets of performance planning needs to conform to the SMART principle.

3. Thinking training.

This is a kind of training that teaches our employees to find problems, solve problems and improve their creativity. There are two forms of internal training: special discussion and practical training. For example, for the problem of lax product closure, managers already have a solution, but they will organize discussion meetings to let core employees participate and express their opinions, and managers will cause them to think in the process.

4. self-confidence training.

This is a link that is often overlooked by people. In the organization, a few excellent employees are always in the forefront, and they are all rewarded and commended, which brings encouragement to most employees, but also brings pressure to them. Some employees will have this idea, and I can't surpass them no matter how hard I try. There are also some leaders who often criticize their subordinates and euphemistically say, "I criticize you only because I value you." In this atmosphere, employees' self-confidence will gradually decrease, and after organizing their training, they may also have the idea that "I can learn whatever you teach, and I only have a few skills". And ignore their own potential. The potential of employees is enormous. My previous company had a security guard who liked singing and organizing activities. After getting along for half a year, we authorized him to organize the company's annual party, which is also the most popular party in 10.

We should mobilize the self-confidence of employees as much as possible. Under the premise of high self-confidence, every employee has great potential, which is not affected by a person's age, education and personality.

5. Cultivation of values.

Enterprises generally have corporate culture training for all employees once or twice a year, and the evaluation of corporate culture is ubiquitous, such as telephone spot checks, questionnaires, and on-site questions from leaders. Only when employees' values are consistent with those of enterprises can employees' efforts produce the greatest value. For example, if a food production enterprise pays attention to quality, it may reprocess or even destroy the products when they are defective.