Type selection range
Hypermarket comprehensive supermarket
Manager-level counselor manager, assistant manager, assistant manager, assistant manager, assistant manager.
The line directors of the department-level counselor's office
Class-level counselors are line supervisors, assistant supervisors (at least 2 positions related to food/department store/fresh food/comprehensive) and assistant supervisors (at least 1 person related to food/department store/fresh food/comprehensive).
Staff-level counselors are three-star employees or above (65,438+00%-65,438+05% of all related positions), and senior employees and company skill leaders must attend. In principle, senior employees and company skill leaders must join three-star employees or above (65,438+00%-65,438+05% of all relevant positions).
3. Qualifications of trained teachers:
Type identification
Store-level counselors ● Those who have been engaged in the retail industry for more than 4 years and currently serve as assistant managers of the company's supermarkets or general supermarkets for more than 1 year; ● College degree or above, over 28 years old, with rich experience in supermarket management can be relaxed appropriately; Good expression and communication skills, strong knowledge learning and induction skills, training and guidance skills and analysis and planning skills; ● Good management concept and professional quality; ● Have profound professional knowledge and skills.
Department-level counselors ● Those who have worked in the retail industry for more than 3 years and currently serve as the director of the company's hypermarkets or general supermarkets or the manager of standard supermarkets for more than 1 year; ● High school education or above (or equivalent to high school), over the age of 25, and those with rich experience in supermarket management can relax appropriately; Good expression and communication skills, strong knowledge learning and induction skills, training and guidance skills and analysis and planning skills; ● Good management concept and professional quality; ● Have profound professional knowledge and skills.
Class-level counselors ● Those who have worked in the retail industry for more than 2 years and currently hold the position of department head in the supermarket, comprehensive supermarket or standard supermarket of our company 1 year or above; ● Pass the primary qualification certification of company directors; ● High school education or above (or equivalent to high school), over the age of 25, and those with rich experience in supermarket management can relax appropriately; ● Cheerful personality, patience and good sharing spirit; Good oral expression skills and knowledge learning and induction skills; ● Quick thinking, good service awareness and professionalism; ● Good professional knowledge.
Employee-level counselor ● In principle, he has worked in this position for more than 2 years, and is currently a three-star employee of the store, or a senior employee of the store and a post skill leader of the company; ● High school education (or equivalent to high school), aged 23 and above; ● Patience, carefulness, strong affinity and good sharing spirit; ● Good oral communication skills; Excellent service awareness and professionalism; ● Be familiar with the business knowledge, responsibilities and processes of this position.
4. Selection of trained lecturers: (1) Store-level lecturers and department-level lecturers belong to trained company-level lecturers, and their selection is generated in the following three ways: Information search method: the human resources department initially screened out qualified candidates from the personnel management information system. Store feedback candidates' personnel status and put forward relevant suggestions-> human resources department for interview, test and assessment? Recommendation method: the store recommends qualified candidates and fills in the Application Form for Store Training Lecturer and recommends it to the Human Resources Department-> Human Resources Department for interview and testing.
Self-recommendation method: the employee applies for and fills in the Application Form for Store Training Lecturer-> the store reviews it and reports it to the Human Resources Department for interview, test and assessment. (2) Class-level counselors and employee-level counselors belong to the store-level counselors, and the store is responsible for selecting them in the following ways: assessment method: the store can select personnel through assessment, competition, etc. as needed, and the store determines the assessment and selection method, and the human resources department reviews it-> the store publishes information- Appointment of trained instructors: company-level instructors (store-level instructors and department-level instructors) are uniformly selected and appointed by the headquarters; Store-level counselors (class-level counselors and employee-level counselors) are selected by the store according to the selection conditions and a certain proportion of the number of positions in the store. After being approved by the Human Resources Department of the headquarters, the store is responsible for the appointment. 6, cooperate with the training counselor to supplement and replace. When there is a vacancy of training lecturer in the store due to promotion, job-hopping, resignation, unqualified assessment and other reasons. The personnel administrator has the responsibility to report to the human resources department; If there is a suitable replacement, it should be implemented according to the requirements of the above selection and appointment process. (II) Training implementation stage: After the training instructors are determined, the training responsibility management system will enter the implementation stage. The training target is: 1) reserve managers at all levels arranged by the human resources department and the training center; 2) New employees of newly opened stores arranged by the Human Resources Department and the training center; 3) Store new employees arranged by the store. 1, with training implementation flow chart. Assessment arrangement and training and training
Store manager
Director reserve
Staff counselor
New front-line employees
Arrange assessment and training.
Feedback 2. Requirements and standards for training teachers. In the process of store training, it is necessary to clarify the job requirements and standards of lecturers at all levels, so as to make the system run more purposefully and efficiently.
The work requirements meet the standards.
The person in charge of the store implements and promotes the management system of training. Ensure the promotion and effective operation of the store training system.
Choose lecturers who have received training at all levels in the mall. Ensure the quantity and quality of training teachers.
Guide the training skills and management methods of lecturers at all levels in the store. The overall training level has improved.
Evaluate the training results of counselors at all levels in our store. Communicate with counselors at all levels in our store in time, and follow up rewards and punishments fairly and justly.
Store-level counselors assist store leaders in training management system. Ensure the promotion and effective operation of the store training system.
Guide the training skills and management methods of department-level and class-level counselors. Improve the overall training level and be responsible to the store manager.
According to the requirements of human resources department and training center, the management of training with training is implemented. Individual training completion index: number of trainees: 2-3 persons/year. Guidance frequency: more than 3 times a week, with an average of more than half an hour for each guidance exchange. Quality and quantity are ensured, satisfaction evaluation is conducted, and the trained lecturers are evaluated by the company's human resources department and training center.
Department-level counselors cooperate with store leaders to carry out training management system. Ensure the promotion and effective operation of the store training system.
Guide the training skills and management methods of store-level counselors. Improve the overall training level and be responsible to the store manager.
According to the requirements of human resources department and training center, the management of training with training is implemented. Individual training completion index: number of trainees: 2-3 persons/year. Guidance frequency: more than 3 times a week, with an average of more than half an hour for each guidance exchange. Quality and quantity are ensured, satisfaction evaluation is conducted, and the trained lecturers are evaluated by the company's human resources department and training center.
Class counselors cooperate with the store manager to carry out the store manager training system. Ensure the promotion and effective operation of the store training system.
Reasonably arrange the company's head reserve and the store's head reserve training plan to improve the training skills of employees. Improve the overall training level and be responsible to the director.
Implement training management according to the requirements of training plan. Guidance frequency: more than twice a week, with an average of more than half an hour for each guidance exchange. Quality and quantity are completed, and satisfaction evaluation is carried out. The trained lecturers are evaluated by the company's human resources department, training center and stores.
Staff counselors cooperate with stores to carry out store training system. Ensure the promotion and effective operation of the store training system.
According to the training plan, the company's director reserve and store manager reserve will undergo benchmarking training, and new employees of newly opened stores and new employees of this position will undergo benchmarking training. Improve the overall training level and be responsible to the monitor.
Conduct personal job training according to the training plan issued by the store. Quality and quantity, satisfaction evaluation, through the store's assessment of training instructors.
The personnel manager should cooperate with the store manager to implement the store training system. Ensure the popularization and effective operation of the store training system, complete with good quality and quantity, and evaluate the satisfaction, and evaluate the training counselors through the company's human resources department, training center and stores.
Arrange training plans and outlines for reserve personnel at all levels. Effectiveness and practicability of the training plan.
Coordinate and guide shopping mall training consultants. Careful and orderly.
Feedback and contact the group human resources department and training center. Timely and effective.
3. Bring training content.
The reserve personnel in different stages of the company have different training priorities to achieve the corresponding training objectives.
Training Level Training Management Type Training Content Purpose
Company-level store counselors' introduction to the store, store department managers' introduction, store annual indicators and decomposition, store management ideas and positioning, store department responsibilities and division of labor, store business processes of various systems, etc. Correctly understand the position, clarify the responsibilities, and grasp the positions of various departments in the store macroscopically.
The introduction of department-level counselors' stores, departments and employees, job responsibilities and work contents, relevant business processes of departments, departmental indicators and decomposition, strengthening business training, working methods and skills, etc. Understand and be familiar with the basic work of the post, and analyze the operating experience and key points of the actual post functions.
Shop introduction, class department introduction, job responsibilities and work content, department-related business processes, department indicators and decomposition, business training, working methods and skills of shop-level class counselors. Enter the store as soon as possible, understand the work summary and do practical things. Familiar with post work, master basic business operations, and cultivate basic management skills and methods.
Shop introduction, class group introduction, job responsibilities and work content, related business processes, service requirements, business operation skills, working methods and skills of staff-level counselors. Get into the store as soon as possible, understand the work summary, be familiar with the post work and do practical things.
4. Training form.
The main training types explain the scope of application.
Personal training arranges students to work with the tutor for a period of time, learn skills and knowledge from the tutor's personal teaching, and answer questions. It is suitable for the initial training of benchmark posts, technical posts and rotation training.
On-the-job guidance training allows students to complete their work independently. Students make work plans, arrange work steps, find their own solutions and achieve work goals. Trainers need to control and supervise the whole work. Suitable for management job training.
5. Training allowance standard and payment. After the company's selection and professional training, the personnel hired as department-level counselors will receive the following subsidies during the training period:
Training-oriented department-level counselors
Training allowance 100 yuan/month/person.
After the store selection and professional training, the personnel hired as store-level training counselors will receive the following allowances during the training period:
Class counselors are equipped with training-oriented staff counselors (cashier/front desk position) and staff counselors (other positions)
Training allowance 80 yuan/month/person 60 yuan/month/person 30 yuan/month/person.
1) Training allowance is paid quarterly; If the training is less than half a month, the salary will be paid half a month, and if it is more than half a month, the salary will be paid all month.
2) According to the assessment scheme of fresh-keeping technicians, the fresh-keeping lecturer is not in the post experience stage of college students. (3) Training assessment stage: 1. Objective: In order to improve the efficiency of the store's training service for reserve personnel, train talents more effectively according to local conditions and meet the needs of the company's overall development. 2. Principle: the principle of justice and fairness; Principle of efficiency first; Systematic principle. 3. Responsible department: Human resources department and training center are responsible for company-level counselors; Store-level counselors are in charge of stores. 4. Cycle: the tracking cycle is quarterly and the evaluation cycle is half a year. 5. Methods: The assessment is divided into daily assessment and annual assessment. Daily assessment is a comprehensive evaluation of the training quality of teachers with training according to the training situation of reserve personnel, including the evaluation of teachers with training by students, the assessment results of students and job placement. The annual assessment is based on the comprehensive evaluation of the number and quality of teachers with training in the year. (4) Incentive stage with training: 1. Make an announcement in the company system, be hired as a company-level training counselor, and give the training counselor a badge; 2. Those who pass the training and assessment will be recommended to participate in management or business skills improvement training; 3. Having a trained lecturer qualification will be one of the conditions for priority promotion; 4. At the end of the year, 4-5 excellent training stores will be selected and rewarded in the company's annual meeting. Store one-time reward 5000- 10000 yuan; 5. At the end of the year, select the excellent lecturers who have been trained and commend them at the annual meeting of the company. Among them, he was rated as an excellent store-level counselor with a one-time reward of 5,000 yuan; Excellent department-level counselors will be awarded 3000 yuan at one time; Excellent class counselors will receive a one-time reward of 2000 yuan, and excellent staff-level counselors will receive a one-time reward of 1000 yuan. (5) The implementation flow chart of the company's training management. Related Schedule 1 Store Training Counselor Application Form.
Store Name: Store Type: Date of Submission:
Reason for declaration: □ Add □ Supplement □ Replace □ Other:
Training type, job number, name, gender, age, education level and accumulated time in current position.
Signature of Store Manager: Effective Date:
Reply from Human Resources Department: Signature: Effective Date:
Table 2. List of trained teachers
Serial number with training level work order number stores name, gender, age, education and accumulated time of current position.
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Staff Training Management System (Trial)
Hangzhou Lianhua Chinese businessmen group co., ltd.
Store staff training management system (Trial)
First, the purpose of the training management system:
In order to comprehensively improve the business knowledge, skills and comprehensive quality of employees, reserve managers at all levels of the company or store and new employees at all positions in the store quickly integrate into the corporate culture, adapt to the working environment, enter the working state, and improve their business practice skills; At the same time, excellent managers and employees at all levels in the store can further consolidate and improve their professional knowledge and skills, improve their management discipline and enhance their contribution to the enterprise. Companies need to encourage and publicize the behavior of training management, and further promote and popularize it. Finally, through the implementation of this system, the speed of personnel training will be accelerated to meet the needs of the company's development.
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Second, the premise of the implementation of the training management system:
The attention of managers at all levels of the company and the support of the main person in charge of the store ensure the implementation of the training management system in the store and increase the continuous motivation of this system. At the same time, the implementation of employee training management system is inseparable from the organization and coordination of store personnel management personnel and the active cooperation attitude of all store employees.
Third, the composition of the training management system: it consists of four links: the selection of training instructors, the implementation of training, the evaluation of training and the encouragement of training.
(1) Training Instructor Selection Stage:
Trained lecturers are excellent employees with high performance, high quality, high skills and good communication skills selected from various stores in the company. While completing their jobs well, they are also responsible for the coaching of reserve personnel and new employees at all levels in the company system, and make the training objects they are responsible meet the standards required by the company.