新员工入职培训中的问题与对策分析.doc

\ 毕业论文 题 目 新员工入职培训中的问题与对策分析 年 月 目 录 摘要 ………………………………………………………………………………………4 一、新员工入职培训概念…………………………………………………………………6 二、新员工入职培训现状…………………………………………………………………6 三、新员工入职培训的误区………………………………………………………………7 企业领导对培训的认识不足培训系统性和规范性 培训需求分析不全面方法不效果的评估和跟踪人力资源部的工作考核体系2 培训教材的设计……………………………………………………………………13 入职培训的目标……………………………………………………………………13 设计培训教材内容…………………………………………………………………14 新员工入职培训内容14 企业整体培训的内容………………………………………………………………14 部门专业培训的内容……………………………………………………………15 素质培训…………………………………………………………………………15 情感链接…………………………………………………………………………15 选择恰当的培训方式方法………………………………………………………16 完善培训效果反馈及评估体系18 培训效果评估标准18 2 .培训评估报告19 3. 了解新员工内心的真实想法 …………………………………………………20 4. 合理的为新员工做出适当的职业生涯规划……………………………………20 五、结束语 ………………………………………………………………………………21 参考文献……………………………………………………………………………………21 摘要 员工进入企业后，导致人在工作中怀才不遇积极性和自身的主观能动性受到限制，无法发挥潜能，造成企业人力资源的浪费，给企业带来一系列不良后果。新员工入职培训是企业人力资源管理中不可忽视的一个重要环节。将从新入职员工的进行深入的分析和探索。及时、规范、全面的员工入职培训 关键词 企业Abstract When the new employee go into the enterprise, they will confront the indetermination of their working post, the enterprise culture and related rules and regulations. It will cause them to encounter the unfairness during their work. Some of employee may resign if they cannot get with it and some of them can not evolve their potential because their enthusiasm and subjective motivation is restricted. As a result, the resource is wasted and also get a harmful influence to the whole enterprise. The enterprise employ a outstanding talent is not mean that they have possession of this employee. No matter what he is with high and good skill and ability, it is impossible for new employee to correspond with the requirement of the enterprise entirely. It is lack of how to work in concert with the group in enterprise and how to operate in coordination on his experience and attitude, so a integrated training provide to new employee is a indispensable and cannot be neglected on the management of human resource in a good enterprise. Moreover, how