The process of training new employees every company needs to know

New employee training goals

First, as a person working in the field of human resource management, you need to understand the goals and importance of training new employees. The powerful benefits the company receives in training new employees are immeasurable.

Training helps new employees to master professional skills and professional skills in their positions. Guide them to become independent problem solvers in any situation, creative and innovative, confidently taking on assigned tasks.

When new employees are properly trained, they will bring higher performance at work, leading to greater financial returns for the business.

Integrated new employee training provides company value, the value of the position taken to increase interest and engagement. Employees will have excitement and passion at work, bringing the highest efficiency.

In general, the most basic goal is still to train new employees so that they can take on the job, complete the best work and stick with the company for a long time. Of course, to achieve the above goal, businesses need to understand the process of training new employees methodically, step by step. Should not be in a hurry, training intermittently because it will lead to less effective human resource management.

What is the new employee training process?

The new employee training process is a methodical process that is established to help new employees shape their work at the position they take on, enhance their skills and achieve high efficiency. long term with the business.

Businesses and companies that follow a standard training process will create excitement, love and passion for working for employees, helping them not to be surprised or lost in the new working environment. Thereby retaining long-term, bringing high work efficiency, saving recruitment costs.

For businesses that recruit employees without properly training according to the process, it is easy for employees to be "overwhelmed", especially for complex work positions that require professional expertise. New employees will find it very difficult to withstand the "heat" and leave early, reducing the business's work efficiency, and the cost of re-recruiting personnel also consumes a considerable amount.

New employee training process that any company should know

Here are the steps in the well-developed, new employee training process that every company is sure to need. Follow each step in detail and apply it to your business to achieve the best results:

Good working environment, attracting new employees

What new employees are most interested in is a good and civilized working environment. Therefore, building a workspace full of necessary equipment for the job, salary and bonus regime commensurate with the position will attract and attract new employees to work.

Once the interview is successful, HR needs to contact each department to inform about new employees so that the department prepares to arrange seating, computers, and work tools to help ensure the reception of new employees.

Welcome new employees in company style

Welcoming new employees is an indispensable step, officially introducing new human resources of the department, department or company.

Each unit will have a different style of welcoming new employees, even many large companies and enterprises hold their own party to welcome members to join.

The welcome also helps new employees feel interested, open to everyone, convenient for future work.

Train new employees about the working culture, vision, mission, and goals that the company is aiming for

Often units will spend the first day, or at least one session, training new employees about the company's culture, mission, and vision. New employees will feel the value that the business is aiming for, thereby trusting, loving and sticking with them for a long time.

A good example of cultural training for new employees is Vingroup. For all new employees joining Vingroup, they are required to attend Orientation orientation training class. The content of the training class is about the history of formation, mission, core values and vision of the corporation. With the breakthrough and relentless rise, Vingroup creates motivation and pride for all new employees joining the group.

In addition to the company's culture, the company's regulations and policies will also be communicated to new employees by the training department.

Training skills, professional expertise for the job position

In the process of training new employees, the professional skills training step is paramount. Each position will require different skills and knowledge, so businesses need to rely on that to build training content as well as appropriate training methods.

Training form: focused training, mentoring training (an old employee will take on the role of trainer for new employees).

New employees are trained in working procedures for specific job positions, problem-solving skills, smartest solutions…

For example, the position of a restaurant waiter will be trained in standard service style, how to handle when customers have problems at the restaurant, the working process in the shift (from the beginning of the shift to the end of the shift).

Evaluate the probationary process of new employees

The last step in the process of training new employees is to evaluate the probationary process, and at the same time discuss and listen to employees' opinions during their working time at the company.

Each enterprise will stipulate a probationary period for new employees, when this time is over, the leader will conduct an employee evaluation. The assessment is based on work capacity, work attitude, work efficiency...

For good employees, after the assessment, they will become official employees of the company and receive general benefits according to regulations.

For employees who do not meet the requirements after the probationary process, there will be 2 options:

Firstly, they will not be accepted to work officially: This is something no one wants, but in fact, despite being well trained, due to many subjective and objective reasons, the cooperation between employees and enterprises is not success.

Second, extend the probationary period and give them a suitable development orientation.

In addition, listening to new employees talk about difficulties and inadequacies during the probationary period will help businesses recognize gaps and points that need to be adjusted to change and be better.

Experience in training new employees of some large corporations

For larger corporations, their new employee training process is built more closely. Some of the experiences that big companies like Vingroup, Sungroup, Vietcombank, Techcombank, PVoil, etc. often apply are:

Follow the training process from the first step to the last step consistently, in each step will set out specific details of the to-dos for each position.

When training new employees on orientation, the company culture always has videos and vivid images to make it easier for employees to follow. Many corporations even incorporate true stories at their units to increase inspiration and passion for new employees.

Establish a separate training department, specializing in research on professional and professional knowledge to establish standard processes. The training department will work with the leaders of the department to monitor and evaluate the work results of each new employee to handle the fastest arising problems. At the same time, the preparation of new employee training materials and tools is also methodical and complete.

Invite domestic and foreign experts to train new employees in special skills at work, especially real estate corporations and sales companies.

Let the old employees who have mastered, have solid professional knowledge directly tutor new employees. This hand-held way of working is highly recommended at large corporations because it comes into practice. In addition, to encourage, the company will have worthy rewards for old employees when training new employees officially.

Large corporations also regularly organize talk shows and meetings to hear employees talk about advantages and disadvantages at work. This helps new employees to share more, thereby knowing where the weaknesses need to be improved, and the strengths that should be promoted.