新员工培训英文文档格式.docx
《新员工培训英文文档格式.docx》由会员分享,可在线阅读,更多相关《新员工培训英文文档格式.docx(11页珍藏版)》请在冰豆网上搜索。
打印新员工入职清单,审核并定制
2.Completetworeferencechecksandcollectdocuments(asperPre-EmploymentChecklist)from
newemployeebeforemakinganofficialoffer
确定了候选人,出Offer之前,依据检查清单,需完成至少两家公司以上背景调查,
3.SendofferconfirmationacceptanceemailtoIT,HR,HiringManager,Adminandstartdate
给IT,HR,用人经理,行政,发送入职通知邮件,注明入职日期
4.Callthenewemployeetowelcomehimorherafewdaysbeforethestartdate.Remindhim/herto
bringcompletedpaperworkandidentificationonthefirstday.
Ifaforeigner,sendtheworkpermitapplicationchecklistwithallthenecessaryformsandprocedurestocomplete.
在入职日期之前致电新员工欢迎他/她的加入。
提醒他/她在入职第一天带齐纸质资料和证明。
如果是外籍员工,发送其办理就业许可证申请所需要的所有必要表格和手续清单。
5.NotifyemployeetodoMedicalCheckUp
通知员工体检
6.Providenewemployeewithacontactintheeventofaquestionorissue
提供给新员工联系方式以便有需要时联系。
7.Prepareon-boardingmaterials:
准备入职资料:
Organizationstructure组织架构
Jobdescription工作说明书(与录用通知书一起发送)
NewHireForm新雇员工报到表
IndividualForm个人资料表
LetterofCommitment–CodeofEthics
职业道德承诺书(与录用通知书一起发送)
f.Memooncodeofconduct&
corporatevalue
行为准则和企业价值观文件
g.LabourContract劳动合同
h.AttendanceandLeaveManagementAcknowledgement《考勤管理制度》确认书
i.DisciplinaryAcknowledgement《公司奖惩管理制度》确认书
j.PersonalFileStorage档案存放地
k.HouseholdRegistration户口本户主及本人页复印件
l.MedicalbenefitsHandbook医疗福利手册
m.EmployeeHandbookAcknowledgement《员工手册》签阅
8.ScheduleemployeeforNewEmployeeOrientationSession入职培训Date日期:
_____
9.CheckwithITontheemailandextension.Updatedthenewemployee’sdetailintheGlobalandlocal
directory
与IT部核对邮箱和电话分机号。
更新全球和地区的目录上新员工的详细信息
10.IfForeignerandGMlevel,arrangeforairportpick-upandhotelarrangement
如果是外籍员工及来自异地的高级经理,安排机场接机和酒店预订a.b.c.d.e.
ADMIN行政
11.AssignWorkStation分配工位
12.Orderfurniture订家具(如果需要)
13.OrderOfficeSupplieskeys,stationaries订办公用品,例如:
钥匙,文具
14.Orderbusinesscards订名片(如果需要)
15.AcquirebuildingandflooraccesscardsoremployeeID获取大厦或楼层的出入许可证或员工ID
IT
16.EstablishComputer/Laptop,corporatephone,network:
_________________________
确保邮箱的设置(接入或密码)
19.EnsureemailandextensionisupdatedintheGlobalandlocaldirectory
确保邮箱和电话分机号已在全球和当地目录上更新
20.EnsureemailandextensionisupdatedintheGlobalandlocaldirectory
HIRINGMANAGER用人经理
21.Scheduletimesforthenewemployeetomeetwithkeystaffmembers
安排新员工与主要成员会面时间
22.Assignabuddyasanimmediateresourceforanyquestionsandtohelpguidetheemployee’s
relationshipbuilding,knowledgeattainment,andproblemsolving
为新员工安排一位工作伙伴,帮助指导新员工建立关系,获取知识和解决问题
BuddyName:
__________________________________
工作伙伴姓名:
23.Discusstheresponsibilitiesofmentorwithselectedcandidatetoensureunderstandingoftherole
与候选人讨论导师的职责确保了解任务(需要选择感兴趣的、积极的、业务熟练的、受欢迎的人作为导
师)
24.Gatherjobspecificresourceinformation
收集岗位的具体信息(例如岗位职责,参考资料,手册等)
25.Createatrainingschedulefortheemployee’sfirstweekorlonger
为新员工制定第一周或之后更长周期的培训时间表
B.
Thegoalistomakeagoodfirstimpressionbyfocusingonwelcomingtheemployeetothecorporatefamilynotsolelyoncompletingtherequiredforms.Onceanemployeestarts,he/shecanworktogetherwiththehiringmanagerandabuddy*tocompletethechecklist.Thehiringmanagermayaddadditionalactivitiesthatarerelevanttothenewemployee’sarea.Internaltransferemployeesmayomititemsthatarenotapplicable.
为了给新员工留下良好印象,致力于欢迎其加入公司而不是仅仅完成规定的形式。
当新员工入职后,他/她与用人经理和工作伙伴*一起完成清单。
用人经理可增加与新员工相关的项目。
内部调动的员工可以省略不适用的项。
*Abuddyisapeertothenewemployeewhocanassistintheonboardingprocessandbea“go-to”personasdirectedbythemanager.
*工作伙伴既在入职过程中帮助新员工,又是由经理管理的全才。
1.Makesuremanageroradesignatedstaffmemberispresenttogreetthenewemployee
确保经理或者指定员工出现,欢迎新员工
2.Introducenewemployeetostaffandteammembers/co-workers
提供领带(根据管理级别)
12.Set-upnewemployee’spayrollaccount.AdviseonsetupofBankaccount
设置新员工的工资发放账户。
建议设置银行账户(如果没有)
13.Set-upthumbprintregistration
设置指纹登记
14.Collectfromemployee:
向员工收集:
?
IDCard身份证/Passport护照LastEmploymentSalarySlip上家公司薪资单4PiecesofPassportPhotos一寸照片4张LastCompanyResignationCertificate原单位离职证明AcademicCertificate学历证书SocialSecurityCardCopy社会保障卡复印件BankCardCopy银行卡复印件HouseholdRegistration户口本户主及本人页复印件MedicalbenefitsHandbook医疗福利手册EmployeeHandbook劳动手册
C.FirstWeekontheJob工作第一周
1.Revieworganizationstructureandoverviewdepartmentfunctionsandteammemberresponsibilities
审查组织架构和部门职能以及成员职责
2.
3.Reviewotherdepartments’overallfunctionsandhighlightinternalcustomers浏览其他部门的总体职能和强调内部客户Ifemployeewillsuperviseothers,ensureheorshemeetswithdirectreportsone-on-oneandasa
group
如果员工需要管理其他人,确保他/她是一对一汇报并且作为一个团队
Welcomelunchwithmanagerandteam
与经理和团队共进欢迎午餐
Reviewkeycompanyinformation
浏览公司重要信息
FinaliseKeyResultAreasforProbationperiod
完成试用期关键成果领域评估4.5.6.
BUDDY业务伙伴
7.Introductiontoemail,companyintranet,sharedfolder,companypoliciesandprocedures
介绍邮件,公司内网,共享文档,公司政策和流程
8.Havelunchwithnewemployee
与新员工共进午餐
9.EnsureemployeeunderstandsandsignonLabourContract
确保员工理解并签署劳动合同
D.
1.Reviewandclarifyperformanceobjectivesandexpectationsafterthefirstmonth
在工作第一个月之后回顾和明确绩效目标和期望
2.3.4.
Overviewofbudgetandfinanceproceduresandpolicies浏览预算和财务流程及政策Set-upbriefmeetingwithHeadofDepartment与部门领导召开简要会议(总经理、总监、高级经理、经理)Conductconfirmationassessment2weeksbeforeheisdueforconfirmation.在转正前两周进行转正评估Discusswithnewemployeeonhisperformance
与新员工讨论他的表现5.
6.Remindertohiringmanagertoconductfinalconfirmationassessment
提醒用人经理进行最后转正评估(试用期结束前一个月)
E.
1.Reviewperformanceobjectivesandprogress
回顾绩效目标和进展
2.Discusstrainingcompletedandtrainingplannedforthefuture
讨论已完成的培训和未来计划进行的培训
F.
HIRINGMANAGER
1.ConductannualperformancereviewandKeyResultAreasAchievements
进行年度绩效总结和评估关键结果领域的结果
2.SetobjectivesandKeyResultAreasforthecomingyearwithemployee
与员工一同设立下一年目标和关键结果领域
篇二:
关于新进员工培训的外文文献
OnthejobtrainingforemployeesofSMEsinChinaandavoid
therisk
Abstract:
Thein-servicetraining,asahighreturnoninvestmentinhumancapital,facedwiththeinevitableproblemsandrisks.Inthispaper,theemployeesworkingRiskaversiontrainingcapacityastheresearchobject,throughjobtrainingforSMEsandinfluencingfactorsofthestudy,discussestherisksofinvestmentinsmallandmedium-jobtrainingandbenefits,andattemptsbythecosts,benefits,risksandotheraspectsofanalysistoidentifyproblems,andproposesthesolutionsandrecommendations.
Keywords:
SMEs;
-the-jobtraining;
traininginrisk;
riskaversion
Withtheknowledgeeconomyera,thefaceoffiercecompetitionandrapiddevelopmentofscienceandtechnology,creatinghigh-qualityemployeeshasbecometheinevitablechoicetoadapttothetimes.Gary,thefounderofhumancapitaltheory.Beckerbalancedwiththetraditionalmicroscopicmethodforanalyzingequilibriummodelofhumancapitalinvestment,hethoughttoincreasethestockofhumancapitalmoreproactiveapproachisto-the-jobtraining.Propertyrightstheorybasedonhumancapital,humancapitalcharacteristicsoftheirownerscannotbeseparated,resultinginjobtrainingprocess,thecompanyinvestedinphysicalcapitalinvestmentcostscannotbeasstraightforwardasthebackorfreeassignment.Itispreciselybecausesuchfeaturescannotbeseparated,thecurrentnumberofSMEsinChinaisoftenadilemma-jobtraining,leadingtotheimportanceofhumancapitalinvestmentandaseriouslackofinvestment.SMEsinChinacausedbythelowlevelofstaffin-servicetrainingformanyreasons,includingtheirownproblems,includingthetrainingmethodology,inordertofindsolutionstotheenterpriseemployeesmustconductin-depthanalysisofjobtraining.Therefore,thisarticleattemptstoabove-the-jobtrainingofhumancapitalcharacteristicsandriskaversionandotherissuesspecificanalysis,toexploreleading-jobtrainingofSMEemployeesatriskreasons,andthustargetedmeasurestomobilizeinvestmentinhumancapitalinitiative,ThisisthesustainabledevelopmentofSMEsinChinaisveryimportant.
First,jobtrainingandth