How to establish training system and training management system for manufacturing enterprises? Urgent need! ! !

(Trial draft)

Chapter I General Provisions

1. 1 purpose

In order to meet the company's development goals, improve people's performance, improve employees' quality, enhance employees' working ability and understanding of corporate culture, enrich employees' knowledge and skills in a planned way, give full play to employees' potential ability, establish good interpersonal relationships, and then carry forward the company's entrepreneurial spirit, the Employee Training Management System (hereinafter referred to as this system) is specially formulated as the basis for the implementation and management of personnel training at all levels.

1.2 Scope of application

All kinds of training and related activities carried out by employees and functional departments at all levels of the company are applicable to this system. Employees' participation in or organization of relevant training will be included in the performance appraisal of departments and individuals, which will be used as one of the basis for personal salary and post (including rank) adjustment. In addition, the Human Resources Department is the coordination, supervision and management department for the implementation of this system.

Chapter II Training Requirements and Implementation Management

2. 1 Determination of training needs

2. 1. 1 Determination of the overall training needs of the company

According to the overall business strategy of the company, after fully investigating the training needs, the Human Resources Department draws up the annual training demand analysis report of the company, or reflects the relevant contents in the annual work plan and submits it to the company for review and confirmation.

2. 1.2 Determination of departmental training needs

When making the annual work plan, all functional departments should put forward the training needs according to their own current situation and job requirements in the next 1 ~ 2 years. In addition, for phased or temporary training needs, timely feedback should be given to the Human Resources Department or reported to the person in charge of the competent department.

2.2 Develop a training plan or scheme

2.2. 1 annual training plan

65438+ Before June 30th of each year, the Human Resources Department draws up the annual training plan of the company according to the overall business strategy of the company and the annual work plans of various functional departments. The plan shall include the training items, training forms, estimated development time, training funds and other relevant details planned and implemented throughout the year.

2.2.2 Formulate the implementation plan of quarterly training plan.

According to the annual training plan and the actual situation of each department, the Human Resources Department draws up the implementation plan of quarterly training plan, which should reflect the training projects to be carried out this quarter, participants, project leaders, development time, expense budget, training purpose and other related contents.

2.2.3 Implementation of monthly training plan

The HR department does not draw up the company's monthly training plan separately, but in the monthly work plan of the HR manager, it is necessary to elaborate the training projects carried out and implemented this month, and implement the relevant details in the work.

2.3 Examination and approval of training scheme or plan

2.3. 1 annual training plan approval

The annual training plan drawn up by the human resources department must be submitted to the annual business plan meeting of the company for deliberation and approval, and implemented after being signed and confirmed by the general manager of the company. If the actual situation changes during the period, it is necessary to adjust the plan content, which will be reflected in the quarterly training plan implementation plan.

2.3.2 Approve the implementation plan of quarterly training plan.

The implementation plan of quarterly training plan drawn up by the Human Resources Department must be submitted to the superior leader and the general manager for approval before implementation. If it is necessary to adjust the relevant contents or projects during the implementation, it must be approved by the superior leaders. Any adjustment involving expenses exceeding 5,000 yuan must be reported to the general manager of the company for approval before implementation.

2.4 the implementation of the training plan

2.4. 1 The Human Resources Department is responsible for the implementation of the training.

According to the quarterly training plan, the training project approval form (attachment 1) is filled out by the training director of the human resources department, and reviewed and confirmed by the manager of the human resources department and the director of administrative personnel. Training expenses are more than 5,000 yuan, or the training target is department managers and above, which shall be implemented after being reported to the general manager for review and confirmation.

2.4.2 Implementation of training that other departments are responsible for.

Business study or related training activities organized by each department of the company shall be arranged by each department. Personnel involved in other departments (including part-time lecturers) shall be reported to the Human Resources Department of the company for review and filing;

Each department needs to send its employees out for relevant business training or invite external experts to the company for relevant business training, so it needs to obtain the Training Project Approval Form from the Human Resources Department, fill it out according to the form requirements and submit it to the Human Resources Department, and handle it according to the procedures specified in 2.4. 1.

2.5 Training schedule and management

All kinds of professional skills training organized by the company should be arranged in normal working hours as far as possible to minimize the impact of training on daily work; For the centralized training attended by overseas personnel of the company, it should be combined with relevant meetings of the company as far as possible to save time and expenses. In addition, if training is required outside working hours due to comprehensive factors, it is not considered overtime.

Chapter III Training Methods and Content Management

3. 1 About training methods

3. 1. 1 internal training

The internal training organized by the human resources department of the company is presided over or taught by part-time lecturers in the company, and the training targets are employees at all levels in the company. This kind of training is the first choice when there are related training needs. If the company does not have the conditions for development due to various factors, it can choose other training methods.

3. 1.2 Internal training conducted by external trainers or training institutions

Generally speaking, the human resources department of the company is responsible for contacting and organizing training projects or activities that need external trainers or management consulting institutions. For highly specialized training, relevant business departments can recommend trainers or training institutions to the human resources department of the company. According to the training needs of the company and the contact with the other party, the Human Resources Department fills in the Training Project Approval Form and handles it according to the procedures specified in 2.4. 1.

3. 1.3 foreigners attend relevant training.

For those who need to go abroad on business to participate in relevant professional training, send personnel to the Human Resources Department to receive the training project approval form, fill it out as required, and indicate the training time, content and cost. After being signed by the department manager, it will be reported to the general manager for review, and then it will be filed with the Human Resources Department. After signing a training agreement with the company according to the relevant requirements in 3.5.3, it will participate in relevant training.

3.2 Classification of training

3.2. 1 orientation training for new employees

New employees of the company must receive induction training, mainly including company introduction, corporate culture, rules and regulations, code of conduct and other related contents, to help new employees improve their understanding of the company and the working environment and quickly enter the working state. Generally, the training of new employees adopts internal training, and the human resources department conducts it irregularly according to the number of new employees in the current period.

3.2.2 Employee on-the-job training

Company employees must receive training and study for a certain period of time every year during their tenure. Among them, in principle, ordinary employees are required to receive training provided by the company for not less than 40 hours a year, department heads for not less than 50 hours and department managers for not less than 60 hours.

On-the-job training of employees should include professional skills (including marketing, production technology, etc. ), general management skills, career development, mentality. Through the combination of external training and internal training.

3.2.3 About external training of employees

For employees sent by the company to participate in business training organized by relevant training institutions due to work needs, it belongs to employee training abroad (the time is not more than 30 days). If the foreign training cost exceeds 2000 yuan/person and the off-duty time exceeds 5 days, it must be reported to the general manager of the company for approval before implementation. Other conditions must be confirmed by managers at or above the director level before implementation.

After returning to the company after the training, the personnel who participated in foreign training must submit the training summary and training materials to the human resources department of the company for the record, and then go to the finance department to write off the related expenses (training fees, card fees, etc.). ).

The human resources department of the company determines whether to sign a training agreement with employees according to the training expenses and training contents (Annex 2), and defines the relevant responsibilities.

3.2.4 About entrusted training

Due to the development needs of the company, some key positions can be entrusted to relevant training institutions or colleges for training (training time is more than 30 days). The candidates for entrusted training must be approved by the board of directors of the company, and a training agreement must be signed with the company to clarify the service life of the entrusted personnel and the commitment of the entrusted training expenses. See the relevant clauses in the Training Agreement (Annex 2) for details.

Chapter IV Management of Internal Trainers

4. 1 Selection and training of internal trainers

4. 1. 1 internal training lecturer selection process (recommended by the department, reviewed by the human resources department and confirmed by the general manager)

The nature of the internal training lecturer's work is part-time, that is, to carry out training activities within the company on the principle of not affecting their normal work, or to minimize the impact.

According to the training plan of that year, the Human Resources Department determines the number and professional direction of internal lecturers in that year, which is reflected in the annual training plan. After submitting it to the company for approval, release the recommendation information of internal lecturers to the relevant departments of the company. The heads of relevant departments recommend suitable candidates to the human resources department for review, and then submit them to the general manager of the company for confirmation, and issue letters of appointment for internal training lecturers.

4. 1.2 Selection criteria for internal training instructors

Teachers who teach internal training must have a college degree or above, have more than three years working experience in related positions, have medium working skills or above, have no record of major violations of discipline and discipline, have strong language and writing skills, and are good at communication.

4.2 Level evaluation of internal training instructors

The Company's Measures for the Grade Management of Internal Training Lecturers will be graded every year according to the working ability of internal training lecturers and the training work of that year, which is divided into primary, intermediate and advanced.

Internal training instructors must have certain curriculum development ability and maintain a certain amount of class hours throughout the year. If the teaching time recognized by the human resources department is not less than 30 class hours, or if there are not less than 3 courses developed throughout the year, you will not be eligible for promotion next year.

4.3 Internal Training Lecturer Class Salary Management

The company will calculate and pay the class fee according to the teaching time approved and filed by the internal training lecturer as the menstrual human resources department. Among them, junior lecturer 60 yuan/class hour, intermediate lecturer 80 yuan/class hour and senior lecturer 100 yuan/class hour.

In addition, the normal training activities carried out by internal lecturers within the department (such as self-monitoring to the office for work guidance or training) are unpaid.

Chapter V Training Archives and Records Management

5. 1 About training files

5. 1. 1 Establishment of training files

After the induction training for new employees, all kinds of on-the-job training for employees, overseas training for employees and entrusted training, the Human Resources Department shall establish corresponding training files for future reference.

5. 1.2 contents of training files

The contents of training files include training project approval form, training project implementation record form (Annex 3), trainee list and attendance record, training teaching plan (or teaching material) and other related contents. In addition, for some training projects, a training effect evaluation questionnaire should be attached.

5. 1.3 Use of training files

The establishment of training files is an important measure to standardize the company's training management, so that all kinds of training have relatively complete and detailed records to avoid repeated training and unnecessary waste of resources. At the same time, the training file is also an important basis for the company to evaluate and examine all kinds of training activities organized by the human resources department, and an important means to ensure the training effect and quality.

5.2 About Personal Training Records

5.2. 1 Establish personal training records

For the company's supervisors and above, as well as some professional and technical personnel, the human resources department will establish personal training files according to their participation in training.

5.2.2 Contents of personal training records

Personal training records shall include personal annual training registration form (Annex 4), training agreement, graduation examination papers and transcripts, graduation certificate (copy) and other relevant personal training materials. Personal training records should be kept together with employee files for future reference.

5.2.3 Use of Personal Training Records

Personal training record is the main proof of employees' participation in various training activities, and it is one of the bases for the company to implement related personnel activities such as employee transfer, rank adjustment and performance appraisal.

Supplementary terms:

The right to interpret this system belongs to the Human Resources Department of Wuhan Hongren Garment Co., Ltd. If there are any unfinished matters, please report to the general manager of the company before implementation.