Share some new employee training experiences and ideas

I have been working in the company for four years and have organized two new employee trainings. Now I will organize New Employee trainings this year. In this process, I would like to share some experiences and ideas with you.

First time: Photo and tiger

When I first organized training for new employees, I didn't have much time to do my work, so I was really limited. My only advantage was that I had attended a system training in my previous company and was very impressed. I organized the training with another colleague. Apart from the different content of the training, the training steps are basically copied. Therefore, I do not dare to claim to be "fake pictures and tigers ". In fact, in addition to copying the procedures, I also want to copy the spirit they have instilled in the training and the culture industry: the professional attitude and the spirit of struggle...

I have invested a lot of energy in this training. Since the company did not have this accumulation, everything should be done from the beginning. I remember that I often searched for tomorrow's learning materials and questions today. After the training, I asked each of them to summarize the training and serve as a reference for improvement. In general, I am still satisfied with the results of this copy: The biggest result is that we have established a relatively systematic training mechanism for our company. This mechanism is the basis for subsequent training. In this training, I found some difficult cases and introduced a lot of things that are not suitable for us.

Second: focusing on Soft Power

Two years later. With the accumulation of the last time, you don't have to worry about the last time you were in such a hurry and don't have to prepare. As your experience increases, you have to think about this training. I still wrote an articleArticleNew Employee training should focus on the cultivation of soft power. My definition of soft power was:Interest, self-confidence, habits, learning ability, and advantages.I still agree with this point of view, especially this point of view:One of the necessary conditions for a superior team is that the team members are given full play to their subjectivity. Only in this way can members release great strength and the team release great strength.. This is my focus on improving soft power. This training also emphasizes stimulating their subjectivity.

This training revised the previous forced "replication spirit and culture" and tried to create a more relaxed environment and atmosphere. I think this is the only way to improve soft power, it is also conducive to giving full play to the innovative spirit of R & D personnel.

In addition, some minor adjustments were made this time, removing some of the steps and content that were ineffective during the last training, at the same time, it has strengthened the training of programming ability (low programming ability is a common problem for recent graduates ). The method is to make them complete a small one every day.Program.

This training is a pity that no project drill was conducted. The project rehearsal was conducted during the first training. After the training, the results were very good. Unfortunately, this training was not conducted due to time.

We are about to begin in March July. This year's new employees are coming. I have some thoughts on this year's training. I would like to share with you here.

Third: Think about and practice the problems to be solved during system training.

This time, we hope to give a systematic reflection on the new employee training on the basis of the previous two sessions to find out what the new employee training should solve. In my opinion, I think there are two primary problems to solve:

1. There are many changes to promote the transformation from students to professional students. Although they cannot help them complete all the changes, they can at least promote it and help it in the process.
2. Introduce new employees to the software development track and set a general direction for them: As for how far they can go on this road, it depends on their own efforts. They may not be accurate enough to adjust the direction.

Although these two questions have some disadvantages, I think they are the two core issues.

In addition, the following problems must be solved:

1. Cultivation of interest: it is more important to authorize fish than to authorize fish, but I think it is more important to make him fall in love with fishing than to authorize fish-cultivation of interest is more important.
2. The transformation of learning: from being taught by others to relying mainly on self-learning; from testing to application; from focusing on theory to practice; from passive to active; from pressure-driven to interest-driven.
3. Master basic knowledge: industry knowledge, programming knowledge, and company business knowledge.
4. Career planning: At least let them start thinking about this problem.

The above is only a metaphysical discussion, paying more attention to the training ideology. In fact, a successful training depends on many factors:Implementing ideas as feasible actions,Content Selection, step arrangement, training input, training methods and methods, and the quality of training teachers.

Finally, I would like to introduce some training activities that I have come up with. I may practice them in the training:

1. We can consider conducting an informal discussion every day after the training. About an hour or so, each person will spend 10 minutes to explain the results of today's learning to others (preferably the results of their own thinking ). Everyone must use up in ten minutes. In this way, you can exercise your expression and guts.
2. Design Review andCodeReview. Every once in a while, a review meeting will be held on the procedures they write, focusing on mutual review, with the participation of experienced personnel. It should be a good learning process.
3. Create a step-by-step project. Design a step-by-step project for them to complete. At the beginning, the demand was very simple, and the demand was gradually increased.
4. A project drill.