新员工培训英文 篇一:新员工入职清单 新员工入职清单 Thegoalistoplanandpreparefortheemployee’sarrivalsothattheemployeedoesnotarrivetochaos,’’ 我们的目标是为新员工的到来做规划和准备,避免混乱,维持有序的工作环境。此清单有助于部门进行上岗引导程序。入职是一个长期的过程,从新员工到来开始并持续至少六个月。这份清单由相关部门在不同的时间点负责实施每一项任务。同时也有助于用人经理为新员工的到来做准备。员工到来后,他/她会与用人部门经理一起工作,进行入职
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。 A. HUMANRESOURCES人力资源 ,reviewandcustomize 打印新员工入职清单,审核并定制 (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, ,HR,HiringManager,Adminandstartdate 给IT,HR,用人经理,行政,发送入职
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邮件,注明入职日期 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
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和手续清单。 通知员工体检 提供给新员工联系方式以便有需要时联系。 : 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) &corporatevalue 行为准则和企业价值观文件 劳动合同 《考勤
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》确认书 档案存放地 户口本户主及本人页复印件 医疗福利手册 《员工手册》签阅 入职培训Date日期:_____ 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 ,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 ADMIN行政 分配工位 订家具(如果需要) ,stationaries订办公用品,例如:钥匙,文具 订名片(如果需要) 获取大厦或楼层的出入许可证或员工ID IT Laptop,corporatephone,network:_________________________ 确保邮箱的设置(接入或密码) 确保邮箱和电话分机号已在全球和当地目录上更新 HUMANRESOURCES人力资源 确保邮箱和电话分机号已在全球和当地目录上更新 HIRINGMANAGER用人经理 安排新员工与主要成员会面时间 ’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: 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) 收集岗位的具体信息(例如岗位职责,参考资料,手册等) ’sfirstweekorlonger 为新员工制定第一周或之后更长周期的培训时间表 B. ,he/shecanworktogetherwiththehiringmanagerandabuddy*’. 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。 HIRINGMANAGER用人经理 确保经理或者指定员工出现,欢迎新员工 co-workers 提供领带(根据管理级别) ’ 设置新员工的工资发放账户。建议设置银行账户(如果没有) 设置指纹登记 :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 工作第一周 HIRINGMANAGER用人经理 审查组织架构和部门职能以及成员职责 2. ’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 BUDDY业务伙伴 ,companyintranet,sharedfolder,companypoliciesandprocedures 介绍邮件,公司内网,共享文档,公司政策和流程 与新员工共进午餐 HUMANRESOURCES人力资源 确保员工理解并签署劳动合同 D. HIRINGMANAGER用人经理 在工作第一个月之后回顾和明确绩效目标和期望 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. HUMANRESOURCES人力资源 提醒用人经理进行最后转正评估(试用期结束前一个月) E. HIRINGMANAGER用人经理 回顾绩效目标和进展 讨论已完成的培训和未来计划进行的培训 F. HIRINGMANAGER 进行年度绩效总结和评估关键结果领域的结果 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,,theemployeesworkingRiskaversiontrainingcapacityastheresearchobject,throughjobtrainingforSMEsandinfluencingfactorsofthestudy,discussestherisksofinvestmentinsmallandmedium-jobtrainingandbenefits,andattemptsbythecosts,benefits,risksandotheraspectsofanalysistoidentifyproblems,andproposesthesolutionsandrecommendations. Keywords:SMEs;-the-jobtraining;traininginrisk;riskaversion Withtheknowledgeeconomyera,thefaceoffiercecompetitionandrapiddevelopmentofscienceandtechnology,,,,humancapitalcharacteristicsoftheirownerscannotbeseparated,resultinginjobtrainingprocess,,thecurrentnumberofSMEsinChinaisoftenadilemma-jobtraining,,includingtheirownproblems,includingthetrainingmethodology,,thisarticleattemptstoabove-the-jobtrainingofhumancapitalcharacteristicsandriskaversionandotherissuesspecificanalysis,toexploreleading-jobtrainingofSMEemployeesatriskreasons,andthustargetedmeasurestomobilizeinvestmentinhumancapitalinitiative,ThisisthesustainabledevelopmentofSMEsinChinaisveryimportant. First,jobtrainingandthestatusofSMEsinChina Jobtrainingissimplythepracticeofemployeesintheworkpracticeoftheactivitiesofeducation,,andintheprocess,bothenterprisesandworkerstopaythecosts,includingfinancial,materialandenergy,time,etc.,bothenterprisesandemployeescanderivelong-termbenefits,sothisisaninvestmentactivity,aninvestmentinpeople,namely,, SMEs,duetoexistenceoftheirownproblemsandexternalconstraints,thelackofacomprehensivetrainingsystem,itstrainingeffectivenessisnotsatisfactory, in-servicetrainingbusinessconcerns,donotwanttoincreaseinvestmentinjobtraining. Second,theexistenceoftheriskofjobtrainingforSMEs In-servicetrainingasahumancapitalinvestmentcompanies,naturalandhumancapitalareinextricablylinked,,mainlyinthefollowingareas. 1,leavingtherisk Jobtraining,whethergeneralorspecificjobtraining,,oncetheemployeeleavesthecompany,itsin-servicetrainingofhumancapitalinvestmenttovanish,,butalsoserviceworkersbecauseofage,physicalhealth,,careerstaff,thereisalwaystheexperienceofseveraljob-hopping,whichisoftenthecasewithitsownstaffandbusinessescloselyrelatedtotheworkenvironment,therefore,enterprisesinjobtraining,notonlytopayattentiontotheselectionoftrainees,butalsoattentiontoemployeecareerplanning. 2,thedevaluationrisk Likehumancapitalandphysicalcapital,,enhancestaffskills,knowledgeandskillssuchasdepreciationoccurs,,forgotten,etc.,causingreductionoftheknowledgeandskills, people’,ifthejobTrainingcontentcannotbecloselyintegratedwiththeactualneedsandtodate,willfacetheriskofdevaluationinvisible. 3,themoralhazard Inthespecialtrainingcourseistorelyontheresultsofitstraininginvestmentintheenterpriseandtheeffortsofstafftothedoublecondition Completed,sopronetobilateralmoralissue,,andspecialtrainingintheoutputresultsareprivateinformationofenterprises,employeesmaytake“lazy”strategy,,companiesmaydeliberatelyunderestimatetheoutputofhumancapitalinvestment,ordelaytheresultsoftraininginproduction,therebyreducinghumancapitalinvestment,,butalsoofmoralhazard,“apprenticeshiptraining”or“learningbydoing”trainingintheoldcompanyemployeeinordertoavoidcompetitivepressureandthepressureofunemploymentwillreducethetrainingofnewemployeesinordertoreducecompetition. Third,theformationofsmallandmedium-the-jobtraining,risk factoranalysis Theriskoftheenterpriseisin-servicetrainingbymanyfactors,thisarticlemainlyfromtheperspectiveofhuman ,includingtheinseparabilitywithpeople,mobilityofhumancapitalandhumancapitalinvestmentandotherindirectcompensation. 1,theinseparabilityofhumancapital First,humancapital,naturalpersonalproperty,,incorporatetraining,althoughtheinvestmentbusinessasamain-jobtraining,butthroughtheformationofhumancapitaltraininginvestmentpropertyandwillbetrainedstaff, formationofcorporatetrainingandhumancapitalandbusinesstrainingisnotonlyincremental,,,trainingtheemployeeshavetopaythephysicalandmentalenergy,timeormoney,orgiveupsomeoftheincomeortheopportunitytoformadoublemain-jobtraininginvestment,businessinvestmentisoftenmanifestedinthemaindominantandthestaffishiddeninvestors. 2,theimpactofhumancapitalmobility , 3,thehumancapitalimpactofindirectreturnoninvestment Adirectresultofinvestmentinstafftrainingistoincreasethestockofhumancapital,itmustbewiththecombinationofphysicalcapitalstockcanbeconvertedintorealproductivityenterprises,,investmentinemployeetrainingnotdirectlyintheproductionprocess,northedirectproductionofmaterialwealth,investmentincomecannotbedirectlyreflectedinthematerialproductionprocess,,buthasnotyetmadeabreakthrough,,sothatthehumancapitaltoestablishclearpropertyrightstructuretobecomedifficult,thereislikelytoexacerbatethecontradictionsintheincomedistribution,therebyincreasinginvestmentrisk. 篇三:《商务中心新员工入职培训手册》中英文对照 -------BusinessCenter TABLEOFCONTENTS ?WelcomeLetterFromDirectorofRooms?DepartmentalOrganizationChart Page03Page04 ?BCVision&Mission?BCTariff?JobDescription ?BCSupervisor?BCClerk?StandardOperatingProcedures ?Outgoingfax?PhotocopyService?TypingService?LaminationService?BindingService?TranslationService?ExpressService?EquipmentRentalService?Inter-netService?E-mailService?TelephoneService?BusTicketService?FerryTicketService?Confirm&Changeairticket?DutyDescription Page05Page06Page07Page11 Page13Page15Page18Page20Page22Page24Page27Page30Page33Page35Page36Page38Page41Page43Page45 ?PriorityClubReward ?Terminology ?Acknowledgementletterbyemployee Page48Page51 Page57 Dearteammember, Firstly,, committedtodeveloppeoplethroughknowledgeenlarging,. 真诚欢迎您加入深圳威尼斯皇冠假日酒店,成为酒店前厅部的成员。你们积极的工作态度,创造性的思维及细致周到的服务,将是我们取得成功的关键因素。我们激励员工通过不断的学习和培训,来丰富专业知识,改善服务技巧,提高劳动生产力,最终取得整体前厅部的成功。 IwishyouapleasantandfruitfulworkingexperienceatFrontOfficeDepartment. 祝愿您在这个团队里工作愉快,并获得宝贵的工作经历。 Yourstruly,此致 FRONTOFFICEORGANIZATIONCHART BusinessCenterConcept 商务中心的定义 BusinessCenterisanofficeawayfromguest’ secretaryservicewheneverguestneed. 商务中心是客人办公室以外的办公室,在客人没有秘书的情况下也能满足 客人的秘书需求。 BusinessCenterMissionStatement 商务中心使命宣言 TobethebestBusinessCenterinallthehotelsofShenZhenbyseeking ,heightenskill,eich economicandtradeknowledgetoperfectitself,Meet&overstepcustomers’ differentrequirementswithfriendly,, controlcost,propagandizeandsellbroadlyallserviceitemsofBusinessCenter toincreaseprofits. 追求卓越的服务,使商务中心成为深圳所有酒店中最好的商务中心。 增强合作,不断完善自己,提高服务技能和经贸知识,以友好、快捷和准确 的服务满足并超越客人的不同需求。保护设施,控制成本,全面宣传并推销 商务中心的各项服务,以提高利润。