新员工培训英文

精选公文范文 精选公文范文 1 新员工培训英文 篇一 新员工入职清单 新员工入职清单 The goal is to plan and prepare for the employee s arrival so that the employee does not arrive to chaos but to an organized prepared work place This checklist is designed to assist with the department s orientation process Onboarding is a long term process that begins before an employee s start date and continues for at least six months This Checklist is organized by responsible department to initiate each task at different timeline It also helps hiring managers prepare for the arrival of new employees Once an employee starts he she can work together with the hiring manager and an on boarding 精选公文范文 精选公文范文 2 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 入职流程 A HUMAN RESOURCES 人力资 源 1 Print out New Employee Onboarding Checklist review and customize 打印新员工入职清单 审核并定 制 2 Complete two reference checks and collect documents as per Pre Employment Checklist from new employee before making an 精选公文范文 精选公文范文 3 official offer 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 Send offer confirmation acceptance email to IT HR Hiring Manager Admin and start date 给 IT HR 用人经理 行政 发送入职通知邮件 注明入职日期 4 Call the new employee to welcome him or her a few days before the start date Remind him her to bring completed paperwork and identification on the first day If a foreigner send the work permit application check list with all the necessary forms and procedures to complete 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 精选公文范文 精选公文范文 4 业许可证申请所需要的所有必要表格和 手续清单 5 Notify employee to do Medical Check Up 通知员工体检 6 Provide new employee with a contact in the event of a question or issue 提供给新员工联系方式以便有需 要时联系 7 Prepare on boarding materials 准备入职资料 Organization structure 组织架构 Job description 工作说明书 与 录用通知书一起发送 New Hire Form 新雇员工报到表 Individual Form 个人资料表 Letter of Commitment Code of Ethics 职业道德承诺书 与录用通知书 一起发送 f Memo on code of conduct the job training training in risk risk aversion With the knowledge economy era 精选公文范文 精选公文范文 17 the face of fierce competition and rapid development of science and technology creating high quality employees has become the inevitable choice to adapt to the times Gary the founder of human capital theory Becker balanced with the traditional microscopic method for analyzing equilibrium model of human capital investment he thought to increase the stock of human capital more proactive approach is to the job training Property rights theory based on human capital human capital characteristics of their owners can not be separated resulting in job training process the company invested in physical capital investment costs can not be as straightforward as the back or free assignment It is precisely because such features can not be separated the current number of SMEs in China is often a dilemma job training leading to the importance of human capital investment 精选公文范文 精选公文范文 18 and a serious lack of investment SMEs in China caused by the low level of staff in service training for many reasons including their own problems including the training methodology in order to find solutions to the enterprise employees must conduct in depth analysis of job training Therefore this article attempts to above the job training of human capital characteristics and risk aversion and other issues specific analysis to explore leading job training of SME employees at risk reasons and thus targeted measures to mobilize investment in human capital initiative This is the sustainable development of SMEs in China is very important First job training and the status of SMEs in China Job training is simply the practice of employees in the work practice of the activities of education investment in 精选公文范文 精选公文范文 19 human capital is a way In service training aimed at increasing knowledge and skills of workers to improve their productivity and income and in the process both enterprises and workers to pay the costs including financial material and energy time etc both enterprises and employees can derive long term benefits so this is an investment activity an investment in people namely human capital investment Most companies from the point of view the purpose of job training job training can be divided into general and specific job training General training mainly for the training of general human capital General human capital not only for the current enterprise value and the other companies on the market have the same value such as writing skills computer skills reading skills communicationskills etc for any job any job or are not Lack of human capital from one 精选公文范文 精选公文范文 20 industry to another business does not depreciate Special training is the training of the dedicated human capital Specific human capital refers only to the current enterprise value of human capital once the employee leaves the current company then no value of human capital such as the specific procedures specific job skills it can only be in one enterprise create value once they left the business to powerless Compared to Western countries China s enterprises in service training of the late start of the study theoretical system is also not perfect so the existence of enterprise job training is often a variety of problems the situation is not optimistic Especially China SMEs due to existence of their own problems and external constraints the lack of a comprehensive training system its training effectiveness is not satisfactory it increases the risk of investment into 精选公文范文 精选公文范文 21 human capital and the importance of the dilemma Job training of SMEs in China there are many problems For example the lack of systematic training management system including training needs analysis institution building and systems evaluation feedback It is precisely because of the lack of a sound system causing increased risk of training training effectiveness reduced resulting in corporate leadership On the training of pale and thus greatly reduce the in service training business concerns do not want to increase investment in job training Second the existence of the risk of job training for SMEs In service training as a human capital investment companies natural and human capital are inextricably linked so a series of characteristics of human capital will inevitably bring about the in service 精选公文范文 精选公文范文 22 training to various risks These characteristics are in service training to bring a variety of risks mainly in the following areas 1 leaving the risk Job training whether general or specific job training are facing a great risk that staff turnover As the indivisibility of human capital people once the employee leaves the company its in service training of human capital investment to vanish resulting in huge losses of enterprises Attrition risks include not only the resignation of younger workers but also service workers because of age physical health emotional and other factors personal retirement or resignation In life career staff there is always the experience of several job hopping which is often the case with its own staff and businesses closely related to the work environment therefore enterprises in job training not 精选公文范文 精选公文范文 23 only to pay attention to the selection of trainees but also attention to employee career planning 2 the devaluation risk Like human capital and physical capital subject to the risk of devaluation The main job Training of staff is to eich the content knowledge enhance staff skills knowledge and skills such as depreciation occurs this devaluation devaluation can be divided into tangible and intangible depreciation Which mainly refers to the physical depreciation of the unfamiliar forgotten etc causing reduction of the knowledge and skills thus affecting the current human capital investment return and future human capital investment Intangible depreciation is due to the rapid development of science and technology knowledge and skills to make the original become relatively backward Rapid technological development market 精选公文范文 精选公文范文 24 dynamics shorter product life cycles have accelerated dramatically in service training of enterprise intangible human capital depreciation Replacement of electronic products increased rapidly people s minds are quick to change In this context if the job Training content can not be closely integrated with the actual needs and to date will face the risk of devaluation invisible 3 the moral hazard In the special training course is to rely on the results of its training investment in the enterprise and the efforts of staff to the double condition Completed so prone to bilateral moral issue that is lazy and corporate employees to hide this bilateral ethics When the staff effort is hidden action and special training in the output results are private information of enterprises employees may take lazy strategy 精选公文范文 精选公文范文 25 because employees can not share the results of training On the other hand companies may deliberately underestimate the output of human capital investment or delay the results of training in production thereby reducing human capital investment leading to bilateral moral hazard problem Even among the general training but also of moral hazard the risk of unemployment and competition usually comes from the possibility In the apprenticeship training or learning by doing training in the old company employee in order to avoid competitive pressure and the pressure of unemployment will reduce the training of new employees in order to reduce competition Third the formation of small and medium the job training risk factor analysis The risk of the enterprise is in service training by many factors this 精选公文范文 精选公文范文 26 article mainly from the perspective of human capital characteristics analysis The so called human capital characteristics including the inseparability with people mobility of human capital and human capital investment and other indirect compensation 1 the inseparability of human capital First human capital natural personal property which its owner has not separation Thus in corporate training although the investment business as a main job training but through the formation of human capital training investment property and will be trained staff rather than enterprises The investors and owners of the main property of human capital makes the separation of complicated relations We say that the formation of corporate training and 精选公文范文 精选公文范文 27 human capital and business training is not only incremental but also to the existing stock of human capital related Second the subject of enterprise investment in training ambiguity Job training investment enterprises in the same time training the employees have to pay the physical and mental energy time or money or give up some of the income or the opportunity to form a double main job training investment business investment is often manifested in the main dominant and the staff is hidden investors 2 the impact of human capital mobility Human capital is the will has its own flow of capital This is because the carrier of human capital is the employees and employees have their own consciousness and acts Because employees who have the economic attributes that each engaged in economic 精选公文范文 精选公文范文 28 activities and individuals in economic decision making for the purpose of utility maximization Once reach this goal there will be interest maximization behavior to provide consistent value added to the work of other enterprises so that human capital investment can not be recovered Such as remuneration age work environment or marriage relations 3 the human capital impact of indirect return on investment A direct result of investment in staff training is to increase the stock of human capital it must be with the combination of physical capital stock can be converted into real productivity enterprises to produce the expected benefits Therefore investment in employee training not directly in the production process nor the direct production of material wealth investment income can not be directly reflected in the 精选公文范文 精选公文范文 29 material production process thus the training of trainees each year after the expected return value is no way to get a direct guarantee Although research on the human capital theory has been entered into the stage of construction and quantitative analysis but has not yet made a breakthrough it is difficult to find convincing accurate calculation of investment income method Indirect investment income diversity and the coexistence of investment so that the human capital to establish clear property right structure to become difficult there is likely to exacerbate the contradictions in the income distribution thereby increasing investment risk 篇三 商务中心新员工入职培 训手册 中英文对照 Business Center TABLE OF CONTENTS Welcome Letter From Director of 精选公文范文 精选公文范文 30 Rooms Departmental Organization Chart Page 03 Page 04 BC Vision Mission BC Tariff Job Description BC Supervisor BC Clerk Standard Operating Procedures Outgoing fax Photocopy Service Typing Service Lamination Service Binding Service Translation Service Express Service Equipment Rental Service Inter net Service E mail Service Telephone Service Bus Ticket Service Ferry Ticket Service Confirm Change air ticket Duty Description Page05 Page06Page 07 Page 11 Page 13 Page 15 Page 18 Page 20 Page 22 Page 24 Page 27 Page 30 Page 33 Page 35 Page 36 Page 38 Page 41 Page 43 Page 45 Priority Club Reward Terminology Acknowledgement letter by 精选公文范文 精选公文范文 31 employe