利郎（中国）有限公司新员工培训存在问题及对策(附件)
摘 要新员工培训，又被称为入职培训，是企业将聘用的员工从社会人转变成为企业人的过程，同时也是员工从组织外部融入到组织或团队内部，并成为团队一员的过程。员工通过逐渐熟悉、适应组织环境和文化，明确自身角色定位，规划职业生涯发展，不断发挥自己的才能，从而推动企业的发展。对企业来讲，在此期间新员工感受到的企业价值理念、管理方式将会直接影响新员工以后工作中的态度、绩效和行为。成功的新员工培训可以起到传递企业价值观和核心理念，并塑造员工行为的作用，它在新员工和企业以及企业内部其它员工之间架起了沟通和理解的桥梁，并为新员工迅速适应企业环境并与其它团队成员展开良性互动打下了坚实的基础。本文通过对利郎（中国）有限公司的新员工结构、以往培训习惯、模式入手，对该公司新员工培训存在问题进行分析，针对利郎（中国）有限公司新员工培训体系所存在的问题进行梳理、整合和研究，并进而对其新员工培训体系进行科学、客观地设计，根据该公司新员工构成情况，对新员工培训体系进行构建，从入职培训、常规培训、动态培训三方面入手，将新员工培训纳入考核机制，以期有效推动新员工培训的开展。通过对新员工培训有效性控制和培训效果评估的侧重，将效果评估引入培训体系，同时建立新员工培训长效机制，对新员工个人职业生涯的发展和企业发展具有重要意义。
目录
摘 要 III
Abstract IV
1绪 论 1
1.1研究目的和意义 1
1.1.1研究的目的 1
1.1.2研究的意义 1
（1）理论意义 1
（2）现实意义 2
1.2国内外研究现状 2
1.2.1国内研究现状 2
1.2.2国外研究现状 3
1.3研究方法 4
2新员工培训的相关理论 5
2.1新员工培训的概念及作用 5
2.1.1新员工培训的概念 5
2.1.2新员工培训的作用 5
2.2新员工培训的原则和流程 5
2.2.1新员工培训的原则 5
2.2.2新员工培训的流程 7
3利郎（中国）有限公司新员工培训现状及存在的问题 8
3.1利郎（中国）有限公司简介 *好棒文|www.hbsrm.com +Q: *351916072*
8
3.2利郎（中国）有限公司新员工培训的现状 9
3.3利郎（中国）有限公司新员工培训存在的问题 9
3.3.1没有专门的培训讲师 9
3.3.2培训形式单一 10
3.3.3缺乏针对性 10
4利郎（中国）有限公司新员工培训存在问题的原因分析 11
4.1公司管理层 11
4.2培训团队 11
4.3制度的制定 11
5利郎（中国）有限公司新员工培训存在问题的解决对策 13
5.1建立专门的培训团队 13
5.2创新培训方式 13
5.3有针对性的培训 13
结论 15
参考文献 16
Abstract
Training for new employees, also known as induction training, enterprise employees will be hired from the community into business process, as well as employees from outside the Organization into an organization or team, and became a member of the team. Employees become familiar with, and adapt to the organizational environment and culture, clarify its own role, career development, and continue to play to their talent, so as to promote the development of enterprises. On the enterprise, during which new employees feel the corporate values, management will have a direct impact on the way after the new employee work attitude, performance, and behavior. Successful delivery of new employee training can play a core corporate values and philosophy, and shape the role of employee behavior, which new employees and enterprises as well as other bridges of communication and understanding between the staff, for new employees and rapidly adapt to the business environment and interaction with the other team members have laid a solid foundation.
Paper through on Li Lang (China) limited of new employees structure, and past training habits, and mode starts with, on the company new employees training exists problem for analysis, for Lee lang (China) limited new employees training system by exists of problem for Combs, and integration and research, and then on its new employees training system for science, and objective to design, according to the company new employees constitute situation, on new employees training system for building, from into vocational training, and general training, and dynamic training three aspects starts with, New employee training in the assessment mechanism, with a view to effectively promote the training of new employees. Validity control through the training of new employees and the training effect assessments focus on, the introduction of evaluation system, while establishing longterm mechanism of new employee training, new employees personal career development and enterprise development is of great significance.
目录
摘 要 III
Abstract IV
1绪 论 1
1.1研究目的和意义 1
1.1.1研究的目的 1
1.1.2研究的意义 1
（1）理论意义 1
（2）现实意义 2
1.2国内外研究现状 2
1.2.1国内研究现状 2
1.2.2国外研究现状 3
1.3研究方法 4
2新员工培训的相关理论 5
2.1新员工培训的概念及作用 5
2.1.1新员工培训的概念 5
2.1.2新员工培训的作用 5
2.2新员工培训的原则和流程 5
2.2.1新员工培训的原则 5
2.2.2新员工培训的流程 7
3利郎（中国）有限公司新员工培训现状及存在的问题 8
3.1利郎（中国）有限公司简介 *好棒文|www.hbsrm.com +Q: *351916072*
8
3.2利郎（中国）有限公司新员工培训的现状 9
3.3利郎（中国）有限公司新员工培训存在的问题 9
3.3.1没有专门的培训讲师 9
3.3.2培训形式单一 10
3.3.3缺乏针对性 10
4利郎（中国）有限公司新员工培训存在问题的原因分析 11
4.1公司管理层 11
4.2培训团队 11
4.3制度的制定 11
5利郎（中国）有限公司新员工培训存在问题的解决对策 13
5.1建立专门的培训团队 13
5.2创新培训方式 13
5.3有针对性的培训 13
结论 15
参考文献 16
Abstract
Training for new employees, also known as induction training, enterprise employees will be hired from the community into business process, as well as employees from outside the Organization into an organization or team, and became a member of the team. Employees become familiar with, and adapt to the organizational environment and culture, clarify its own role, career development, and continue to play to their talent, so as to promote the development of enterprises. On the enterprise, during which new employees feel the corporate values, management will have a direct impact on the way after the new employee work attitude, performance, and behavior. Successful delivery of new employee training can play a core corporate values and philosophy, and shape the role of employee behavior, which new employees and enterprises as well as other bridges of communication and understanding between the staff, for new employees and rapidly adapt to the business environment and interaction with the other team members have laid a solid foundation.
Paper through on Li Lang (China) limited of new employees structure, and past training habits, and mode starts with, on the company new employees training exists problem for analysis, for Lee lang (China) limited new employees training system by exists of problem for Combs, and integration and research, and then on its new employees training system for science, and objective to design, according to the company new employees constitute situation, on new employees training system for building, from into vocational training, and general training, and dynamic training three aspects starts with, New employee training in the assessment mechanism, with a view to effectively promote the training of new employees. Validity control through the training of new employees and the training effect assessments focus on, the introduction of evaluation system, while establishing longterm mechanism of new employee training, new employees personal career development and enterprise development is of great significance.
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