Corporate Training Plan

In view of the weak adaptability, innovation and execution ability of employees, combined with the company's "Five-Year Development Plan Outline" and the overall development strategy, vigorously promote the quality improvement project of employees, highlight the training of high-skilled and high-tech talents and professional technical force reserve training, Provide suitable human resources for the company to establish an excellent enterprise with sustainable competitiveness, comprehensively improve the comprehensive quality and business ability of the company's employees, and promote the healthy and rapid development of the company.

   1. Overall Goal

  1). Strengthen the training of the company's executives, improve the operators' business philosophy, broaden their thinking, and enhance their decision-making capabilities, strategic development capabilities and modern management capabilities.

  2). Strengthen the training of middle management personnel of the company, improve the comprehensive quality of managers, improve the knowledge structure, and enhance the comprehensive management ability, innovation ability and execution ability.

  3). Strengthen the training of professional and technical personnel of the company, improve the technical theoretical level and professional skills, and enhance the ability of scientific and technological research and development, technological innovation and technological transformation.

  4). Strengthen the technical level training of the company's operators, continuously improve the operator's business level and operational skills, and enhance the ability to strictly perform job duties.

  5). Strengthen the academic training of the company's employees, improve the scientific and cultural level of personnel at all levels, and enhance the overall cultural quality of the workforce.

  6). Strengthen the training of professional qualifications for management personnel and industry personnel at all levels, speed up the pace of work with certificates, and further standardize management.

  2. Principles and Requirements

  1). Adhere to the principle of teaching on demand and seeking practical results. According to the needs of the company's reform and development and the diverse training needs of employees, we will carry out training with rich content and flexible forms at different levels and categories, so as to enhance the pertinence and effectiveness of education and training and ensure the quality of training.

        2). Adhere to the principle of independent training and external training as a supplement. Integrate training resources, establish and improve the training network with the company's training center as the main training base, and neighboring colleges as the outsourced training bases, based on independent training to do basic training and regular training, and do a good job of related professional training through outsourced bases.

        3). Adhere to the joint schooling method of "company + academy" and the principle of amateur study. According to the mainstream needs of the company, it will jointly run schools with relevant colleges and universities, open professional undergraduate courses for related majors, organize employees to take advantage of weekends and holidays to focus on teaching, and combine self-study to complete their studies and obtain academic qualifications.

        4). Adhere to the three implementation principles of training personnel, training content and training time. In 2013, the cumulative time for senior executives to participate in operation and management training was not less than 30 days; the cumulative time for middle-level cadres and professional technicians was not less than 20 days; the cumulative time for general staff operation skills training was not less than 10 days.

       3. Training content and methods

   (1) Company leaders and executives

  1. Study the major policies of the central government, the state and the government, analyze the political and economic situation at home and abroad, and study and interpret relevant national policies and regulations. Through the unified organization of training by higher authorities.

  2. Develop strategic thinking, improve business philosophy, improve scientific decision-making ability and management ability. By participating in high-end forums, summits and annual meetings of entrepreneurs; visiting and learning from successful enterprises at home and abroad; attending high-end lectures by senior trainers of well-known enterprises at home and abroad.

  3. Academic degree training and professional qualification training. Participate in further education or MBA and EMBA studies at Peking University, Tsinghua University, and the Party School of the Central and Provincial Committees; participate in professional qualification training such as senior management division.

  （2) Middle management cadres
  1. Management practice training. Production organization and management, cost management and performance appraisal, human resource management, motivation and communication, leadership art, etc. Invite experts and professors to come to the company to give centralized lectures; organize relevant personnel to participate in special lectures; receive Times Guanghua courses in the company's training center.

  2. Academic education and professional knowledge training. Actively encourage qualified middle-level cadres to participate in university (undergraduate) correspondence, self-examination or MBA and other master's degree studies; organize management, business management, and accounting professional management cadres to participate in the practice qualification examination and obtain practice qualification certificates.

  3. Strengthen the training of technical engineers. This year, the company will vigorously organize rotation training for on-the-job and reserve technical engineers, and strive to achieve more than 50% of the training, focusing on improving their political literacy, management ability, interpersonal communication ability and business ability. At the same time, the "Global Vocational Education Online" distance vocational education network was opened to provide employees with a green channel for learning. All units of the company are required to select employees who meet the qualifications for engineers and have professional development ability, organize intensive training, and participate in the social construction engineer examination, and strive to achieve a net annual increase of more than 10 employees.

  4, broaden horizons, expand ideas, grasp information, and gain experience. Organize middle-level cadres to visit upstream and downstream enterprises and affiliated enterprises in batches to learn about production and operation conditions and learn from successful experiences.

 (3) Professional and technical personnel
  1. The deputy chief engineers and engineers of various majors will regularly give special technical lectures, and build the company's own distance education training base to conduct special trainings such as new processes, new materials and quality management knowledge, cultivate innovation ability, and improve R&D level.

  2. Organize professional and technical personnel to study in advanced enterprises in the same industry, learn advanced experience, and broaden their horizons. During the year, it is planned to arrange two groups of personnel to visit and study in Dalian Chemical Research Institute, Shenyang University of Petroleum and Chemical Technology and other units.

  3. Strengthen the strict management of outbound training personnel. After training, write written materials and report to the training center. If necessary, learn and promote some new knowledge in the company.

  4. For professionals in accounting, economics, statistics, etc. who need to pass examinations to obtain professional and technical positions, the pass rate of professional title examinations can be improved through planned training and pre-examination counseling. For professionals who have obtained professional and technical positions through evaluation, such as engineering, hire relevant experts to give special lectures, and improve the technical level of professional and technical personnel through multiple channels.

 (4) Basic training for employees
  1. New Factory Induction Training

   In 2014, we will continue to strengthen the company's corporate culture training, laws and regulations, labor discipline, safety production, team spirit, and quality awareness training for new recruits. Each training year shall not be less than 8 hours; through the implementation of masters and apprentices, professional skills training for new employees, the contract signing rate of new employees in each workshop and department must reach 100%. During the probationary period, the results will be assessed in combination with the performance assessment, those who fail the assessment will be dismissed, and those who are outstanding in the assessment will be given certain commendation rewards.

  2, Transfer Staff Training

  In 2015, we will continue to conduct training on corporate culture, laws and regulations, labor discipline, safety production, team spirit, career selection concept, company development strategy, company image, project progress, etc. for the personnel of the human center, each of which shall not be less than 8 hours. At the same time, with the expansion of the company and the increase of internal employment channels, professional and technical training should be carried out in a timely manner, and the training time should not be less than 20 days.

  3. Staff Technical Level Training

   In 2019, the company plans to train 2 new senior engineers and 3 deputy senior engineers. The proportion of intermediate workers and above in the technical staff has reached more than 70%; on the one hand, in 2019, it will continue to be popularized and the proportion will be expanded. The focus of the work is to train senior technicians. It is planned to train 2 senior technicians and 10 intermediate technicians. Form a relatively complete system of skilled personnel. All workshops and departments should focus on basic work, focus on training intermediate and senior workers, and strive for more than 40% of the total skilled workers to have intermediate workers and above, so as to improve the quality of technical management personnel as a whole.

  4. Accelerate the cultivation of high-skilled talents and the pace of vocational skill appraisal.

  This year, the company will select some main industries for rotation training, and organize employees who meet the qualifications of technicians and senior technicians to conduct intensive training and assessment in relevant technical schools in the city, and strive to add more than 30 technicians and senior technicians. Its structure and total volume tend to be reasonable, and gradually meet the requirements of enterprise development. Vocational skills appraisal shall enable skilled workers under the age of 35 to complete the initial appraisal and evidence collection on the basis of vocational skills training.

  5. Strengthen the training of compound and high-level talents.

   All departments and grassroots units should actively create conditions to encourage employees to self-study and participate in various organizational trainings, so as to achieve the unification of personal development and corporate training needs. Expand and improve the professional ability of managers to different management occupations; expand and improve the professional ability of professional and technical personnel to related majors and management fields; enable construction operators to master more than two skills, becoming a compound type with one specialty and multiple abilities talents and high-level talents.

  6. Do a good job in the training of construction personnel.

   Do a good job in the safety technology certification and recertification training of special operators, and strictly implement the regulations for holding a certificate.

In the Safety Office, in accordance with the requirements of the "Trinity" management system standard, the training of operators in key processes and special processes of construction and production, as well as the drills and training of emergency plans for construction environmental protection and occupational health and safety must be done solidly and effectively to ensure that human resources meet the Construction production requirements.

   It is necessary to bring the training supervision of each workshop and department into the management vision, implement guidance and effective intervention, eliminate hidden dangers, and effectively maintain the corporate reputation.

   Carry out vocational skills competitions to promote the growth of young talents. The company will select 3-5 major occupations for skill competition this year, and select and cultivate young outstanding high-skilled talents through professional competition.

   (5) Carry out academic education

  1. The company's training center should jointly run schools with some colleges and universities, and offer junior college classes for chemical majors, mechanical automation and other technical majors. Through the National Adult College Entrance Examination, the company employees who meet the admission conditions will be given planned intensive training to obtain academic qualifications.

  2. Jointly run schools with some colleges and universities, and hold correspondence undergraduate courses such as chemical engineering and mechanical automation; recommend outstanding middle-level and above managers to study for a master's degree in some colleges and universities. Improve the educational background, business level and decision-making ability of the company's executives to better serve the company.

  3, mobilize the enthusiasm of employees for self-study. Provide good services for employees' self-study examinations, help employees to register, and provide correspondence information; formulate or adjust the reward standards for current employees' academic training; regard the academic level as a condition for employment and promotion of administrative and technical positions, and increase the motivation of employees to learn.

  4. Measures and Requirements

(1) Leaders should attach great importance to it, all workshops and departments should actively participate in and cooperate, formulate practical and effective training implementation plans, implement a combination of instruction and instruction, and adhere to the development of the overall quality of employees, and establish long-term and overall concepts. , and actively build a "big training pattern" to ensure that the training plan opening rate is over 90%, and the full training rate is over 35%.

   (2) Principles and forms of training. Organize training in accordance with the principle of "who manages people, who trains". The company focuses on management leaders, workshop directors, chief engineers, high-skilled talents and "four new" promotion training; all departments and grass-roots units should closely cooperate with the training center to do a good job in the rotation training of new employees and on-the-job employees and the training of compound talents. In the form of training, it is necessary to combine the actual situation of the enterprise, adapt measures to local conditions, teach students according to their aptitude, combine external training with internal training, combine base training with on-site training, and adopt flexible and diverse forms such as skill drills, technical competitions, and appraisal tests; Teaching, role-playing, case studies, seminars, on-site observation and other methods are combined with each other. Choose the best method and format to organize the training.

   (3) Strengthen the construction and development of training infrastructure. The first is to strengthen joint school-running efforts with colleges and universities, set up training and practice bases in nearby colleges and universities, and give full play to their training resources and professional expertise, actively integrate and rationally develop them, so that they can play a key role in the company's human resources training and development. The second is to build its own training base and vocational school functions according to its own professional expertise. Select majors or topics, and organize the compilation of training materials or handouts that suit the characteristics of the enterprise; the third is to strengthen the construction of full-time and part-time trainers in the enterprise, and implement paid services for resources.

   (4) Ensure the implementation of training funding. We must follow the current regulations of the state, that is, 1.5% of the total salary will be fully withdrawn for vocational education funds, which should be mastered and used by the training department and supervised by the financial department.

   (5) Ensure that the training effect is real and effective. One is to increase inspection and guidance and improve the system. The company should establish and improve its own staff training institutions and venues (such as staff universities, vocational and technical schools), and conduct irregular inspections and guidance on training at all levels and types of training centers; the second is to establish a commendation and notification system. Commend and reward units and training institutions that have achieved outstanding results in training and are solid and effective; criticize units that have not implemented training plans in place and have lagged behind in employee training; And the results are linked to the salary and bonus during the training. Realize the improvement of employees' self-training awareness.

   (6) Strengthen the service awareness of on-site training for grassroots units, give full play to the subjective initiative of the business department, actively and actively go deep into the field to solve practical problems in the training, and solidly implement the annual training plan.

   (7) The company's class training and employee delivery training must be organized and implemented in strict accordance with the procedures and requirements of the "Human Resources Management Measures". Each sponsoring department (unit) should do a good job in planning and teaching design before the class starts, and each unit should do a good job in the selection of students to ensure the effectiveness of the training quality. Training is an effective way to help employees improve their survivability and job competitiveness. It is the incumbent responsibility of the Human Resources Department to strive to improve employees' learning initiative and build a high-quality team. We must consciously stand in the company's strategy of building an excellent enterprise with sustainable competitiveness and attach great importance to the learning and growth of employees; at the same time, if an enterprise wants to be invincible in the fierce market competition, it must implement the establishment of a learning enterprise , starting from accelerating the development of vocational education and training, to improve the overall political and technical quality of the workforce, to build the core competitiveness of human resources, and to improve the ability of employees to participate in corporate market competition.

Today, with the great reform and development of the enterprise, facing the opportunities and challenges given by the new era, only by maintaining the vitality and vitality of the education and training of employees can we create a team with strong ability, sophisticated technology and high quality for the enterprise to adapt to the development of the market economy. The team of employees, so that they can better play their talents and make greater contributions to the development of the enterprise and the progress of the society.

  Human resources are the first element of enterprise development, but our enterprise always feels that it is difficult to keep up with the talent echelon, and it is difficult to select, nurture, use and retain excellent employees? Therefore, how to build the core competitiveness of an enterprise, talent cultivation is the key, and talent cultivation comes from the continuous learning and training of employees, constantly improving their professional quality and knowledge and skills, and creating a high-performance team, so as to make The enterprise goes from excellent to excellent, and its foundation is evergreen!

  Enterprise Staff Training Program (2)

   In order to implement the spirit of the Chairman and Secretary of the Party Committee Yu Zhaojun's speech on strengthening employee training, comprehensively improve the overall quality and business ability of the group's employees, and the group's healthy and rapid development, the 2019 employee training plan was formulated based on the actual situation of the group company.

   1. Overall goal

  1). Strengthen the training of the company's executives, improve the operators' business philosophy, broaden their thinking, and enhance their decision-making capabilities, strategic development capabilities and modern management capabilities.

  2). Strengthen the training of middle management personnel of the company, improve the comprehensive quality of managers, improve the knowledge structure, and enhance the comprehensive management ability, innovation ability and execution ability.

  3). Strengthen the training of professional and technical personnel of the company, improve the technical theoretical level and professional skills, and enhance the ability of scientific and technological research and development, technological innovation and technological transformation.

  4). Strengthen the technical level training of the company's operators, continuously improve the operator's business level and operational skills, and enhance the ability to strictly perform job duties.

  5). Strengthen the academic training of the company's employees, improve the scientific and cultural level of personnel at all levels, and enhance the overall cultural quality of the workforce.

  6). Strengthen the training of professional qualifications for management personnel and industry personnel at all levels, speed up the pace of work with certificates, and further standardize management.

   2. Principles and Requirements

  1). Adhere to the principle of teaching on demand and seeking practical results. According to the needs of the group's reform and development and the diverse training needs of employees, we will carry out trainings with rich content and flexible forms at different levels and categories, so as to enhance the pertinence and effectiveness of education and training and ensure the quality of training.

  2). Adhere to the principle of self-training as the main and external training as a supplement. Integrate training resources, establish and improve a training network with the Group's training center as the main training base, and nearby colleges as the outsourced training bases, based on independent training to do basic training and regular training, and do a good job of related professional training through outsourced bases.

  3). Adhere to the principle of joint school-running with factories and schools, and the principle of spare-time learning. According to the mainstream needs of the company, it will jointly run schools with relevant colleges and universities, open advanced college courses for related majors, organize employees to take advantage of weekends and holidays to give centralized teaching, and complete their studies with self-study to obtain academic qualifications.

  4). Adhere to the three implementation principles of training personnel, training content and training time. In 2020, the cumulative time for senior management to participate in operation and management training is not less than 30 days; the cumulative time for middle-level cadres and professional technical personnel is not less than 20 days for business training; the cumulative time for general staff operation skills training is not less than 10 days.

  3. Training content and methods

   (1) Company leaders and corporate executives

  1. Study the major policies of the central government, the state and the government, analyze the political and economic situation at home and abroad, and study and interpret relevant national policies and regulations. Through the unified organization of training by higher authorities.

  2. Develop strategic thinking, improve business philosophy, improve scientific decision-making ability and management ability. By participating in high-end forums, summits and annual meetings of entrepreneurs; visiting and learning from successful enterprises at home and abroad; attending high-end lectures by senior trainers of well-known enterprises at home and abroad.

  3. Academic degree training and professional qualification training. Participate in academic training or mba and emba studies at Peking University, Tsinghua University, Nankai University, Tianda University, and the Party School of the Central and Provincial Committees; participate in professional qualification training such as senior managers.

   (2) Middle management cadres

  1. Management practice training. Production organization and management, cost management and performance appraisal, human resource management, motivation and communication, leadership art, etc. Invite experts and professors to come to the company to give centralized lectures; organize relevant personnel to participate in special lectures; receive Times Guanghua courses in the group training center.

  2. Academic education and professional knowledge training. Actively encourage qualified middle-level cadres to participate in university (college) correspondence, self-examination, or take MBA and other master's degree studies; organize management, business management, and accounting professional management cadres to participate in the practice qualification examination and obtain practice qualification certificates.

  3. Broaden your horizons, expand your ideas, master information, and gain experience. Organize middle-level cadres to visit upstream and downstream enterprises and affiliated enterprises in batches to learn about production and operation conditions and learn from successful experiences.

   (3) Professional and technical personnel

  1. The deputy chief engineer and chief engineer of each major will regularly give special technical lectures, and make full use of the group's distance education training base to carry out special trainings such as new processes, new materials and quality management knowledge, so as to cultivate innovation ability and improve R&D level. The training arrangements for the year are as follows, with a total of 310 people:

  2. Organize professional and technical personnel to study in advanced enterprises in the same industry, learn advanced experience, and broaden their horizons. During the year, it is planned to arrange two groups of personnel to visit and study in Dalian Chemical Research Institute, Guizhou Tire, Shenyang University of Chemical Technology and other units.

  3. Strengthen the strict management of outbound training personnel. After training, write written materials and report to the training section. If necessary, learn and promote some new knowledge in the company.

  4. For professionals in accounting, economics, statistics, etc. who need to pass examinations to obtain professional and technical positions, the pass rate of professional title examinations can be improved through planned training and pre-examination counseling. For professionals who have obtained professional and technical positions through evaluation, such as engineering, hire relevant experts to give special lectures, and improve the technical level of professional and technical personnel through multiple channels.

  (4) Basic training for employees
  1. New factory induction training

   In 2019, we will continue to further strengthen the company's corporate culture training, laws and regulations, labor discipline, safety production, teamwork, and quality awareness training for newly recruited employees. Each training year shall not be less than 8 credit hours;

Through the implementation of masters and apprentices, professional skills training for new employees, the signing rate of new employees' apprenticeship contracts in each workshop must reach 100%, and assessments are conducted once every six months. certain reward.

  2. Reemployment training for transfer workers

In 2019, the staff of the reemployment center will continue to be trained in corporate culture, laws and regulations, labor discipline, safety production, team spirit, career selection concepts, company development strategies, company image, project progress, etc., each of which shall not be less than 8 hours. .

   At the same time, with the expansion of the company and the increase of internal employment channels, professional and technical training shall be carried out in a timely manner, and the training time shall not be less than 3 months.

  3. Staff technical level training

   All workshops should focus on basic work, focus on training intermediate and senior workers, and strive for more than 30% of all skilled workers to have intermediate workers and above, so as to improve the quality of skilled workers as a whole. On this basis, select mature and strong individual types of work, focusing on training 5 technicians and 50 senior workers.

  (5) Carry out academic education
  1. The training center of the Group and Shenyang University of Chemical Technology jointly run schools to offer junior college classes for chemical technology and mechatronics technology. Through the National Adult College Entrance Examination, the company employees who meet the admission conditions will be given planned intensive training to obtain academic qualifications.

  2. Jointly run schools with Shenyang University of Science and Technology, and hold correspondence undergraduate courses in chemical engineering; recommend outstanding middle-level and above managers to study for master's degrees in Shenyang University of Chemical Technology and Shenyang University of Science and Technology. Improve the educational background, business level and decision-making ability of the company's executives to better serve the company.

  3, mobilize the enthusiasm of employees for self-study. Provide good services for employees' self-study examinations, help employees to sign up, and provide correspondence information; adjust the reward standards for existing employees' academic education; regard the educational level as a condition for employment and administrative and technical job promotion, and increase the motivation of employees to study.  
      4. Organizational Leadership   
  1. The group and its subsidiaries should put the training of cadres on the agenda and implement the responsibility system. The general manager of the company is fully responsible for the training work, and the leaders in charge (in charge of cadres and personnel work) should do a good job in implementing them.

Recruitment strategy is the specific embodiment of the recruitment plan and the specific strategy adopted to realize the recruitment plan. It includes the number of recruits, the requirements for personnel, the means of attracting talents, the recruitment channels, the selection mode and the recruitment time. A successful recruitment strategy will help companies quickly find suitable talents and promote the sustainable development of the company.