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1、宝钢NET-5M模式培育新员工BaosteelBranchbyenteringthecompanytrainingmodule,jobtraining,jobtrainingandculturalcognitivemodulemodule,trainingmodule,militarytrainingprojectguidetrainingmodulethefivemodulesofthe"NET-5Mnewemployeetrainingmodel"effectivelytrainingalargenumberofnewemployees,makethemfromth
2、erapidgrowthofcollegestudentsoccupationpeople.AsthecoreunitofBaosteel,Baosteelbranchundertakestheimportanttaskoftalentsforthecompany,therefore,therecruitmentofnewemployeesinBaosteelBranchinrecentyearsalargenumberofnewemployees,andthegrowthcyclemoreandmoreshort,thequalitiesoftheincreasing
3、lyhighdemand.Inordertospeedupthegrowthofnewemployees,BaosteelBranchhaslauncheditsown"NET-5M"newstafftraininguniversalmodel"."NET-5M"or"thenewemployeefortwoyears(NewfiveEmployeesTwoYears-5moduleModules)",specificallyreferstothenewemployeesintothecompanyafter2yearsoftraining,systemthroughl
4、ogical,stepbystepintoourtraining,jobtraining,jobtraining,culturalawarenessandguidethetrainingofmilitarytrainingprojectofthe5modulestheresultfromarapidgrowthofcollegestudentsasanoccupationofpeople.ThegrowthlawofnewemployeesThroughsystematicanalysisandresearch,wefindthatwhennewemployeesent
5、ertheenterprise,theyusuallygothroughthefollowingfourstagesofdevelopment:Lookforwardtoto.Whennewemployeesjustenteredtheenterprise,fullofpassion,andhopetohaveastagetodisplaytheirtalents,assoonaspossibletoberecognizedbyenterprises.But,inadditiontothesimpleinformationobtainedduringthejobinte
6、rview,thenewemployeesknowlittleabouttheactualoperationoftheenterprise.Atthemoment,theywanttoknowthebasicsituationofproductionandoperation,thecompany'srulesandregulations,workprocesses,therequirementsofthecompany,theemployeesoftheenterprisecultureandthefuturedevelopmentprospects,inorderto
7、understandandcontroltheirqualitybymakingclearpositioning.Roleambiguityperiod.Thenewemployeeintheorganizationofthecompanyfocusedontrainingandworkafteraperiodoftime,withacertaindegreeofunderstandingoftheenterprise,butbecauseoftheirresponsibilitiesisnotclearunderstanding,the
