2021年1月23日发(作者：laid)
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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.




我们的目标是 为新员工的到来做规
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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< br>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
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
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查
,



3. Send offer confirmation acceptance
email
to
IT,
HR,
Hiring
Manager,
Admin
and start date



给< br>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
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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
&
corporate value



行为准则和企业价值观文件




g. Labour Contract
劳动合同




h.
Attendance
and
Leave
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Management Acknowledgement
《考勤管
理制度》确认书




i.
Disciplinary
Acknowledgement
《公司奖惩管理制度》确认书




j. Personal File Storage
档案存放地




k.
Household

Registration
户口本
户主及本人页复印件




l.
Medical
benefits
Handbook
医疗
福利手册




m.
Employee
Handbook
Acknowledgement
《员工手册》签阅




8.
Schedule
employee
for
New
Employee
Orientation
Session
入职培训

Date
日期：
_____



9.
Check
with
IT
on
the
email
and
extension.
Updated
the
new
employee
’
s
detail in the Global and local



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




10.
If
Foreigner
and
GM
level,
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arrange
for
airport
pick-up
and
hotel
arrangement



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

a. b. c.
d. e.




ADMIN

行政



11. Assign Work Station
分配工位




12. Order furniture

订家具
（如果需
要）




13.
Order
Office
Supplies

keys,
stationaries

订办公用品，例如：钥匙，
文具




14.
Order
business
cards

订名片
（如果需要）




15. Acquire building and floor access
cards or employee ID
获取大厦或楼层的
出入许可证或员工
ID




IT



16.
Establish
Computer/Laptop,
corporate
phone,
network :_________________________



确保邮箱的设置（接入或密码）


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19.
Ensure
email
and
extension
is
updated in the Global and local directory



确保邮箱和电话分机号已在全球和
当地目录上更新




HUMAN RESOURCES
人力资源




20.
Ensure
email
and
extension
is
updated in the Global and local directory



确保邮箱和电话分机号已在全球和
当地目录上更新




HIRING MANAGER

用人经理




21.
Schedule
times
for
the
new
employee to meet with key staff members



安排新员工与主要成员会面时间




22.
Assign
a
buddy
as
an
immediate
resource
for
any
questions
and
to
help
guide the employee
’
s



relationship
building,
knowledge
attainment, and problem solving



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




Buddy
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Name:_____________________________
_____



工作伙伴姓名：




23.
Discuss
the
responsibilities
of
mentor
with
selected
candidate
to
ensure
understanding of the role




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）




24.
Gather
job
specific
resource
information




收集岗位的具体信息（例如岗位职
责，参考资料，手册等）




25. Create a training schedule for the
employee
’
s first week or longer



为新员工制定第一周或之后更长周
期的培训时间表




B.



The
goal
is
to
make
a
good
first
impression by focusing on welcoming the
employee
to
the
corporate
family
not
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solely
on
completing
the
required
forms.
Once an employee starts, he/she can work
together
with
the
hiring
manager
and
a
buddy*
to
complete
the
checklist.
The
hiring
manager
may
add
additional
activities
that
are
relevant
to
the
new
employee
’
s
area.
Internal
transfer
employees
may
omit
items
that
are
not
applicable.



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。





*A
buddy
is
a
peer
to
the
new
employee who can assist in the onboarding
process and be a “go
-
to” person as directed
by the manager.



*
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。





HIRING MANAGER
用人经理


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1. Make sure manager or a designated
staff
member
is
present
to
greet
the
new
employee



确保经理或者指定员工出现，欢迎
新员工




2.
Introduce
new
employee
to
staff
and team members/ co- workers




提供领带（根据管理级别）




12.
Set-up
new
employee
’
s
payroll
account. Advise on setup of Bank account




设置新员工的工资发放账户。建议
设置银行账户（如果没有）




13. Set-up thumb print registration




设置指纹登记




14. Collect from employee:
向员工收
集：




?



?



?



?



?



?

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?



?



?



?
ID
Card
身份证
/
Passport
护照


Last Employment Salary Slip
上家公司薪
资单


4
Pieces
of
Passport
Photos
一寸
照片
4
张


Last
Company
Resignation
Certificate
原单位离职证明

Academic
Certificate
学
历
证
书

Social
Security
Card
Copy
社
会
保
障
卡
复
印
件

Bank
Card
Copy
银
行
卡
复
印
件

Household

Registration
户口本户主及本人页复印
件

Medical benefits Handbook
医疗福利
手册

Employee Handbook
劳动手册



C.
First
Week
on
the
Job
工作第一
周




HIRING MANAGER
用人经理




1.
Review
organization
structure
and
overview
department
functions
and
team
member responsibilities



审查组织架构和部门职能以及成员
职责


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2.



3. Review other departments
’

overall
functions and highlight internal customers
浏览其他部门的总体职能和强调内部客
户

If
employee
will
supervise
others,
ensure he or she meets with direct reports
one-on-one and as a



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




Welcome
lunch
with
manager
and
team



与经理和团队共进欢迎午餐




Review key company information



浏览公司重要信息




Finalise
Key
Result
Areas
for
Probation period



完成试用期关键成果领域评估


4.

5.

6.



BUDDY
业务伙伴




7.
Introduction
to
email,
company
intranet,
shared
folder,
company
policies
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and procedures



介绍邮件，公司内网，共享文档，
公司政策和流程




8. Have lunch with new employee



与新员工共进午餐




HUMAN RESOURCES
人力资源




9.
Ensure
employee
understands
and
sign on Labour Contract



确保员工理解并签署劳动合同




D.




HIRING MANAGER

用人经理




1.
Review
and
clarify
performance
objectives
and
expectations
after
the
first
month



在工作第一个月之后回顾和明确绩
效目标和期望




2.

3.

4.




Overview
of
budget
and
finance
procedures
and
policies
浏览预算和财务
流程及政策

Set-up
brief
meeting
with
Head of Department
< br>与部门领导召开简
要会议（总经理、总监、高级经理、经
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理）

Conduct
confirmation
assessment
2
weeks
before
he
is
due
for
confirmation.

在
转
正
前
两周
进
行
转
正
评
估

Discuss
with new employee on his performance



与新员工讨论他的表现


5.



HUMAN RESOURCES
人力资源




6.
Reminder
to
hiring
manager
to
conduct final confirmation assessment




提醒用人经理进行最后转正评估
（试用期结束前一个月）




E.



HIRING MANAGER
用人经理




1.
Review
performance
objectives
and progress



回顾绩效目标和进展




2.
Discuss
training
completed
and
training planned for the future



讨论已完成的培训和未来计划进行
的培训




F.



HIRING MANAGER



1.
Conduct
annual
performance
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review
and
Key
Result
Areas
Achievements



进行年度绩效总结和评估关键结果
领域的结果




2.
Set
objectives
and
Key
Result
Areas for the coming year with employee



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




On the job training for employees of
SMEs in China and avoid



the risk




Abstract: The in-service training, as a
high return on investment in human capital,
faced
with
the
inevitable
problems
and
risks. In this paper, the employees working
Risk
aversion
training
capacity
as
the
research
object,
through
job
training
for
SMEs and influencing factors of the study,
discusses
the
risks
of
investment
in
small
and medium-job training and benefits, and
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attempts
by
the
costs,
benefits,
risks
and
other
aspects
of
analysis
to
identify
problems,
and
proposes
the
solutions
and
recommendations.



Keywords:
SMEs;-the-job
training;
training in risk; risk aversion




With the knowledge economy era, 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
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