on-job training and back checking
培训计划的英文翻译
培训计划的英文翻译1. Overview:The purpose of this training plan is to provide a comprehensive program for the development and improvement of the skills and knowledge of our employees. This plan will outline the training activities, schedules, and objectives to ensure that our employees are equipped with the necessary competencies to perform their job effectively and efficiently.2. Training Needs Analysis:Before embarking on any training program, it is essential to conduct a training needs analysis to identify the specific areas of improvement and development for our employees. This will involve assessing the current skills, knowledge, and competencies of our employees and identifying any gaps that need to be addressed through training.3. Training Objectives:The main objectives of this training plan are to:- Improve the technical skills and knowledge of our employees.- Enhance the communication and interpersonal skills of our employees.- Develop leadership and management competencies among our employees.- Ensure compliance with relevant industry standards and best practices.4. Training Activities:The training plan will include a variety of training activities to address the specific needs of our employees. These activities may include:- Classroom-based training: This will involve traditional instructor-led training sessions to deliver theoretical knowledge and practical skills.- On-the-job training: Employees will have the opportunity to learn and develop their skills while performing their regular job duties under the guidance of experienced colleagues.- Workshops and seminars: These will be conducted to provide employees with the opportunity to learn from experts in their field and gain insights into industry best practices. - E-learning: Online training modules and resources will be made available to employees to facilitate self-paced learning and development.5. Training Schedule:The training plan will outline a schedule for the various training activities, taking into consideration the availability and workload of our employees. This will ensure that trainingactivities are effectively integrated into the work routine of our employees without disrupting their daily responsibilities.6. Training Resources:In order to execute the training plan effectively, appropriate resources will be allocated to support the training activities. This may include training facilities, training materials, and access to external training providers or experts in specific fields.7. Monitoring and Evaluation:Monitoring and evaluation of the training plan will be carried out to assess the effectiveness of the training activities and to measure the impact on the performance of our employees. This will involve gathering feedback from employees, supervisors, and stakeholders to identify any areas for improvement and to make adjustments to the training plan as necessary.8. Conclusion:The successful implementation of this training plan will contribute to the continuous improvement of the skills and knowledge of our employees, leading to enhanced productivity and performance. It will also demonstrate our commitment to investing in the development and growth of our employees, which is essential for the long-term success of our organization.。
01单元汤彩萍数控英语——数控专业英语
UNIT 1-1一、TECHNICAL WORDSmachine n.＆v．机器，机械：机加工position n.＆v．位置，岗位；定位compressor n．压缩机programmer n．编程员、operator、n．操作员precision n．精常，精度autoloader n．白动装卸装置automobile n．汽车module n．模块，组件spindle n．主轴solid n．固体，实休property n．属性，特性blueprint n．蓝图workpiece a．工件，加工件bore v. 镗孔，钻孔mill v.＆n．铣；铣床；铣刀specification n．规格，要求之事feed n．＆v. 进给，切入job n．工作任务，作业，零件活modify v. 修改instruction n．指令；指导simulation n．模拟，仿真function n．＆v. 作用，功能；起作用，运行productivity n．生产率connectivity n．连通性，兼容性technology n．技术stock n．毛坯，余量；库存readout n．读数，显示值vibration n．振动compensate v. 补偿lubricate v. 润滑cool v. 冷却file v.＆n．锉削；存档；文件，档案entrant n．刚参加工作者，新手inclined a．倾向……的dowel n．销子二、PHRASESbeknown as 称为be referredto as 称为small batches or one．of-a．kind items 单件小批量account for(problems) 解决(问题)Driorto 在前，居先carry out(perform) 进行，完成three-dimensional 三维的cut away (remove) 切除machine tool 机床computerized numerical control (cNC) 计算机数控electrical discharge machine (EDM) 电火花加工机turning machine (1athe) 车床milling machine (mill) 铣床computer aided／automated design (CAD) 计算机辅助设计computer aided／automated manufacturing (CAM) 计算机辅助制造trial run 试运行floppydisk 软磁盘cutting tool 刀具cutting speed 切削速度finished part 成品件community college 社区学院technical college 技术学院，专科学校on-the-job training 在职培训三、Part A Tex tWhat computer—-control programmers and operators doComputer—control programmers and operators use computerized numerical control(CNC)machines to cut and shape precision products，such as autolnobile parts，machine parts．and compressors．CNC machines include machining tools such as lathes，multiaxis spindles．milling machines，and electrical discharge machines(EDM)，hut the functions formerly performed by human operators are performed by a computer-ontrol module．CNC Inachines cut away material from a solid block of etal，plastic，or glass—known as a workpiece—to from a finished part Computer。
人事制度的英语
人事制度的英语Personnel systemA personnel system, also known as human resource management system or HR system, refers to the strategies, policies, and procedures implemented by an organization to manage its employees. It encompasses various aspects such as recruitment, training, performance evaluation, compensation, and employee relations.One of the key components of a personnel system is recruitment. This involves attracting and selecting qualified individuals to fill job vacancies within the organization. The recruitment process may include advertising job openings, reviewing resumes and applications, conducting interviews, and checking references. By effectively recruiting the right talent, organizations can ensure that they have the necessary workforce to achieve their goals.Once employees are hired, the personnel system focuses on providing them with the training and development they need to perform their jobs effectively. This may involve on-the-job training, mentoring programs, workshops, or seminars. By investing in employee training, organizations can enhance their skills and knowledge, which ultimately leads to improved job performance.Performance evaluation is another important aspect of a personnel system. It involves assessing employees' performance against predetermined goals and expectations. Regular performance evaluations provide feedback to employees on their strengths andareas for improvement. This feedback can be used to identify training needs, set new goals, and recognize high-performing employees.Compensation is also a critical component of a personnel system. It includes the salary, benefits, and bonuses that employees receive for their work. A fair and competitive compensation system helps to attract and retain talented employees. It also motivates employees to perform at their best by providing rewards for their efforts.Employee relations play a significant role in a personnel system as well. It involves managing the relationship between employees and the organization. This includes handling conflicts, addressing grievances, and ensuring a positive work environment. Effective employee relations contribute to employee satisfaction, productivity, and retention.In conclusion, a well-designed personnel system is crucial for the success of any organization. It helps to attract, develop, and retain talented employees, thereby contributing to the achievement of organizational goals. By implementing effective recruitment strategies, providing training and development opportunities, conducting regular performance evaluations, offering competitive compensation, and fostering positive employee relations, organizations can create a supportive and productive work environment.。
人力资源六大模块的英文
人力资源六大模块的英文1. Recruitment (招聘)Recruitment is the process of finding and hiring suitable candidates for job openings within an organization. It involves sourcing, screening, interviewing, and selecting qualified individuals to fill the vacant positions.Recruitment Strategies•Internal Recruitment: Hiring candidates from within the organization.•External Recruitment: Seeking candidates externally, through job portals, advertisements, etc.•Campus Recruitment: Visiting educational institutions to hire fresh graduates.•Employee Referrals: Encouraging current employees to refer potential candidates.•Social Media Recruitment: Utilizing social media platforms to attract talent.2. Training and Development (培训与发展)Training and development is a crucial aspect of human resource management. It involves providing employees with the necessary skills, knowledge, and competencies to perform their job effectively.Training and Development Methods•On-the-job Training: Learning through hands-on experience and job shadowing.•Classroom Training: Conducting workshops, seminars, and lectures.•E-learning: Utilizing online platforms for self-paced learning.•Mentoring and Coaching: Pairing employees with experienced mentors or coaches.•Cross-Training: Offering employees opportunities to learn skills beyond their current job role.3. Performance Management (绩效管理)Performance management aims to ensure that employees’ work aligns with the organization’s goals and objectives. It involves setting performance expectations, providing feedback, and evaluating employee performance.Performance Management Processes•Goal Setting: Collaboratively setting SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals.•Ongoing Feedback: Regularly providing constructive feedback and performance updates.•Performance Appraisals: Conducting formal assessments of employees’ performance.•Rewards and Recognition: Recognizing and rewarding exceptional performance.•Performance Improvement Plans: Addressing underperformance and providing support for improvement.4. Compensation and Benefits (薪酬与福利)Compensation and benefits refer to the financial and non-financial rewards that employees receive in exchange for their work. It includes salary, incentives, bonuses, insurance coverage, retirement plans, and other perks.Compensation and Benefits Components•Base Salary: Fixed monetary compensation for the job role.•Performance-based Incentives: Bonuses and rewards based on individual or team performance.•Employee Benefits: Insurance, healthcare, retirement plans, vacation days, etc.•Stock Options: Offering employees the opportunity to purchase company shares.•Flexible Work Arrangements: Providing options like remote work, flexible hours, etc.5. Employee Relations (员工关系)Employee relations focus on maintaining a positive and productive work environment. It involves managing employee grievances, conflicts, and fostering healthy communication channels.Employee Relations Strategies•Communication and Feedback Mechanisms: Establishing open lines of communication.•Conflict Resolution: Addressing conflicts impartially and facilitating resolutions.•Employee Engagement: Creating opportunities for employee involvement and participation.•Policy and Procedure Development: Ensuring clear and fair policies and procedures are in place.•Team Building Activities: Promoting teamwork and collaboration.6. HR Analytics and Reporting (人力资源分析与报告)HR analytics involves applying data analysis techniques to gain insights into human resource management. It helps in making informed decisions and predicting future trends.HR Analytics Applications•Workforce Planning: Analyzing current and future staffing needs.•Talent Acquisition: Identifying effective recruitment sources and strategies.•Employee Performance: Analyzing performance data to improve productivity.•Employee Engagement: Using data to enhance employee satisfaction and retention.•HR Metrics and Reporting: Tracking key HR performance indicators.以上是人力资源六大模块的英文介绍。
中文翻译 Training and Developing Employees
Chapter 5 Training and Developing Employees 员工培训和发展Why the Training Business Is Booming为什么培训生意兴隆The Five-Step Training and Development Process五个步骤培训和发展过程Why Orientation Is Important为什么岗前培训非常重要Using Orientation to Reduce Stress用岗前培训减少压力On-the-Job Training在职培训Training refers to the methods used to give new or present employees the skills they need to perform their jobs.培训是指给新的或者现有员工完成他们工作的方法 Training might mean showing a new Web designer the intricacies of your site, a new salesperson how to sell your firm’s product, or a new supervisor how to interview and evaluate employees. Training is a hallmark of good management, and a task managers overlook at their peril. Having high-potential employees doesn’t guarantee they’ll succeed. Instead, they have to know what you want them to do and how you want them to do it. If they don’t, they’ll do the jobs their way, not yours. Or they will improvise, or, worse, do nothing productive at all. Good training is vital. 可能意味着显示一个新的Web设计师，您的网站的复杂性，一个新的销售人员如何销售贵公司的产品，或一个新的主管如何面试和评估员工。
我正在准备培训计划英语
我正在准备培训计划英语IntroductionAs a training manager in an organization, it is crucial to develop and implement effective training programs to ensure that employees have the necessary skills and knowledge to perform their jobs effectively. In this training plan, I will outline the steps and strategies to create a comprehensive training program for a sales team within the organization. The goal of this training program is to enhance the sales skills and product knowledge of the sales team to improve their performance and ultimately increase sales revenue.Training Needs AnalysisBefore developing the training program, a thorough training needs analysis (TNA) will be conducted to identify the specific training needs of the sales team. The TNA will involve assessing the current skills and knowledge of the sales team, analyzing performance metrics, and gathering input from sales managers and team members. The TNA will help to identify the gaps in skills and knowledge and determine the training objectives and content.Training ObjectivesThe training objectives will be aligned with the overall strategic goals of the organization and tailored to the specific needs of the sales team. The main objectives of the training program will include:1. Improve sales skills, including prospecting, pitching, objection handling, and closing techniques.2. Enhance product knowledge to enable the sales team to effectively communicate the features and benefits of the products to customers.3. Strengthen customer relationship management skills to build rapport, understand customer needs, and provide solutions.4. Increase confidence and motivation of the sales team to drive higher performance and productivity.Training Program DesignThe training program will be designed to incorporate various learning methods and activities to ensure that the training is engaging, effective, and relevant to the sales team. The program will include a combination of the following components:1. Classroom Training: A series of interactive classroom sessions will be conducted to deliver the core training content, including sales techniques, product knowledge, and customer relationship management. Role-playing exercises and group discussions will be used to practice and reinforce the learning.2. On-the-Job Training: Practical on-the-job training will be provided to allow the sales team to apply the newly acquired skills and knowledge in real-life selling situations. Sales managers will provide coaching and feedback to support the application of learning in the field.3. E-learning Modules: Supplementary e-learning modules will be developed to provide self-paced learning opportunities for the sales team. These modules will cover specific topics such as sales processes, product information, and customer relationship management tools.4. Workshops and Seminars: Specialized workshops and seminars will be organized to address specific training needs, such as advanced sales techniques, negotiation skills, or updates on new product releases.Training ContentThe training content will be developed based on the training objectives and will cover the following key areas:1. Sales Techniques: This will include topics such as prospecting, effective pitching, handling objections, and closing techniques.2. Product Knowledge: Detailed information about the organization's products and services, including features, benefits, applications, and value propositions.3. Customer Relationship Management: Training on building rapport, understanding customer needs, providing solutions, and managing customer relationships effectively.4. Sales Process: A comprehensive understanding of the sales process, including lead generation, qualification, opportunity management, and pipeline management.5. Motivation and Confidence Building: Strategies to improve motivation, boost confidence, and maintain a positive mindset in sales.Training DeliveryThe training will be delivered through a variety of methods to accommodate different learning styles and preferences. The delivery methods will include:1. Instructor-led Training: Classroom sessions and workshops conducted by experienced trainers and subject matter experts.2. Blended Learning: A combination of classroom training, e-learning modules, on-the-job training, and peer learning to provide a well-rounded learning experience.3. Guest Speakers: Industry experts or successful sales professionals may be invited to share their insights and experiences with the sales team.4. Simulations and Role-Playing: Activities to simulate real sales scenarios and allow the sales team to practice and refine their skills in a safe environment.Training ScheduleThe training program will be organized into a structured schedule that accommodates the availability of the sales team, minimizes disruption to daily operations, and allows for sufficient time to absorb and apply the learning. The schedule will include the following elements:1. Pre-training Preparation: Communication and promotion of the training program, pre-reading materials, and pre-assessments to gauge the current knowledge base of the sales team.2. Core Training Sessions: A series of training sessions, workshops, and seminars spread over a period of weeks or months.3. On-the-Job Training: Practical application and practice of the learned skills in real sales situations, with ongoing coaching and feedback from sales managers.4. Post-training Support: Follow-up sessions, refresher courses, and ongoing support to reinforce the learning and address any challenges or questions that arise after the training. Training EvaluationEvaluation of the training program is essential to determine the effectiveness of the training, identify areas for improvement, and measure the impact on the performance of the sales team. The evaluation process will include the following components:1. Pre-training Assessment: A baseline assessment of the sales team's skills and knowledge before the training to establish a starting point for measuring the impact of the training.2. Post-training Assessment: A follow-up assessment after the training to measure the improvement in skills and knowledge.3. Performance Metrics: Analysis of sales performance metrics, such as sales revenue, conversion rates, and customer satisfaction scores, to gauge the impact of the training on sales outcomes.4. Feedback Surveys: Feedback surveys from the sales team members to gather their perspectives on the training content, delivery, and impact on their abilities.ConclusionDeveloping and implementing an effective training program for the sales team is essentialto enhance their skills, knowledge, and performance. This training plan outlines the steps and strategies to create a comprehensive training program that is tailored to the specific needs of the sales team, delivered through a variety of methods, and evaluated to measureits impact. By investing in the development of the sales team, the organization can expect to see improved sales outcomes and a more motivated and confident sales force.。
新员工培训计划的英语翻译
新员工培训计划的英语翻译IntroductionA successful new employee training program is essential for the development and growth of a company. It provides new employees with the necessary tools, knowledge, and skills required to excel in their roles, while also helping them to adapt to the company’s culture and work environment. Through this training program, new employees will become productive members of the team, contributing to the company’s success and growth.ObjectivesThe objectives of the new employee training program are as follows:1. To introduce the company, its mission, values, and culture to new employees.2. To provide new employees with an understanding of their role, responsibilities, and expectations.3. To equip new employees with the necessary knowledge and skills to perform their job effectively.4. To familiarize new employees with company policies, procedures, and safety regulations.5. To facilitate the integration of new employees into the company’s work environment and team dynamics.Training ContentThe new employee training program will cover the following key areas:1. Company Introduction- History, mission, and values- Organizational structure- Products or services offered- Company culture and core beliefs2. Role and Responsibilities- Job description and duties- Key performance indicators- Expectations and goals3. Skills Development- Technical skills required for the job- Soft skills such as communication, teamwork, and problem-solving- Industry-specific knowledge4. Policies and Procedures- Human resources policies- Health and safety regulations- Code of conduct and ethics5. On-the-Job Training- Shadowing experienced employees- Hands-on practice- Real-life scenarios and case studies6. Team Integration- Introduction to team members- Collaboration and teamwork exercises- Building professional relationshipsTraining MethodsThe training program will utilize a combination of training methods to ensure effectiveness and engagement:1. Classroom Training- Lectures and presentations- Group discussions and activities- Q&A sessions2. Hands-On Training- On-the-job training- Simulation exercises- Role-playing activities3. E-Learning- Online courses and modules- Interactive learning platforms- Video tutorials4. Mentoring- Pairing new employees with experienced mentors- One-on-one coaching sessions- Feedback and guidanceTraining ScheduleThe new employee training program will be conducted over a period of 4 weeks, with a combination of full-day sessions and ongoing on-the-job training. The schedule is as follows: Week 1- Day 1: Company Introduction and Orientation- Day 2: Role and Responsibilities- Day 3: Skills DevelopmentWeek 2- Day 4: Policies and Procedures- Day 5: On-the-Job Training- Day 6: Team IntegrationWeek 3- On-the-Job Training with MentorWeek 4- Assessment and Feedback- Graduation and Welcome CeremonyTraining EvaluationThe new employee training program will be evaluated through the following methods:1. Pre- and Post-Training Assessments- Assessing new employee knowledge and skills before and after the training program2. Supervisor Feedback- Gathering feedback from supervisors on new employee performance and integration3. Employee Feedback- Surveying new employees on their training experience and effectiveness4. Performance Reviews- Evaluating new employee performance in their role after the training program ConclusionThe new employee training program is designed to provide new employees with the necessary knowledge, skills, and tools to excel in their roles. By creating a comprehensive and engaging training program, the company aims to set new employees up for success and foster their integration into the company’s culture and work environment. Through ongoing support and feedback, the new employee training program will contribute to the overall growth and success of the company.。
HSE Check List 健康安全环境检查表
Checking area:Checking Date/Time:Conducted by:SCORE 分值Improvement Items 改进项目 Conform 5S regulation,no free misplacing items. 现场区域符合5S ，物品无随意乱放。
Logo is integrated and in good condition.工作区域各类标识齐全, 状态良好。
Normal use PPE and PPE complete.PPE 正常使用，PPE 配置齐全。
Personnel in the post with the appropriate training records and qualifications.在岗人员具有相应的培训记录与资质。
Know the update work site risk evaluation,and on-job training/grocess list have update.been update 了解本区域最新的风险评估, 并以更新列表及输入至岗位安全培训。
know the safety regulation : know hazardobs./nearmiss/injure definition and know how toreoprt it; pay attention to factory safety activity.了解安全原则; 清楚危险观察/先兆事件/工伤的定义及如何汇报; 关注工厂安全活动。
In work process, no disobdey safety regulation.在操作过程中，没有违反安全操作规程的行为。
HSE Check List健康、安全与环境检查表Safety Behavior in Operation 操作中的安全行为Safety Sign in working area工作区域安全标识Safety On-Job Training Record岗位安全培训记录 With required Knowledge and awareness about safety 具备必要安全意识Inspection Result 检查结果Check Item检查项目Standard Description 标准描述Corrected Action Following 纠正措施跟踪Checked by HSERisk Assessment风险评估5S of Working Areas工作区域5S 情况PPEPPE 使用Remark: HSE department every month check this item. Result score will reckon in every safety journry team and send to supervisor/department manager to make prevention/improvement.HSE department will follow and effective close it .该项检查由HSE每月进行实施,检查结果将计入各安全之旅小组积分,同时发送至区域主管/部门经理进行改进和预防,并由HSE部门跟踪关闭.Inspect: Date:检查人检查日期。
2023年1月浙江省高考英语试题
2023年1月浙江省普通高等学校招生全国统一考试英语选择题部分第一部分听力（共两节，满分30分）做题时，先将答案标在试卷上。
录音内容结束后，你将有两分钟的时间将试卷上的答案转涂到答题纸上。
第一节（共5小题;每小题1.5分,满分7.5分）听下面5段对话。
每段对话后有一个小题，从题中所给的A、B、C三个选项中选出最佳选项。
听完每段对话后，你都有10秒钟的时间来回答有关小题和阅读下一小题。
每段对话仅读一遍。
1. What will the speakers do next?A. Visit a friend.B. Pick up Billy.C. Buy some beans.2. Who is Andy Clarks?A. A public librarian.B. A TV actor.C. A famous lawyer.3. What are the speakers talking about?A. Gifts for Jason.B. A baseball game.C. The woman's retirement.4. What went on at Cooper's last night?A. A movie show.B. A birthday party.C. A sales promotion.5. What problem do the speakers have?A. They are late for work.B. They get stuck in traffic.C. They have lost their way.第二节（共15小题:每小题1.5分,满分22.5分）听下面5段对话或独白。
每段对话或独白后有几个小题，从题中所给的A、B、C三个选项中选出最佳选项。
听每段对话或独白前，你将有时间阅读各个小题，每小题5秒钟：听完后，各小题将给出5秒钟的作答时间。
新人培训计划方案英语
Introduction:The purpose of this new employee training plan is to ensure that all new hires at our company are equipped with the necessary skills, knowledge, and understanding to perform their job responsibilities effectively. This plan outlines the training objectives, methods, duration, and evaluation criteria for the new employee training program.I. Training Objectives:1. Familiarize new employees with the company's mission, vision, values, and culture.2. Provide comprehensive product and service knowledge to enable new employees to perform their job tasks efficiently.3. Train new employees on company policies, procedures, and safety guidelines.4. Enhance communication, teamwork, and problem-solving skills.5. Develop a smooth transition for new employees into the company's work environment.II. Training Methods:1. Induction Program: A comprehensive induction program covering the company's background, culture, and values will be conducted during the first week of employment.2. On-the-job Training: New employees will be paired with a mentor who will guide them through their daily tasks and provide real-time feedback.3. Classroom Training: Regular classroom sessions will be conducted to cover various topics, such as product knowledge, customer service, and company policies.4. E-learning: Online training modules will be made available for new employees to learn at their own pace.5. Soft Skills Training: Workshops and seminars will be organized to enhance communication, teamwork, and problem-solving skills.III. Training Duration:1. Induction Program: 1 week2. On-the-job Training: 3 months3. Classroom Training: 2 months4. E-learning: Ongoing5. Soft Skills Training: 1 monthIV. Evaluation Criteria:1. Completion of all training modules and programs.2. Performance evaluation by mentors and supervisors.3. Feedback from new employees regarding the training program.4. On-the-job performance and adaptation to the company's work environment.V. Implementation Plan:1. Develop a comprehensive training schedule for new employees,including induction, on-the-job, classroom, e-learning, and soft skills training.2. Assign mentors to new employees to ensure proper guidance and support during the training period.3. Monitor the progress of new employees and provide necessary assistance to ensure they meet the training objectives.4. Conduct regular follow-up sessions to assess the effectiveness of the training program and make necessary adjustments.VI. Budget and Resources:1. Allocate a budget for training materials, resources, and facilitators.2. Utilize existing resources, such as e-learning platforms, internal manuals, and training rooms.3. Collaborate with external training providers for specialized workshops and seminars.Conclusion:This new employee training plan aims to provide a structured and comprehensive approach to integrate new hires into our company. By ensuring that new employees are well-equipped with the necessary skills and knowledge, we can foster a productive and harmonious work environment. Regular evaluation and adjustment of the training program will enable us to optimize the development of our new employees and contribute to the overall success of our company.。
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协同拜访七诫
• • • • • • •
要同行作业辅导什么?
协同拜访/市场查核评表说明
附件
※协同拜访重点工作：
1.发掘成长机会点：店内陈列优势范例 2.关键陈列位（龙位） 3.倾听与发问
On－Job Training & off－Job Training 为什么要在线训练呢？好处是？
成本较少 不影响正常工作，仍保持线上生产力
训练员和受训者都在熟悉的环境里进行互动
受训者感觉较自在，因为训练员大都是认识的熟人 立即的反馈，能提高员工的信心与学习效率 能激励员工在课上向更高的执行标准挑战 员工能经过实际的员工经历与累积的经验与解释问题的 能力
•开会？
•发通知？
•训练会？
•董事长公告?
•奖惩办法？
•穿西装打领带?
•促销更多更好?
为什么需要同行作业辅导?
它是全世界公认最有效的训练方式, 因为
因材施教 就地取材 问题实际 教学相长 了解市场 有效沟通 问题解决 支援部属
要同行作业指导什么?
项 目 目 标
销售七步骤 ※专业形象
简报技巧六步骤
On－Job Training & Back－checking的技巧
章春玲 2005年11月15日
Training-on the Job 在职训练；线上训练
4 种常见的模式
示范/指导：展示给受训练者如何正确的工 （Demo/instruction）
教导指引:资深者或主管随综合给予工作辅导指示 （Coaching） 工作论调：认员工在不同部门/岗位上从事不同的工 作 （Job Rotation） 专案执行：认员工参加某个专案小组和不同部门的人 共同工作（Project)
2天内给予同行作业评估表，并要求2天内签 回
评估内容需要符合 “事实” 原则
协同拜访技巧之进店后
始终由业务人员主导（路线经理）
对业务人员的任何表现均不评论
回答问题以业务人员为生，让其有更多的表现机会 主要任务：观察/记录 记录重点：业务人员的具体说法、身体语言及客户 的反应 适当的技巧示范
协同拜访技巧之出店后
一诫提前张扬，令业务人员做不应有之准备。 二诫炫耀主管身份，满足于吹捧逢迎。 三诫大包大揽，对客户信口承诺。 四诫当众责骂部属，推卸责任，以显示自己高明。 五诫公私不分，与客户吃喝攀交。 六诫东游西逛，使协同拜访成为偷懒借口。 七诫你不行，我来做给你看
如何确定同行作业辅导成效?
市场查核（Back Checking）
激励是促使其往正面努力的良方
如何同行业辅导？
路边商谈
立即性，有时效性的针对问题商谈 适当的地方，切勿在店内 好与不好的地方都要说，且重点提示 每一家拜访后均要做路边商谈 要求与下一家改善 每次同行业改善一个缺失，就够了
如何同行业辅导？
结束同行作业
离开他前，两人做下来，做每一个路边商谈 的总结
设定他应该改进的目标
正确被 执行吗?
DPP 利润 Category Mgt. 品制管理
IN FIELD COACHING
Space Management 空间管理 Supply Chain Management 供貨系统管理
Account Management 主要客戶管理 Market Information 市場资讯收集
倾听后给予意见，并要求立即改善
如何同行业辅导？
行前的简述 让部属做行程内重要事项简述
讨论销售策略（如需要相互支援）
角色界定（让部属知道除非紧迫需求否则 行程中他是主角
发掘部属个人需改进的地方是同行作业辅导的目的
如何同行业辅导？
拜访行程中
客户前面介绍后引退 仔细观察（其所作所言） 多赞扬与鼓励其表现不错的地方 必要时，紧急支援
在线训练可能也有几个缺点 • 训练员的教授技能不够，资源≠教师
• 没有足够的时间去教导于沟通……要赶 时间完成 • 变成命令责骂而不是教导训练
• 传授了快速解决问题的坏习惯。
线上训练的基本结构组成
持续性的有规划性的标准设定
－了解不同职级员工的训练需求
－执行时的技巧
－评估与教导
－训练后的反馈
训练的 “冰山理论”
如何同行业辅导
拜访前之前准备
2天前与部属确认 出发前完成评估有关拜访准备的评估
出发前告知部属当日同行业时间/家数，不比全 天，一线，建议一天两线
重点回顾上次之改进事项及状况
倾听后给予意见，并要求立即改善
如何同行业辅导？
拜访前之准备
3天前与部属确认 出发前完成评估表第一项 出发前告知部属当日同行作业时间/家数 重点回顾上次之改进事项及状况
1. 完整的产品上架 2. 促销陈列在龙位 3. 货架占比 > 50%
4. 争取在眼高集中
5. 确保能先进先出。
要同行作业指导什么?
(E)
简报技巧
状况 意见表达
说明作业方式
异议处理
强调利益
结束简报
为什么需要同行作业辅导?
(F)
结束拜访
取得订单 收款 客户资料填写
(G)
拜访后评估
达成既定的目标 取得好的进展 答复前次拜访留下义课
1
练实辅训 习作导练
态度 技巧 知识
（ 好） （＋）
习惯 （性格）
3
（ 坏） （－）
线上训练的业务管理应用
In－Field Coaching 同行业辅导/协同拜访
Back－checking 主管线上查核
目的
业务作业
执行结果
业务作业
执行结果
同行作业/市场辅导 IN FIELD COACHING
※变成习惯
店内陈列优势要点
要同行作业指导什么?
(A) 拜访前准备:
1 .CRC 、广告物、活动说明、产品目录 2. 拜访时间/路顺掌握。
3. 当日目标的设定。
4. 服装仪容。
(B) 接
客戶的反应 客户的熟悉度
近:
要同行作业指导什么?
(C) 存 货 检 查
1. 库存盘點 。 2. 临期品处置
(D)正确陈列优势
确认其缺失改善，同时还可以发现新机会点 保持团队作业品质，符合标准 确保业务作业标准符合实际环境
如何执行同行作业辅导/市场查核评估
主管每周或单位自订标准为所属做1次同行作业及1 次市场查核
部属
主管
手上有客户的人员均需被训练。
通部主管及所长，组长
同行作业: 每次5~8家客户，半天一线较好
市场查核: 每次10家客户, 并协带昨日的CRC同行。
POSM 广告物 Ordering/Rotation 订货/产品新鲜 Trade coverage 店头拜访
Display 陈列 Distribution/Delivery 铺貨/送貨 Call frequency 拜访頻率
为什么需要同行作业辅导?
• 销售更好 我们要 方法
• 陈列更好
• 业代更专业 有效 率 • 活动被正确执行 • 铺货更精确 • 商品更新鲜 • 客户更满意 • ….. 等