Huazhou Heavy Industry established a training center with employee technical schools as the core. According to the career development path of employees, it has set up different stages such as new employee induction training, pre-job training, on-the-job training, management skills training, special job training, and middle-level and senior-level leadership training. The training of the company adopts different methods such as commissioned training, self-study, short-term training, distance education, rotation, changing of posts, regular meetings, and work seminars. Huazhou Heavy Industry has formulated "Employee Training Management Measures" to ensure the effective implementation of the four links of training needs, formulating training plans, implementing training, and evaluating training effects, and promoting employee career design to create a platform for employees' ability improvement and career development. Guarantee the realization of the company's development strategic goals.

I. Training needs analysis

In order to meet the needs of human resources planning, Huazhou Heavy Industries fully considers the needs of strategic objectives, structural adjustments, performance feedback, and technological innovation, and combines the needs of employees with their own characteristics and career development needs to determine training needs through investigation, analysis, and comparison.

Develop a training plan

According to the training needs, formulate an education plan that includes training objectives, objects, methods, content, time and other content. The training plan is divided into first-level and second-level training plans, which are formulated and organized by the human resources department, departments, and project organizers.

Implementation training

The Human Resources Management Office is responsible for implementing the Huazhou Heavy Industry First-Class Training Plan, each unit (department) is responsible for implementing the Second-level Training Plan, and the Personnel Management Office supervises the training implementation.

Evaluation of training effect

Participants' reaction: analysis through questionnaires, interviews, behavior observations, etc.

Students' knowledge and skills mastery: assessment through written tests, interviews, etc.

Student behavioral response: Through understanding and communication with the student's direct supervisor.

V. Unblocked employee career development

Huazhou Heavy Industry has established a ladder-type talent training mechanism and multi-channel development channels to provide employees with a smooth development space.

Six, training categories

1. Onboarding training: training for new employees to achieve identity conversion.

2. Admission training: training on professional knowledge and skills needed for the job.

3. Improving training: training in professional knowledge and skills required for job promotion.

4. Transfer training: job skills, related systems, work procedures and other main content training.