What Are The Ways Of Training New Employees In Clothing Stores?

Business can not be separated from the efforts of employees. It can be said that the level of store turnover is inseparable from the cost of salesmen, and the sales level and knowledge level of salesmen play a decisive role in the normal sales process. Therefore, as a shop owner, we must do well the training and management of employees.

New young employees are a difficult group of managers. Although young people's knowledge of quality is higher than before, they are essentially the same.

Their brains are flexible and are good at making different responses according to different situations. They are the reserve forces for the development of enterprises.

Next, I will introduce some of them.

Methods and techniques.

The skills to deal with new young employees include:

First, at the beginning of the company, efforts should be made to teach basic etiquette, work attitude and other basic matters.

Second, do not look at employees with old vision and old ideas, and communicate with employees on an equal basis.

Third, prompt the staff to pay attention to matters in a euphemistic way, and avoid the form of sermon.

Only explain the basic content and nature of the work and leave room for the other party to play autonomously.

Strict demands for new young employees to measure their work with high standards.

Take the initiative to consult with employees about the progress of the work, progress report time and so on.

Let the other person know that "you are working hard for your future" and pay attention to the progress and progress of the other party.

Be open and honest and point out the shortcomings of the other person without any disguise.

Participatory training

The main characteristics of such methods are: active participation of each training object.

Acquire knowledge, skills and correct behavior from personal participation.

The main methods are:

1. Meeting

Few people regard attending meetings as a form of training.

In fact, participation in meetings can enable people to exchange information, enlighten their minds, understand the latest situation in a certain field and broaden their horizons.

2. Group training

The purpose of group training is to set up the collective concept and cooperation consciousness of the participants, teach them to communicate and cooperate with others consciously, and work together to ensure the realization of the company's goals.

Therefore, the effect of group training is not obvious in the short term, and only after a period of time can it emerge.

3. Case study

The case study method is aimed at a specific problem, showing the participants the true background, providing a large amount of background materials, analyzing the problems by the participants according to the background materials, and putting forward the methods to solve the problems.

So as to train participants to analyze and solve practical problems.

4. Role play

In this way, participants are in a simulated daily work environment, acting in accordance with the responsibilities and responsibilities they need in their actual work, and dealing with work affairs in a simulated way.

In this way, participants can quickly familiarize themselves with their working environment, understand their business and master the necessary working skills, and adapt to the requirements of the actual work as soon as possible.

The key problem of role playing is to eliminate participants' psychological barriers, so that participants can realize the importance of role playing and relieve their psychological pressure.

5. Simulation training method

This method is similar to role-playing, but not exactly the same.

The simulation training method focuses more on the training of operational skills and response agility. It puts participants in a simulated real work environment, allowing participants to operate devices repeatedly to solve various problems that may arise in practical work, laying the foundation for entering practical jobs.

This method is applied to the training of pilots and workmen.

6. Visit

It is also a training method to arrange workers to visit and visit the units concerned in a planned and organized way.

Employees can visit and visit in a targeted way, so that they can be inspired from their units and consolidate their knowledge and skills.

Group training mode

Training is education. It is the process of teaching and learning. Learning is the process of changing behavior. Collective training is the process of changing complex organizations.

The main difference between group training and personal training lies in the analysis of the organization first and then the personal analysis, so that the training is considered from the overall perspective, so that the individual training can ultimately serve the organizational goals and improve the efficiency and effectiveness of the organization.

New employees learn from senior colleagues

For the general new employees, many work matters still depend on others' instruction. Therefore, the operation of machines and the submission of summons must be carefully studied.

Just entering the company, in order to grow up and study hard, the attitude and behavior of the new employees will also affect the senior colleagues' perception of you.

If the new recruits can love themselves and often ask for advice in a positive and humble manner, they will be willing to give up.

In addition to learning the working methods of senior colleagues, new recruits should also learn how to work with colleagues in order to understand the essence of team spirit.

So what should we pay attention to when we learn from senior officials?

First, because we learn from all of us so that we can grow up, we should be loyal and modest.

(2) don't rely too much on others. They should handle things with self-help and help from others.

3. Don't be too grudges about your own things. You should pay attention to others.

Fourth, we should collect and exchange information in a learning attitude.

Training expression ability

Companies need to train staff to speak in front of people calmly.

Generally speaking, after entering a company, there is a natural chance for people to introduce themselves and express their opinions.

In order to make yourself speak in front of people without tension or stage fright, it is best to prepare and practice in advance.

Generally speaking, when employees speak in front of the general manager, directors, senior executives, or when facing people or attending meetings, they are more likely to be nervous and fright. The main reason is that the subconscious thinks that the other side is greater and superior than themselves, so they show their uneasiness and fear and lack the ability of calm judgement.

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In fact, a stage fright employee can overcome all kinds of uneasiness and difficulty with confidence.

Before making a public comment, it is best to make sufficient preparations first, and put the content of the expression in the memorandum, then repeat it until proficient.

After repeated practice, there should be no more nervous fright in front of people.

Let employees be honest and trustworthy

If you have an appointment with someone, you must perform it earnestly and never break it easily.

First of all, we should pay attention to timing:

(1) do not make such a ridiculous agreement.

(2) when speaking, we should first weigh what is within the limits of authority and which are not to be said.

(3) if you encounter a business that you do not understand, or you must get the consent of your boss or others, you should keep it. When you return to the company for consultation with the people concerned, you can contact the other party again.

Fourth, we must record the agreed items, and confirm each other after the negotiation.

(5) the agreement, whether big or small, should be reported to the superior.

After completion of the agreement, we must pay attention to:

After talking about the subject matter, don't say anything more meaningless. You should express your thanks and leave quickly.

Do not exceed the scheduled time. If you exceed it, you must apologize.

When you leave, do not forget the documents and articles you carry with you, so as not to divulge the company's business secrets.

Evaluating training effectiveness

1, whether the change of performance comes directly from training itself?

For example, a training class for management decision is to select the same two levels of teams, one of which will participate in the training. After the training, the same decision case can be handed over to the training team and the non trained group for discussion and decision. If the decision analysis and the solution of the two teams are the same or similar, it shows that the decision making ability of the training team is not improved, and the decision-making ability does not come directly from the training itself.

First, find out the problems or causes of failure in training.

Some training programs sound very good, but the results are not good, or they can be said to be failures.

Through analysis and evaluation, we can find out the reasons, so as to learn from the failure and improve the training in the future.

(2) through evaluation, the cost-effectiveness of training can be checked, and the benefits of expenditure and income should be assessed in the same way as other projects of human resources.

2. Steps and methods for evaluating training programs.

A specific assessment of a training project must be carried out in the following steps.

(1) evaluate the specific requirements and objectives of the training program.

From the beginning of the formulation of the project plan, we should pay attention to the analysis and evaluation of the specific objectives and requirements of the training projects.

To analyze and evaluate the specific objectives and requirements of their training projects, we need to collect a large number of training staff's technical level, management ability and behavior performance, and thoroughly listen to their own requirements and the management requirements of the relevant units. From the very beginning, we set up training objectives and requirements that meet the needs of the organization and the staff who are about to participate in training staff.

During the training process, through various forms of assessment and listening to the views of teachers and students, we should check the training process and improve the training work in accordance with the established goals.

(3) at the end of the training, according to the requirements and contents of the original training plan, the oral examination, written examination and practical problem solving are adopted to comprehensively assess whether the trainees have met the training requirements.

(4) audit the training finance.

Check whether the training is carried out according to the principle of diligence and frugality.

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