In recent years, this year's graduates employment phenomenon is prominent, more and more graduates feel more and more. Graduation equals unemployment. Especially in the context of the global financial crisis and massive layoffs, it is more difficult for fresh graduates to get a valuable job. In this case, furen machinery factory to solve the employment difficulties of this year's graduates and corporate interests, corporate development and corporate social responsibility organic combination, recruiting talent, according to their aptitude to teach. On May 19, rich benevolence parts factory in the henan luoyang industry of a group of secondary vocational school graduates, in order to make the new employees to set up correct concept and good professional morality, familiar with the work process and company rules and regulations, as soon as possible into the corporate culture, realize the role transformation, parts factory in an orderly way to carry out the new employee orientation & other; Level 3 training ” , namely company level, department level and workshop level. Panasonic once had a training quote: & ldquo; Training is to pay the price, but the cost of no training is far greater than the cost of training! New employee training is the best and hardest thing to do. . Henan luoyang technical school students & ldquo; Level 3 training ” By the machine parts factory personnel planning arrangement. Training, to learn, exchange, interaction, training throughout the way to share with everyone furen group & ldquo; Diversity, communication, inclusiveness, innovation, harmony ” Corporate culture concept. After that, the personnel department organized everyone to watch the cultural propaganda video of furen group, introduced the general situation and organizational structure of furen group, and organized everyone to learn the relevant rules and regulations of the company. The production department gave the students training on production safety and site management, emphasizing that the responsibility of production safety is more important than taishan, and showed them around the workshops. The director of the quality department explained the quality management system systematically and comprehensively to the students. Finally, the workshop level training was carried out by each workshop director in person to describe the work needs of the students, and the preliminary post assignment was made after communication with the students. In the training, the vivid and interactive learning was enhanced and the atmosphere of the scene was enlivened by citing examples and illustrated explanations. The whole training activity went smoothly with vivid and rich contents, which played a guiding and guiding role for the new employees to enter the workshop and carry out the actual work.