5. English Proficiency Fluent Conversational Basic Limited
6. Have you received the following training?
Training on daily office systems (e.g., Lark, VPN, OA system, Claim Management System， etc.）
Training on company introduction, development history, etc.
Training on corporate culture and values.
Training on company structure
Do you clearly know who your mentor is?
7. If you have received the training, how long after onboarding did you receive it?
Training on daily office systems (e.g., Lark, VPN, OA system, Claim Management System etc）
Training on company introduction, development history, etc.
Training on corporate culture and values.
Training on company structure
8. How necessary do you find the following training content?
Training on daily office systems (e.g., Lark, VPN, OA system, Claim Management System etc）
Training on company introduction, development history, etc.
Training on corporate culture and values.
Training on company structure
9. If you have received the training, how satisfied are you with it?
Training on daily office systems (e.g., Lark, VPN, OA system, Claim Management System etc）
Training on company introduction, development history, etc.
Training on corporate culture and values.
Training on company structure
10. If you have received training, what do you think is the main problem in the current office software usage and training? [Select all that apply]
- Scattered operation guidelines with no unified entry, making it difficult to find information - Processes are updated quickly, but tutorials/instructions are not updated synchronously - No special instructions for complex scenarios (e.g., cross-departmental reimbursement, VPN permissions, advanced Feishu features) - Lack of hands-on demonstrations; text-only explanations are difficult to understand - Short and intensive onboarding training for new hires, making it hard to keep up with the pace - No quick Q＆A/support channel for when problems arise - Other
11. What office software training methods do you expect? [Select all that apply]
Company-created standardized graphic/video manuals with a fixed access portal Establish a real-time updated FAQ for common issues Conduct a company-wide hands-on special training session (with playback available) Assign dedicated office software support specialists / create a support group for quick response Provide ultra-concise step-by-step cards by module (Lark / VPN / Reimbursement / OA) Offer one-on-one onboarding support (mentorship program) Other
12. If you have received training, what do you think is the main problem in the current company introduction training?[Select all that apply]
- Outdated content, failing to timely update the latest business, company scale and achievements - Scattered information with no unified access portal, making it inconvenient to obtain - Unclear explanations from trainers and lack of key focus - Single format (text/PPT only) with poor readability - Lack of cases and stories, resulting in insufficient appeal - Short explanation time in new hire training, leading to weak impression - Other
13. What methods of company introduction training do you expect? [Select all that apply]
The company uniformly updates and releases the official full-version introduction (fixed access portal) Create visualized infographics / short video versions of the company introduction Enhance the quality of trainer explanations, unify the entrances and key focuses Add key milestones, typical cases and honor highlights Develop an electronic manual / knowledge base for anytime access Executive / leader special topic presentations Others
14. If you have received such training, what do you think are the main problems with the current corporate culture promotion?[Select all that apply]
The content is abstract and insufficiently integrated with actual work The promotion method is single and lacks attractiveness The trainer's explanation is unclear and lacks appeal There is a lack of real cases, leading to an in-depth understanding Information is scattered with no unified learning portal The promotion frequency is insufficient, resulting in a weak impression Others
15. What are the main methods you expect for corporate culture promotion training? [Select all that apply] The company uniformly produces standardized culture manuals / graphic materials Add real work cases and story interpretations Enhance trainers' professional capabilities and standardize trainers’ explanations Conduct interactive training / sharing sessions on cultural themes Establish an online cultural learning zone for anytime access Deliver cultural presentations by executives / model employees Others
16. If you have received such training, what do you think are the biggest problems with the current introduction of the company's organizational structure / personnel relationships?[Select all that apply]
Inaccurate organizational structure information and untimely updates Unclear departmental responsibilities, making it hard to know who to contact Trainers' explanations are unclear and fail to focus on key points Only organizational charts are provided, without clear guidance on how to collaborate No unified access portal for viewing, which is inconvenient Too theoretical, not integrated with actual work scenarios Others
17. What methods of company organizational structure / personnel relationship training do you expect? [Select all that apply] The company updates uniformly, with a fixed portal for anytime access Clarify the responsibilities and handover processes of each department Trainers provide clearer explanations and unify key points Create clear charts and contact lists for handover Explain in combination with actual work scenarios Mandatory for new hires, with repeated explanations Others
18. If you have participated in mentoring, what do you think are the biggest problems with the current mentor system? [Select all that apply] Only assigning tasks without teaching methods Lacking planning and systematic guidance in mentoring Only giving criticism without providing instructions and feedback Insufficient time commitment, reducing the mentoring to a formality Being capable of the work but unable to teach it clearly Not summarizing experience, forcing mentees to learn independently Others
19. What specific support do you hope your mentor will provide? [Select all that apply] Guidance on practical job skills and work methods Guidance on business problem analysis and solutions Guidance on corporate culture, values and code of conduct Advice on workplace communication, collaboration and interpersonal relationships Sharing of project experience and recommendation of practical opportunities Work review, feedback and career growth path planning Others
Training Needs Survey 20. What is your preferred training schedule?
Complete all training within the first week of onboarding Phased, ongoing training (1 week / 1 month / 3 months milestones) Just-in-time learning (learn as needed)
21. What is your preferred training format?
Company-wide training Department-specific training Individual self-study Others
22. What is your preferred training format?
In-person only (live instructor-led training) Online only (videos / documents) Blended learning (online + in-person) Self-study only (via documents / materials)
23. What are your expected goals after completing the training?
Independently complete daily work Quickly integrate into the team Have a clear career development path Others
24. What content do you consider extremely important but is not covered in the current employee training?
25. Other suggestions for your future new employee development plan: