新员工培训是企业为新员工提供有关企业的基本背景和情况而进行的培训活动，使员工了解本企业的基本信息以及其所从事工作的基本内容与方法，从而明确自身的工作职责、程序、标准及相关人员。新员工培训是企业向新聘用员工输入企业价值观和行为方式的过程，使员工尽快的进入角色，在其岗位上发挥作用。

我国人口老龄化问题日益严重，商业保险公司通过其各类保险产品可以为养老保险提供长期的资金支持。商业保险公司在向个人和家庭提供保险服务的同时，也逐渐拓展到医疗、养老、健康管理的服务。S公司作为专业养老保险公司，经过十余年的发展，形成了政府、企业与个人业务协同发展的商业模式。新员工培训作为人才培养的关键环节，如何使公司的新员工培训更具针对性和有效性，通过新员工培训使不同背景、不同领域的人才了解和认可公司以及为在公司长期发展奠定基础，是S公司在当前的发展阶段面临的重要问题。

本研究以S公司的新员工培训管理作为研究对象，通过对国内外学者的文献回顾，从S公司的新员工培训工作基本情况出发，对培训目标、计划、流程、内容、实施保障及效果评估等全流程进行分析，结合问卷调研和重点访谈的方式，对新员工培训工作存在的问题进行诊断，提出S公司缺乏良性培训文化氛围、培训配套制度不全、培训形式单一、培训各环节脱钩、各部门协作不顺畅、培训效果评估应用缺失等问题。针对发现的问题，S公司需通过培训制度及配套管理规则的完善引导培训思维的转变、引导用人部门及管理干部认可新员工培训的工作，同时在新员工培训组织和课程内容上提高针对性、强化各部门协同及培训评估落地和结果应用。

本次研究对改善S公司的人力资源管理体系并提升部门团队融合、提升企业经济效益有针对性的现实意义。S公司在快速发展的养老保险行业具有代表性，新员工培训管理的完善也为保险行业内其他公司提升培训管理提供参考和借鉴。

New employee training is a training activity conducted by a company to provide new employees with basic background and information about the company, enabling them to understand the basic information of the company and the basic content and methods of their work, thereby clarifying their job responsibilities, procedures, standards, and related personnel. New employee training is the process by which a company inputs corporate values and behavior to newly hired employees, enabling them to quickly enter their roles and play a role in their positions.

The problem of aging population in China is becoming increasingly serious, and commercial insurance companies can provide long-term financial support for pension insurance through their various insurance products. Commercial insurance companies are gradually expanding into medical, elderly care, and health management services while providing insurance services to individuals and families. As a professional pension insurance company, S Company has formed a business model of coordinated development among government, enterprises, and individuals after more than ten years of development. New employee onboarding training, as a key aspect of talent development, is an important issue faced by S Company in the current stage of development. It aims to make new employee training more targeted and effective, enabling talents from different backgrounds and fields to understand and recognize the company, and laying the foundation for long-term development.

This study takes the new employee training management of S Company as the research object. Through literature review of domestic and foreign scholars, starting from the basic situation of S Company's new employee training work, the entire process of training objectives, plans, processes, content, implementation guarantees, and effectiveness evaluation is analyzed. By combining questionnaire research and key interviews, the problems in new employee training work are diagnosed, Propose issues such as the lack of a positive training culture atmosphere in S company, incomplete training supporting systems, single training forms, decoupling of training links, unsmooth collaboration among departments, and lack of application for training effectiveness evaluation. In response to the identified issues, S company needs to guide the transformation of training thinking through the improvement of training systems and supporting management rules, guide the employer department and management cadres to recognize the work of new employee training, and improve the pertinence of new employee training organization and course content, strengthen collaboration among various departments, and implement training evaluation and results application.

This study has targeted practical significance for improving the human resource management system of S Company, enhancing departmental team integration, and enhancing the economic benefits of the enterprise. S Company is representative in the rapidly developing pension insurance industry, and the improvement of new employee training management also provides reference and reference for other companies in the insurance industry to improve training management.