The train of thought of training can be started from the following aspects:

1 Training purpose, that is, what kind of goals need to be achieved in this training;

2 training content, whether the content is close to the needs of yourself or the trainees, that is, whether the content is what the trainees want;

3 the result of training, what is the result, and how to verify the previous goals;

Attached is a summary essay:

Time flies, such as a blank space, and 21xx years are drawing to a close. I look back on my work in the year when I was just promoted to deputy director. (Copywriting was originally written by China: perennial secretarial agency such as speeches, summary plans, official documents, guidance, soft articles, economics, documents, laws, corporate copywriting, news, etc. Under the care and guidance of leaders, with the help and encouragement of colleagues, we have made some achievements in our work through our unremitting efforts, but there are also many shortcomings. At present, the training work in charge is reported to the superior leaders as follows:

1. Training work:

In p>21xx, our department cooperated with the training department to organize 34 fire protection trainings for new employees, with 923 people, and the qualification rate of each training reached over 91%, which basically met the target requirements; Internal staff training 8 times (including 2 times of emergency handling training for the whole company, 3 times of fire fighting knowledge for employees, 3 times of actual fire fighting exercises, and 245 participants).

2. Analysis of training work:

Compared with 21xx years, the training work in 1 and 21xx years has made great progress, both in training courses and training quality.

2. The training plan is complete: an institutional training system has been established. Compared with the previous training work, the training management scope and intensity are weak, and the training awareness of employees is poor, which makes the training work more difficult to carry out. After many times of communication with the training department, our department changed the original training mode, and integrated "why to train and what to train" into the training work of the whole company. On the basis of summarizing the previous training experience, we optimized the importance of training, focused on strengthening the comprehensiveness of training content, and improved the institutionalized management of training work.

3. Continuously improve the training mode and actively explore a new training mode: 21xx years of training. We mainly adopt slides, practical training and the combination of theory and practice to improve the training work, so that new employees can master relevant knowledge as soon as possible and put into work.

Third, the problems and shortcomings in training:

1. The lack of assessment in training leads to the negative situation of "taking part in the training is the same as not taking part, and learning well is the same as learning badly", which leads to the passivity of training.

2. Although the training system has been changed, there is no innovation in the training form, and only "Let's talk above and listen to r22 below" is adopted blindly. Form, dull and boring, can't arouse employees' interest, which leads to employees' inattention and affects the training effect.

3. Training is too formal: the short training time and class hours are the main manifestations leading to formalization, and the courses to be taught cannot be fully integrated into the training work in just half an hour.

4. As the deputy training director of the department, my personal teaching skills are not high, the level of making courseware is insufficient, and my knowledge needs to be improved urgently.

iv. In addition to the training work in charge, he assisted the department head or other deputy heads to handle the daily work such as fire fighting and public security, and also completed the 21xx annual departmental workplace agreement, and entered the top five in the company.