As a main content of human resources development and management in enterprises, employee training plays an important role in updating and improving the knowledge and skills of all employees, exploring and cultivating creativity and innovative spirit, and standardizing and strengthening the code of conduct and sense of responsibility. With the advent of the era of knowledge economy, the competition among enterprises is increasingly manifested in the competition of staff quality and learning ability. Cultivating high-quality employees has become an inevitable choice for enterprises to participate in the competition in the era of knowledge economy. Understanding the current situation of enterprise training in China is conducive to providing decision-making basis for formulating effective employee training policies and systems.

1. Investment in training funds of companies with different backgrounds

Generally speaking, the investment in employee training funds of Chinese enterprises is generally low; Only 8.7% of the enterprises account for more than 3-5 ‰ of the company's sales revenue, while 48.2% account for less than 1.5‰ of the company's sales revenue. From the actual needs of enterprise development and talent competition, the low investment in training funds will inevitably seriously affect the improvement of employees' quality. It is necessary to guide enterprises to understand this problem from the perspective of talent strategy and sustainable development and increase training investment.

The proportion of training funds invested by Chinese and western enterprises in the company's sales revenue above 5‰ is 5.6% and 4.5% respectively, which is significantly higher than that of eastern enterprises (3.7%).

the proportion of training funds invested by state-owned enterprises and state-controlled enterprises in the company's sales revenue of 3-5‰ is 11.4%, which is 1.6-6.8 percentage points higher than that of other enterprises. It shows that the state-owned and state-holding enterprises are in good condition to implement the "Regulations on Enterprise Staff Training" promulgated by the Ministry of Labor, but the problem that training funds are generally not guaranteed should be paid enough attention to by enterprises.

The investment in training funds of listed companies accounts for 34.1% of the company's sales revenue above 3-5‰, and that of non-listed companies is 22%.

The proportion of training funds invested by enterprises with sales and assets below 31 million yuan is relatively high (5.7% and 5.1% respectively), but the proportion of training funds invested in enterprises with sales income below 1.5% is also the highest (51.6% and 52.5% respectively). It shows that this kind of enterprises are in an unstable state in the investment of training funds.

there is a certain gap in the proportion of training funds invested by enterprises in different industries. Among them, financial insurance, transportation, warehousing and postal services, agriculture, forestry, animal husbandry and fishery training funds accounted for more than 3-5‰ of the company's sales revenue, accounting for 14.6%, 13.5% and 11.8% respectively; The proportions of public utilities, construction industry and manufacturing industry are relatively low, accounting for 4.8%, 6.4% and 6.5% respectively.

ii. employees' training plans made by companies with different backgrounds

The proportion of employees' training plans made by enterprises is relatively high (69%), but 31% of enterprises have no training plans in employees' training, which reflects that the degree of institutionalization and standardization of enterprise training needs to be strengthened.

There is no obvious difference in the proportion of employees' training plans made by enterprises in different regions, but the proportion of employees' training plans made by enterprises in the west is 4 percentage points higher than that in the east (72% in the west; 68% of eastern enterprises).

There is a certain gap in the proportion of employees' training plans made by enterprises with different ownership. State-owned enterprises and state-controlled enterprises have the highest proportion of training plans (76.1%), foreign-funded enterprises in Hong Kong, Macao and Taiwan have a higher proportion (72.4%), and collective and private enterprises have the lowest proportion (61.7% and 61%). State-owned enterprises continue to maintain some advantages in the training system, but it also shows that the gap between enterprises with different backgrounds is gradually narrowing.

The proportion of listed companies making employee training plans is significantly higher than that of non-listed companies. Among them, the proportion of training plans made by domestic and overseas listed companies at the same time is the highest (86.3%), which is about 4 percentage points higher than that of companies listed only in China or overseas, 1 percentage points higher than that of companies to be listed and 22.5 percentage points higher than that of companies not listed.

enterprises with different sales and assets show great differences in the proportion of employees' training plans. Enterprises with sales and assets of more than 311 million yuan have the highest proportion of training plans (81.3% and 81.2% respectively); The proportion of enterprises with sales and assets below 31 million yuan making training plans is the lowest (52.1% and 52.7% respectively); Moreover, the higher the sales and assets, the higher the proportion of training plans, which shows that the system construction of enterprise training has a certain relationship with the scale of enterprises, and small-scale enterprises do not pay much attention to the system construction of employee training plans.

There are obvious differences in the proportion of employees' training plans made by enterprises in different industries. The extractive industry has the highest proportion of employees' training plans (91.7%); Construction industry, finance and insurance industry, transportation, warehousing and postal industry have a high proportion of employee training plans (81.8%, 79.2% and 79.1%); Agriculture, forestry, animal husbandry and fishery have the lowest proportion of employees' training plans (45.9%). Judging from the data of "preparing to make a training plan", all industries have different understandings of this work, and only collective enterprises "do not intend to make a training plan".

iii. implementation of employee training plans in companies with different backgrounds

the implementation of employee training plans in most enterprises is not good. Only 42.1% of the enterprises strictly implement the training plan, 56.4% of them are poorly implemented and 1.5% of them are not implemented. Although the enterprise has made a good training plan, it is not well implemented, so it is difficult to produce good training results and achieve the expected training objectives.

The proportion of "strictly implementing" the training plan in central and eastern enterprises is relatively high, reaching 49.7% and 42.5% respectively; The proportion of western enterprises is low, accounting for 34.2%. It shows that quite a few enterprises in central and eastern China are relatively standardized in employee training, while relatively speaking, western enterprises may pay more attention to form in training, and the implementation of training system needs to be strengthened.

The proportion of state-owned enterprises, state-controlled enterprises and collective enterprises "strictly implementing" the training plan is relatively high, accounting for 49.6% and 47.1% respectively; The proportion of private enterprises "strictly implementing" the training plan is low, accounting for 34.4%. It shows that the training plan of state-owned enterprises and collective enterprises is well implemented, but the situation of "ineffective implementation" in the training process needs to be corrected.

The proportion of listed companies "strictly implementing" the training plan is obviously higher than that of non-listed companies, and the proportion of companies listed at home and abroad is the highest (61.4%), which is obviously higher than other listed companies. The proportion of "strictly implementing" the training plan is the lowest among companies to be listed (35.7%), and it is lower without listed companies (39.8%). The implementation of the training plan for non-listed companies needs to be strengthened.

There are obvious differences in the proportion of enterprises with different sales and assets in "strictly implementing" the training plan. Enterprises with sales and assets of more than 311 million yuan have the highest proportion of "strictly implementing" training plans, accounting for 48.9% and 49% respectively; Enterprises with sales of 311-511 million yuan and assets of less than 31 million yuan have the lowest proportion of "strictly implementing" training plans, both of which are 35.4%. It is necessary to correctly guide enterprises, especially small and medium-sized enterprises, to consciously standardize training work, and to narrow the gap in training work among enterprises of different sizes as soon as possible.

The extractive industry has the highest proportion of "strictly implementing" the training plan, accounting for 72.7%; The proportion of transportation, warehousing and postal services is relatively high, accounting for 52.8%; The real estate industry has the lowest proportion, accounting for 27.9%. This result shows that traditional state-owned enterprises have obvious advantages in training system construction and implementation. As a new industry in society, the standardization of training needs a perfect process. From the result that the proportion of "no implementation" training plan in real estate industry is 1, it can be seen that such enterprises have realized this problem.

IV. Main training methods for employees of companies with different backgrounds

Among all the training methods, the proportion of "internal training", "external short training" and "academic education" accounted for 65.5%, 47.5% and 18.4%, respectively, and only 5.3% of the training methods used were other methods such as full-time or part-time, replacement and overseas study. Enterprises generally adopt the method of internal training, which shows that the training needs of enterprises pay more attention to the improvement of employees' job skills, which is the result of rational selection of training methods. The high proportion of "external short training" shows that enterprises have a great demand for external training market. At the same time, enterprises still have a certain demand for "academic education", but they need to make necessary adjustments and explorations in the way of running schools and curriculum design.

The proportion of "internal training" adopted by central and western enterprises is 67.2%, which is slightly higher than that of eastern enterprises by 2.3 percentage points; The western enterprises have the highest proportion of "external short training" (52.2%), while the eastern enterprises have the lowest proportion (46.2%). The proportion of enterprises in central China adopting "academic education" is the highest (28.4%), while the proportion of enterprises in eastern China is the lowest (16.3%).

Enterprises with different ownership adopt the company's "internal training", followed by "external training" and "academic education"; The mode of "academic education" shows great proportion difference among enterprises with different ownership. State-owned enterprises and state-controlled enterprises adopt the highest proportion of three training methods, which are 71.2%, 57.7% and 34.7% respectively; Collective enterprises adopt the lowest proportion of "internal training" of the company, which is 53.6%; The proportion of private enterprises adopting "external short training" is the lowest, accounting for 37.9%; The proportion of foreign-funded enterprises in Hong Kong, Macao and Taiwan adopting "academic education" is the lowest, accounting for 7.8%. The difference in training methods of enterprises with different ownership may be caused by different training needs of enterprises. State-owned enterprises and state-controlled enterprises pay more attention to academic education, which shows that "academic qualifications" play a greater role in the promotion and development of employees.

There are obvious differences between listed and unlisted companies in employee training methods. Companies listed at home and abroad at the same time adopt the highest proportion of "internal training", "external short training" and "academic education", which are 82.4%, 64.7% and 39.2% respectively; The proportion of non-listed companies adopting three training methods is the lowest, which are 6.1%, 43.4% and 15.1% respectively. The needs of other listed companies for the three training methods are relatively high, but only overseas listed companies adopt the company's "internal training" method with the lowest proportion (8%), which may be due to the high degree of internationalization of the company's business, and it is difficult for teachers to meet the needs of practical training by relying on internal training.

The characteristics of training methods adopted by enterprises with different sales and assets are as follows: (1) The largest proportion of enterprises with different sales and assets adopt "internal training", followed by "external training" and "academic education"; (2) The larger the sales and assets, the higher the proportion of enterprises in various training methods. For example, the proportion of enterprises with sales above 311 million yuan adopting three kinds of training is 77.8%, 61.7% and 31.3% respectively, while those with sales below 31 million yuan are 47.9%, 29.3% and 8%. Although the choice of training methods is mainly determined by training needs, it can not be used as an index to judge the training effect, but if we comprehensively analyze it, we can still see the gap between enterprises with different sales and assets.

The extractive industry has the highest proportion of three training methods, which are 91.7%, 79.2% and 75.% respectively. The proportion of "internal training" in agriculture, forestry, animal husbandry and fishery is the lowest, accounting for 45.9%; The proportion of "external short training" in wholesale and retail catering is the lowest, accounting for 27.9%; The proportion of public utilities and financial and insurance industries adopting "academic education" is relatively high, accounting for 46.3% and 39.6% respectively; The lowest proportion of wholesale and retail catering and communication and information technology (IT) adopting "academic education" is 4.9% and 9.3% respectively. Other results basically reflect the tendency of training needs in different industries.

v. Tracking and evaluation of employees' training effects in companies with different backgrounds

From the statistical results, the sample enterprises do not pay much attention to tracking and evaluation of training effects, and the proportion of "conducting" tracking and evaluation of training effects is 48.3%, the proportion of "not conducting" tracking and evaluation is 31.8%, and the proportion of "preparing" tracking and evaluation is 19.4%. On the one hand, it shows that the training work of enterprises is not standardized enough and the implementation is weak; On the other hand, it also shows that quite a few enterprises have a certain degree of understanding of the role of tracking and evaluating the training effect. Because the tracking and evaluation of training effect is an important basis to test whether the training objectives are achieved or not and to what extent, it is urgent to provide operational evaluation indicators, technologies and tools.

there are obvious differences in the proportion of enterprises tracking and evaluating the training effect in different regions. The central enterprises have the highest proportion (52.5%), the eastern enterprises are higher (49.1%) and the western enterprises are the lowest (42.7%). Although the investment of training funds in western enterprises is obviously higher than that in eastern enterprises, the implementation of training effect is lower than that in eastern enterprises, so the training work of enterprises cannot be evaluated completely by the investment of training funds, and more scientific training evaluation standards need to be studied and formulated.

The proportion of foreign-funded enterprises from Hong Kong, Macao and Taiwan, private enterprises, non-state-owned shares and limited liability companies "tracking and evaluating" the training effect is 53.5%, 51.9% and 51% respectively, which is significantly higher than that of state-owned enterprises and state-controlled enterprises by 11 percentage points. It shows that non-state-owned enterprises pay more attention to training effectiveness in training. Although state-owned enterprises and state-owned holding enterprises are obviously better than other ownership enterprises in the investment of training funds and the formulation and implementation of training systems, this result also exposes the problems in the training management of state-owned enterprises, and it is necessary to increase the evaluation of the input and output of training funds of state-owned enterprises.