Second, select the training objects scientifically, make the training work more targeted, avoid blindness, and then achieve the expected results. First of all, we should consider whether the trainees really have the motivation to learn; Secondly, we should consider the actual gap between students' level, training objectives and training course content; Thirdly, students' health status, physical characteristics, work skills and hobbies should be fully considered; Finally, the training content and methods of enterprises must be determined according to the post level of employees, step by step, and avoid jumping. Because whether it is advanced training or delayed training, it is not conducive to employees' peace of mind and concentration on their work, and it is easy to produce dissatisfaction.
Third, update employees' values and innovate enterprise training methods. Scientific training method is an important way for enterprises to achieve training objectives. We can innovate the training methods of enterprises through the following three aspects: First, we can regularly invite experienced professional training consulting institutions to enter the enterprise for internal training, or we can also conduct some outsourcing training, and at the same time, we can often exchange training results internally, that is, help employees after training and solve practical problems in the enterprise through training. You can collect training results by filling in and submitting "Training Experience", which must be completed by the trainees themselves after the training, and submitted to the Human Resources Department for preservation in time. The second is to set up a training column on the corporate website. The column information mainly includes training concept propaganda, advanced enterprise training experience and internal training information. But it must be updated at any time, so as to truly become a window for employees to publicize. Thirdly, the corresponding training column is also added to the internal publications of enterprises, and the column manuscript is delivered by employees, which can be employees' suggestions, training feelings or understanding of training, etc.
Fourth, pay attention to the use of training means and methods, and constantly improve the training content. On the one hand, in terms of training methods, we should take stimulating employees' interest in work as the fundamental starting point, change the traditional single classroom teaching mode, and learn from advanced training methods such as case teaching method, module training method and discussion method while understanding the actual situation of enterprises. On the other hand, enterprises should actively create a learning environment and atmosphere conducive to the training effect, and on the basis of carefully analyzing different training contents, effectively integrate interactive learning methods with traditional training methods to ensure the maximum training efficiency.
Fifth, the incentive mechanism and competition mechanism should be introduced reasonably in the training. First of all, enterprise leaders should take improving the quality of employees, developing and cultivating talents as one of their basic duties and goals during their term of office, so as to raise the employee training of enterprises to a strategic level and ensure the smooth development of training work. Secondly, the results of training-the working efficiency of employees after training-are regarded as the necessary conditions and basis for employees to obtain, maintain and promote their posts or lose or change their posts. Because it is related to their own vital interests, employees will naturally take the initiative to update their knowledge and improve themselves, which is conducive to the overall improvement of the quality of human resources in enterprises, and also provides a strong guarantee for enterprises to improve efficiency and effectiveness.