Schultz, an American economist and Nobel laureate in economics, found that all the reasons for the increase in productivity could not be explained only from the perspective of natural resources, material capital and labor. As the transformation form of capital and wealth, human knowledge and ability are the decisive reasons for social progress. However, its acquisition is not cost-free, and it can only be formed through investment, and organizational training is an important form of such investment.
Because the training organized and implemented improves the skills of employees and mobilizes their enthusiasm for production, employees can create more benefits under the same conditions. There are two ways to increase benefits: direct calculation and indirect calculation.
According to the time limit, organizational training can be divided into long-term training and short-term training. Long-term training is generally planned and purposeful. According to the training methods, organizational training can be divided into on-the-job training and off-job training. According to the training system, organizational training can be divided into internal training system and external training system. The internal training system includes basic training, applicability training, daily training, personal training and target training.