The education and training of employees in enterprises is also the development of human resources. Staff training is to improve the working ability and knowledge level of staff and workers through study and training, so that the personal quality of staff and workers can match the needs of work to the maximum extent. Modern enterprise management attaches great importance to the training and development of human resources. The employment principles that represent the modern management concept are: developing potential, lifelong training and proper use. In other words, when employees enter the enterprise, the enterprise is not only a place to work, but more importantly, the enterprise becomes a place to cultivate and develop people's abilities and potentials. An important reason for the high economic development in developed countries is to pay special attention to the training of employees. American industrial and commercial enterprises spend as much as $210 billion on staff training every year, which exceeds the funds for secondary education and higher education respectively. American enterprises have made training plans for their employees, and another 5% employees have been sent to receive formal university education. The United States also pays special attention to the continuing education of scientific researchers. According to statistics, the funds used by the largest industrial group in the United States to update, broaden and deepen the professional knowledge of scientific and technological personnel increase by 25% every year, and seven companies including Ford Motor Company increase by 40% on average every year. Clinton once shouted loudly: to improve the competitiveness of American products and American enterprises. 1994, the United States got its wish, replacing Japan to regain the top spot in the world's competitiveness rankings. In this regard, the excellent human resources development and training in the United States has made great contributions.

The main function of employee training:

(1) Talent cultivation is the need to meet the challenge of the new technological revolution. Today, with the rapid development of the new technological revolution, it plays a decisive role in the economic development and national strength of all countries and the survival and development of enterprises. Only through employee training can enterprises stand at the forefront of the new technological revolution and remain invincible.

(2) Training is an effective means to motivate employees. In order to meet the needs of self-realization, workers are eager to constantly enrich themselves and improve themselves, so as to have greater ability and better realize their own values. Meeting this demand will stimulate long-term motivation.

(3) Staff training is an important means to establish excellent corporate culture. Excellent corporate culture is an important spiritual strength and a magic weapon to win in the production and operation of enterprises and fierce market competition. In recent years, developed countries have attached great importance to the construction of enterprise culture, and incorporated enterprise spirit, enterprise ethics, enterprise goals, enterprise ideas, and enterprise spirit temperament into talent training classes. We should pay enough attention to this.

Second, the training principle and training plan

1. Training principles

(1) Adhere to the principle of integrating theory with practice. Training must be work-oriented, aiming at the needs of production and work, and carry out "directional education". Make the ability and level of trained employees change obviously, and directly bring remarkable work performance.

(2) The principle of combining all-staff training with key training. All-staff training is the need to improve the overall quality of employees and must be carried out in a planned way, but the focus of training should be on technical and management backbones, especially middle and upper management personnel.

(3) The principle of combining professional knowledge and skills training with corporate culture construction training. This is the need to cultivate talents with both ability and political integrity, and the content of corporate culture construction should be combined with the actual situation of the unit and pay attention to practical results.

2. Training plan

Successful training depends on making a correct training plan for students and implementing it. The training plan should be based on the enterprise's long-term production and operation planning and human resources planning, analyze the current training needs, clarify the training purpose and focus, and draw up the specific training date. The training plan includes training objects, training contents, training methods and procedures, trained teachers and training evaluation. Training and development is a highly technical job. It requires trainees to show obvious improvement in ability, knowledge and skills, and has higher requirements for competence. Therefore, different training methods and procedures should be determined according to different training objects, and high-quality teachers should be selected to ensure the training quality.

Third, the implementation of training and the guarantee of training funds.

(1) To successfully implement the training plan, two problems must be solved: the understanding of training and the contradiction between work and study. In practical work, we often see problems such as "employee training is important in words but not in practice" and "the busier you are at ordinary times, the less you can attend training". In the final analysis, I still don't know enough about the far-reaching significance of training. Even if I eat some short-term losses, I don't care about the long-term, and I don't really put employee training in an important position. Only by correctly handling the contradiction between work and study and rationally understanding training can the training work be carried out smoothly.

(2) Training funds are the guarantee of training implementation. Training fund is an investment in human resources development, and the high benefit of this investment is incomparable to any other investment. Therefore, we must ensure that the training funds are in place and increase year by year. The fundamental way out for geological prospecting units is to work hard on human resources development and personnel training. The less training investment, the more difficult it is, and it is difficult to get out of the vicious circle.

Fourthly, the evaluation of staff training.

Training evaluation is the last work of training plan or training procedure. The so-called evaluation is to estimate the effect, advantages and disadvantages of the last stage of training development, and provide standards and basis for the effective use of training results. Training evaluation is also an important step to improve the next stage of training.

1. Contents of training evaluation

(1) Students' response to the training. Based on this, we can understand the training effect.

(2) Evaluation of training process. Whether the training process meets the training requirements.

(3) Whether it will improve students' ability and change their knowledge level.

(4) Whether the trainees have made new achievements in their jobs.

2. Evaluation method

(1) Comparison of test results before and after training.

(2) Go to the site for investigation or visit to observe the changes of students' working ability and performance, and observe whether they meet the working standards. If yes, then the training is effective.

(3) Investigate and visit the employees' supervisors and surrounding employees, and evaluate whether their technical quality, leadership ability and ability to master and adapt to new technologies have improved and how they have changed.

(4) Communicate with the trainees again to solicit opinions.