Preparation before training. Mainly training demand analysis, generally including organizational analysis, personnel analysis and task analysis. ?

Implement training. Including the determination of training objectives, training contents, training targets, training personnel, training time, training places and facilities, training methods and fees; ?

Transformation of training results. To achieve this step, we must have a good atmosphere and the support of superiors and colleagues. ?

Evaluation and feedback of training. The evaluation of training is mainly carried out from four levels: reaction layer, learning layer, behavior layer and result layer.

Training focuses on training and training. Through training, training and observation, trainees can master certain skills. Training is based on skills, focusing on behavior practice.

In order to achieve unified scientific and technical norms and standardized operations, it is called training to enable trainees to reach the expected level and improve their goals, combat effectiveness, personal ability and work ability through modern information processes such as goal planning, knowledge and information transmission, skill proficiency drills, homework performance evaluation and results exchange announcement.

Training is a process to teach experienced or inexperienced trainees the thinking cognition, basic knowledge and skills necessary to complete a certain behavior. Based on the theory of cognitive psychology, we can know that the transmission effect of correct cognition (the output of internal psychological process) in the workplace is the fundamental factor to determine the quality of training.

Simply understood, training is about equal to teaching. That is, teaching service for a certain skill. For example, some professional training courses. It can also be understood that training is to provide teaching.