Employee training, also known as employee education or on-the-job training, refers to the education and training activities of professional ethics, management knowledge, business technology and operational skills for employees in order to improve or update their original knowledge and skills. To do a good job in the training of enterprise employees, it is necessary to widely publicize and create an atmosphere of training and learning; Carry out the principle of teaching according to needs, combining learning with application and directional training; Improve the training, assessment, use and other incentive mechanisms to improve the quality of employees and ensure the long-term and stable development of enterprises.

It is a very important factor that leaders attach importance to employee training. Only when leaders attach importance to it, have a proper understanding and put the training work on the agenda will they create good conditions for employees to learn and the employees with higher quality will be reused. Only by respecting knowledge and talents can we form an atmosphere of loving learning and the enthusiasm of employees for learning be high. Win the support of employees for enterprise training, make training and learning a spontaneous and conscious action, enhance the sense of responsibility for enterprises, and let training and learning naturally integrate into employees' daily work. With this extensive and consistent support for training and learning, training is naturally easy to carry out.

The feature of on-the-job training is active participation. It is necessary to mobilize the enthusiasm of employees to receive on-the-job training, make the training more targeted, and encourage employees to actively participate. At the end of each year, every employee is required to fill in the "Annual Training Demand Form". First of all, according to their post status, employees comprehensively discuss their skills needs, current technical level and industry development direction, and then put forward their own training needs. Secondly, after communicating with employees, each unit determines the main training content and secondary training content of employees in the next year in combination with the development and changes of employees' positions. By doing so, employees realize their "autonomy" in their work and their "master position" in the enterprise, creating channels for the exchange of ideas between superiors and subordinates, thus solving the contradiction between work and study in employee training and improving the enthusiasm of employees for learning skills.