1. The essence of training is based on training trainees in three aspects: A (attitude), S (skills) and knowledge.

Although training is to train the trainees in the above three aspects, it cannot guarantee that the trainees will change in the above three aspects, because training is essentially only a necessary condition for the trainees to change their attitudes, knowledge and skills, but not a sufficient condition. Moreover, there are many factors that restrict the change of students in these three aspects. At the same time, the conversion rate of trainees in attitude, skills and knowledge is not equal.

Therefore, the essence of training is that trainees have the necessary conditions to change their corresponding knowledge, skills and attitudes after training on the premise that there is a gap between the status quo and the goal, the internal and external environment changes and the company's strategy is adjusted.

2. Training is the management of the learning process.

Training is to improve performance by guiding behavior changes. Unlike education, training can have an end, and training is endless.

In order to be more efficient, training needs to be learner-centered, not trainer-centered. Training should not be regarded as a "once and for all" investment in employees. On the contrary, it should be regarded as an investment that runs through the growth of employees and the development of enterprises.

The task of a trainer is to keep a leading position in the development of the learning world and support the highest goal of human resources development in enterprises.

Once effective enterprise training is implemented, enterprises will gain greater benefits, operators' own abilities will be developed and their potential will be brought into play. Training must run through the whole business activity. Training is a means to an end, not an end in itself.

All enterprises that want to succeed should fully train and motivate their most important resource-people.

3. Enterprise training is generally divided into three parts: what should be known; Skills and techniques; Attitude training.

(1) What you should know, including corporate vision, rules and regulations, corporate culture, job responsibilities, basic knowledge of your own job, etc. , which can be completed by human resources and department heads.

(2) Skills, skills refer to the ability to meet the job, and skills can be acquired through continuous practice.

(3) Attitude training, employees' attitude determines their professionalism, team spirit, interpersonal relationship and career development. If the attitude is not correct, it will seriously affect the development of enterprises and individuals. Employees' working attitude should be guided by correct ideas, well influenced by corporate culture, reasonable system incentives and necessary training experience.

4. The essence of enterprise training is to help people understand and change in knowledge, methods and skills. The purpose of training is to have a positive effect on enterprise performance. There is no need to set artificial boundaries for training. Any way to help people change can be training. Fundamentally speaking, the concepts of consultation, counseling and training can be integrated.