1, formulate specific and clear enterprise talent training objectives.

Managers should be clear about the current human resources situation of enterprises, and do a good job in talent reserve according to the future human resources needs of enterprise strategic planning. How to make up the realistic gap between them is the key to cultivate transformational talents. We can start with the inventory of human resources in enterprises, the structure of human resources and the inventory of human resources in established key positions.

2, grasp the core object of enterprise personnel training.

Many enterprises pay attention to grass-roots employees, not middle and high-level talents. The core object of enterprise training is middle and senior talents, which can ensure the future development of enterprises. Excellent department heads can bring better grass-roots employees. In fact, the management of enterprises is basically undertaken by grass-roots personnel, but those who organize them are employees who are more capable and willing to be promoted, which is the talent resources that enterprises need in the future. Training is to concentrate resources on managers and potential employees, so that enterprises can prosper.

3. Standardized performance of duties by managers is the most critical method for personnel training.

The human resources department in an enterprise does not undertake the task of employee training, but is only the organizer of enterprise talent training. Managers set goals, and then take action to effectively communicate them to department employees. Managers classify and assign jobs specifically, and organize appropriate structures to complete tasks.

4. The creation of learning atmosphere within the organization is the catalyst for talent training.

It is very important for colleagues who build a talent training system to create an organizational atmosphere that advocates learning. Fully aware of the problems existing in the company's business development, learn from the benchmark enterprises in a targeted manner, so as to find their own gaps. Facing the gap, there will be a direction for improvement and something to learn. Senior management of enterprises should set an example and regularly carry out various forms of training, learning and exchange meetings.