1. Establish a perfect staff training system. In order to ensure the effectiveness and incentive of training, the organization should systematically formulate training development plans for all departments and posts around the development strategy, combine employee career planning with organizational development goals, formulate personalized training plans for each employee, build personalized development space, provide sufficient training opportunities, and combine training with employee development. First of all, the training effect is included in the scope of employee performance appraisal, and the established employee performance appraisal system contains the target requirements of improving employees' knowledge and skills; Secondly, the improvement of personal knowledge and skills is regarded as the basis of dynamic and rational allocation of human resources, so that employee training is closely related to promotion and career development; Thirdly, take training as an important way to motivate employees, and determine the number and level of training opportunities for employees according to their performance and contribution to the organization, so that employees can actively obtain training opportunities.

2. Improve the pertinence of employee training. The goal of organizing employee training is to realize the overall strategic goal and production and operation goal of the organization, but at the same time, we should also consider the status quo of employees' knowledge and skills, hobbies, career planning, work characteristics, employee age and so on. Training should guide employees to grow in a planned way to adapt to organizational development. We can't train for the sake of training. Starting from the actual work needs, we should analyze and study organizational needs, job requirements and personal wishes, grasp organizational needs and personal needs, and find the combination of * * * and needs. According to the different learning requirements of organizations and employees at different stages of development, we should scientifically set training objectives, determine the content of employee training, and prioritize so that every employee can actually use the training results in the organization after receiving training.

3. Adopt flexible training methods. Staff training can take two ways: on-the-job training and off-job training. It is necessary to highlight the value and practice of on-the-job learning and overcome the prejudice that training is to concentrate on learning after leaving the post. In order to make the training achieve the expected effect, we must adopt various training methods, change the situation that theoretical teaching dominates the whole country, flexibly adopt case analysis, scenario simulation, special research and other methods, and also organize students to visit famous foreign enterprises to encourage employees to use computer network teaching methods for decentralized learning in their spare time. Regularly send outstanding employees to study abroad to broaden their horizons and enrich their learning experience. For employees of modern organizations, there are three most attractive forms of training: going to colleges and universities for further study and studying for master's or doctoral degrees; Jointly develop projects or products with large enterprises or scientific research institutions at home and abroad, and get training and improvement in practice; Participate in academic seminars at home and abroad and communicate with senior personnel in the same industry. Organizations should adopt different training methods according to different objects, different purposes and different contents to achieve the best training effect.

4. Enhance the crisis awareness of staff training. The continuous development and progress of science and technology, the continuous enterprising and innovation of the organization require employees to constantly update their knowledge, technology and concepts, and have a strong sense of crisis, otherwise they may be eliminated by the organization. In an organization with clear rights and responsibilities and the pursuit of maximizing benefits, fierce job competition is inevitable, and it is not surprising that employees are under work pressure and have income gaps. Only by participating in various trainings can employees turn pressure into enterprising motivation, form an atmosphere of self-learning and mutual learning, and constantly improve themselves in practice, so as to adapt to the ever-changing working environment and alleviate the pressure of post competition. Crisis awareness can encourage more and more employees and even all employees to participate in learning, thus creating a "learning organization".

5. Create an environment for the transformation of training results. The organization should closely combine the training results with the position, salary and promotion, implement the policy of linking training with use, and take the effectiveness of employee training as one of the basis for organization recruitment. For those employees whose knowledge, skills, behaviors and attitudes have been significantly improved through systematic training and assessment, the organization should recognize their new values in time so that they can gradually get promotion opportunities. Employees who still can't meet the basic requirements of the post after attending the training must leave, transfer or be laid off, and the level and effect of training are closely linked with the personal development space of employees. By creating an atmosphere for the transformation of training results, employees are aware of it. Only by constantly learning, improving their own quality, working hard and achieving excellent results can they get opportunities to develop and enhance their value, thus encouraging employees to actively participate in training and study hard.