① Stimulate the willingness to learn.
The first step to stimulate willingness is to tap the needs of students. Many trainings are ineffective because they do not solve students' work difficulties. Enterprises can first understand students' needs through questionnaires, personal interviews, collective discussions, practical observation, etc., and then design corresponding training content to tell students what training can bring to them and stimulate their willingness to learn.
② knowledge input
Many enterprises will adopt online+offline mixed training. In this way, enterprises are required to provide convenient "knowledge input" channels for students in the early stage of training, such as putting theoretical knowledge, classic cases and other contents into the platform of enterprise training system in advance, so that students can learn deeply, digest and absorb, and then go offline to carry out practical activities, experience reflection, exchange and interaction, solve difficult problems and accelerate the transformation of training effects.
③ actual combat drills
The acquisition of job skills depends on a lot of training, and it is unrealistic to expect students to train themselves in the training process. The training manager should guide the students to learn. If it is to train interpersonal skills, students can achieve familiarity through scenario simulation. If it is knowledge training, students can output high-quality programs, enhance their application awareness and improve their proficiency.
I hope this helps.