When enterprises first introduced Donald training, they usually regarded training as a kind of welfare, focusing on expanding knowledge, improving literacy, inspiring morale and adjusting mentality. Therefore, this stage of training often depends on external forces, and employee satisfaction is used as the evaluation standard of training effect.

Second, the training management stage

The enterprise has done some sporadic training, and has begun to take shape after 2-3 years of incubation and precipitation. Training has gradually started to operate periodically and in stages, and employees' satisfaction with training is increasing day by day. Donald's training courses are getting better and better. At this time, the training manager can build a post competency model through job description, job analysis and behavioral event interviews, combined with the company's own situation, and establish a curriculum system according to the competency model.

Third, the talent training stage.

At different stages of development, training has different emphases. In the initial stage of training system construction, due to the result orientation, training resources are often invested in business departments and team building; In the development period of training, it tends to improve the comprehensive quality and ability of all employees. Therefore, during this period, most enterprises will establish a curriculum system oriented to the post quality model, and pay more attention to building a strategic-oriented talent echelon in the mature period.

Fourth, the stage of transformation and upgrading.

With the gradual improvement of enterprise training awareness, the continuous improvement of training tools and technologies, and the diversification and practicability of training forms, the development of enterprise training has gradually shown a trend of strategy, functionality, specialization and systematization, and the types of courses have gradually developed to the general, post, enterprise and industry levels.