Training demand survey The training demand survey is conducted within the enterprise, which is divided into middle and senior managers and grass-roots employees. All middle and senior managers were interviewed and grass-roots employees were sampled. The following two points are clear: 1. Clarify the orientation of enterprise training. On the basis of defining the strategic management, operational coordination and organizational functions of enterprises, a standardized training management system is established. As the human resources department of an enterprise, it should not only undertake the human resources management function of the enterprise, but also undertake the overall training function of the enterprise, so as to integrate training resources and establish a standardized, institutionalized and streamlined training management system. Clearly define the scope of training management, monitoring, support and service provided by the human resources department of the enterprise. 2. Clarify the objectives of enterprise training ◆ Clarify the vision and expectations of all levels of the enterprise, especially the top management, and determine the key points and breakthrough points of training in the short term; Actively publicize corporate culture, enhance employees' sense of identity with the enterprise, and improve the cohesion of the enterprise to employees; Initially establish a learning organization to cultivate and enhance the core competitiveness of enterprises' sustainable development; ◆ Through the establishment of training system, all kinds of management talents and technical talents needed by enterprises are trained from the inside. The first stage of training system construction is 1. Formulate and improve the training management system, and adjust the existing management system and process according to the training survey results and implementation feedback. Clarify the division of responsibilities of training institutions, functional system department contacts and human resources department training leaders; Clarify the infrastructure of training management system; Establish enterprise basic training management platform; Standardize the management of training work; Provide corresponding management basis for the development of training work. 2. Build a training management team, set up a training management team, conduct relevant training for the training leaders of each management team, and strengthen the communication of training management experience. Improve the training management awareness and level of the team. Through the establishment of inter-team management mechanism, the professional training management team of enterprises is cultivated. 3. Establish an internal trainer team, formulate the Measures for the Management of Internal Lecturer Team, and select excellent managers with training and teaching ability to form an internal lecturer team. Including training a group of high-quality public course trainers and product professional trainers; Ensure that each department of the enterprise has a job skill trainer; Determine the leaders of new employees in each department, and clarify the functions of leaders and reward and punishment measures. The second stage 1, improving the training course system, focusing on the development of business skills and service awareness training courses for front-line employees and professional quality training courses for middle-level and above employees. The contents are mainly professional or systematic public teaching materials such as standardized operation manuals, job descriptions and work processes formulated by various professional functional departments. Introduce the skills training courses and management skills courses required for important positions. There are three ways of introduction: sending internal trainers to participate in external training courses, carrying out secondary development and forming internal training courses of the company; Hire external trainers directly, set up external training courses and external trainer groups; Buy CDs, books, etc. from outside. 2. Vigorously carry out new employee training, system professional training, marketing training, management training, reserve personnel training and other related training. 3. Do a good job in the planning and publicity of training programs. Through careful planning and publicity of training projects, a good training atmosphere is created and the training effect is improved. Take the most suitable methods for different training courses, such as role-playing, case discussion interaction, classroom teaching, story introduction of benchmarking personnel/enterprises, outward bound training, etc. Carefully plan the training time, place, arrangement of training process, assessment and improvement after training, and win the support and participation of the company's top management to the maximum extent, thus improving the training effect. The third stage is to evaluate and improve the training effect. In order to ensure the effectiveness of training, we will improve the content of teaching materials, lecturers and teaching methods, training organization and training follow-up in time through the evaluation results of training effect in satisfaction, knowledge, behavior and performance, so as to improve the training effect. So that the training system is more in line with the needs of the company's business development and personal development of employees.