Usually, a complete training system consists of four parts: training course system, training instructor management system, training effect evaluation and training management system. Training courses are based on the analysis of training needs. According to the universality, foundation and improvement of training courses, training courses are divided into three categories: employee induction training courses, fixed courses and dynamic courses.

Second, choose training instructors.

Lecturer is the source of the whole training process, and the level of lecturer determines the quality of training. There are basically two sources for training lecturers: one is external employment; The second is the internal lecturer of the enterprise. The main tasks of lecturers are to give lectures, compile teaching materials and participate in the setting of training courses. In order to ensure the high quality of the lecturer team, enterprises should formulate a "lecturer qualification certification system", which can be certified from four aspects: professional knowledge, professional experience, achievements and expression ability. The performance of lecturers can be assessed once every six months or once a year, and the survival of the fittest can be eliminated. At the same time, in order to support and encourage lecturers to actively carry out training work, lecturers are given certain time to engage in the development of teaching materials and certain lecture fees and teaching material development fees. Finally, enterprises should help lecturers improve their professional level and organize them to carry out professional training and skills training.

Third, how to know the effect of each training?

First, the evaluation of the reaction level. This evaluation is mainly to evaluate the trainees' views on the training instructors and whether the training content is appropriate. This is a shallow assessment, usually by designing a questionnaire.

Second, the evaluation at the learning level. Mainly to check how much knowledge and skills the trainees have mastered through training. It can be checked by written examination or writing a report on learning experience.

Third, the evaluation at the behavioral level. This layer is concerned about whether trainees will apply their knowledge and skills to practical work through training and improve their work performance. This evaluation can be carried out through performance appraisal.

Fourth, the evaluation at the level of results. The core issue of this evaluation is whether the training will have an impact on the operating results of the enterprise. The evaluation content of the result layer is the ultimate goal of enterprise training, and it is also the biggest difficulty of training evaluation. Because it is not only training activities that affect the operating results of enterprises, but also many other factors will affect the operating results of enterprises.