1, face to face. It is suitable for arranging situational knowledge, training skills, strengthening attitudes, and being led by group learning lecturers. It has a strong learning atmosphere, clear learning objectives, and full communication among students, but it costs a lot of human and time resources. Focus on skills development and training, and accurately define training objectives, audiences and content outlines. Secondly, we should pay attention to the follow-up of learning effect after face-to-face teaching, and need to cooperate with other ways to promote the transformation of learning.

2. On-the-job consultation (guidance). The transformation of key business skills and the formation of working behavior habit consciousness in applicable situations are highly targeted and convenient for the transmission of real work experience, but they are greatly influenced by the limitations of individual experience, and the effect of employees' learning and reflection cannot be followed up. Accurately select the old staff to teach, and track and evaluate the learning effect in time.

3. Online training. It is necessary to know the basic knowledge of the meeting and the business knowledge of rapid iteration for the applicable scenario. Convenient and fast, online interaction is fresh and interesting, which stimulates learning enthusiasm, but the training effect cannot be followed up and knowledge cannot be transformed into skill level. Choose other learning methods to promote the transformation of training effect.