Modern enterprises are inseparable from corporate culture, and corporate training culture is only a part of corporate culture. Simply put, enterprise training can be divided into two types, namely active training and passive training. Active training refers to the learning behavior of employees in order to improve their own quality, while passive training refers to the learning opportunities and arrangements provided by employers in order to make employees have certain abilities or qualifications. So, how to make these two behaviors become culture? The answer is-both actions and activities must be meaningful, whether for employees or enterprises, that is, a win-win situation. Example 1: An employee with only high school education obtained this course (or junior college education) through his own efforts without affecting his work. After the enterprise knows this situation, it can immediately sign an agreement or make a verbal commitment with the employees. As long as employees continue to serve the company for N years, the tuition fees will be fully reimbursed after the expiration. Example 2: Enterprises need a metrological inspector, and this position needs textual research. Then, you can promise or establish a new post salary before assigning employees for this training assessment, so that holders and non-holders can be treated differently. In this way, passive learners will not complain, and even have the effect of competitive participation, which is a good thing for enterprises. The above is my humble opinion, I hope I can help you.