Concept innovation can enhance the training awareness of enterprises and establish correct training concepts, and innovation of operation mechanism and methods can provide necessary implementation guarantee for enterprise training. Keywords: the importance of employee training innovation. In the new era, the importance of enterprise staff training, science and technology are changing with each passing day, and reform and innovation will never stop. The world has entered the era of highly developed network and knowledge economy, and the competition among enterprises is becoming more and more fierce. The key to win in the competition lies in whether there are stable and sufficient high-quality and high-level enterprise employees. Therefore, strengthening employee training has become one of the most important tasks in enterprise management. Practice has also proved that well-organized, scientific and systematic enterprise training can make employees grow rapidly in business ability, work efficiency and work mentality, and become excellent employees of enterprises as soon as possible, providing talent guarantee for the sustained and steady development of enterprises. Through employee training, we can not only update employees' knowledge in time, but also cultivate employees' strong sense of belonging and ownership. The training of enterprise employees includes not only the necessary technical skills training, but also the infiltration of enterprise cultural spirit. Learning a strong corporate culture can enhance employees' understanding and confidence in the enterprise, and then cultivate their sense of belonging and ownership. With a sense of belonging and ownership of the enterprise, employees can wholeheartedly make suggestions for the development of the enterprise, integrate their own development with the development of the enterprise, and focus on the development and interests of the enterprise. Second, the status quo and problems of enterprise employee training At present, although enterprise employee training has become the focus of enterprise human resources work, there are still many problems in the specific training work, mainly in the following aspects: First, the enterprise itself does not pay enough attention to employee training and lacks necessary and sufficient investment. For a long time, enterprises have paid special attention to the improvement of efficiency in production development, but often paid insufficient attention to the training of employees and invested relatively little. This is mainly because the main managers of enterprises have neglected the training of employees. They believe that at present, employees in enterprises have many ideas and great mobility, and often spend a lot of manpower, material resources and financial resources on training. As a result, they can't keep talents, but make wedding clothes for others. Therefore, they do not attach importance to staff training. Even if some training activities are carried out, they are often just a formality, with only form and no content. Second, the limited training work lacks systematicness and effectiveness, resulting in blindness and waste of employee training. The training of employees should proceed from the reality of each enterprise and be targeted. The content and process of training should be systematic and effective. Only in this way can the training of employees have certain significance and function. However, the current staff training work is not based on the actual needs of enterprises. In the specific employee training process, there are the following problems and shortcomings: 1. The training plan was copied and the training work was formalized. According to the specific situation of each enterprise, the employee training scheme should be different, which should not only reflect the unique characteristics of the enterprise, but also solve the development problems of the enterprise itself. However, in the actual training work, some enterprises copy the training programs of other enterprises in order to cope with things, the training process is too formal, the training is not combined with the development strategy of enterprises, and even the design of content, methods and training courses is out of touch with the actual situation of enterprises. 2. The choice of training object is arbitrary and extreme. At present, there are two misunderstandings in employee training in enterprises. First, only "idle" personnel are sent to participate in relevant training, and "busy people" continue to be busy in the unit. "Idle people's training is useless, and those in urgent need of training have no chance to train". Second, for all important and meaningful training, a fixed number of enterprise elites are always sent to train, while the necessary training for other personnel is ignored. 3. The training time is short and the training method is simplified. At present, enterprises usually do not attach importance to employee training, and cram for training when necessary, which leads to the short-term training plan, unsystematic content and low effect, which leads to the simplification of training methods. New employees only receive basic pre-job training and go to work directly, while old employees' training content remains unchanged for a long time, and there is no innovation. 4. There is no uniform standard for training effect evaluation, and the follow-up investigation is not strong enough. Staff training is a process to improve the quality and ability of employees, and the results of staff training play an important role in the future development of enterprises. Therefore, it is necessary to conduct a unified and strict training evaluation on the effect of employee training in enterprises, and conduct necessary regular research on the work efficiency after training, so as to lay the necessary foundation for employee retraining in enterprises. But in fact, many enterprises only pay attention to the preparation before training and the implementation of the training process, while ignoring the evaluation and follow-up investigation after training. This kind of thinking and behavior itself does not understand the significance and function of employee training, which will inevitably make the training work get twice the result with half the effort. Third, the innovation and development of enterprise staff training Under the new situation of economic globalization, intensified world competition and China's accelerated transformation of economic development mode and promotion of enterprise transformation and upgrading, the long-term sustainable development of enterprises is increasingly dependent on the strength and innovation ability of talents, so it is particularly important to strengthen and innovate enterprise staff training. The traditional ideas, methods and methods of employee training in enterprises can no longer meet the needs of enterprise development today, and it is urgent for enterprise employee training to innovate and develop from reality. 1. It is necessary to change the traditional training concept and establish a correct training concept. Only by innovating the concept of enterprise training can we enhance the awareness of employee training; Only by innovating training concepts can enterprises establish correct training concepts. The innovation of enterprise training concept is mainly reflected in the following four aspects: First, we should firmly establish the concept of "human resources are the first resource", put employee training in the key position of enterprise human resources management and long-term development planning, increase investment in enterprise training while the top management attaches importance to employee training, put this investment before other inputs, and correctly treat the relationship between human capital input and output from the perspective of enterprise sustainable development. Second, employee training must be contemporary and strategic, which should not only meet the needs of the times, but also be combined with the strategic development of enterprises to carry out employee training in enterprises from a higher and longer-term perspective. Third, employee training should focus on the construction of enterprise talent team and the actual situation of employees, highlight the cultivation of talents in key and core positions of enterprises, take the cultivation of compound talents with one specialty and many functions as the main direction of enterprise training, take the cultivation of talents in short supply combined with high skills as the training focus, and take the training of job transfer and surplus personnel as an important supplement to enterprise human resources, so that the enterprise talent team can be effectively supplemented and developed. Fourth, employee training should adhere to the "people-oriented" training concept, pay attention to analyzing the different needs of different employees, care about the needs of employees' career development, guide employees to participate in enterprise training from the perspective of achieving mutual benefit and win-win between enterprises and employees, and effectively solve the problems of inactive employee training and unsatisfactory training effect. 2. Establish a dynamic training mechanism. It is necessary to innovate the training mechanism, establish and improve the enterprise training operation system, and ensure the smooth and effective training. In order to achieve certain results, it is necessary to establish a dynamic training mechanism. First, we should pay special attention to employees' personal career planning and establish a scientific career development mechanism. This requires that the training work should proceed from the employees' reality, and through the understanding, analysis and measurement of employees' personal career planning and future career expectations, formulate corresponding practical career development and training plans, retain key positions and core talents of enterprises, reduce the turnover rate, and achieve the purpose of effectively developing human resources. Second, we should pay attention to the cultivation of employees' lifelong learning habits. Through regular and irregular systematic training, employees can truly realize that the effective means to improve their survival and development ability is to persist in lifelong learning and constantly update their knowledge and skills. The lifelong learning mechanism of enterprise employees promotes the construction of learning-oriented enterprises, which is of great significance to shaping excellent corporate culture and enhancing the comprehensive competitiveness of enterprises. Third, strengthen employees' sense of competition and establish a fair competition enterprise mechanism. In training, enterprises should not only pay attention to improving employees' production skills, innovation ability, survival and development awareness and benefit awareness, but also pay attention to the fair competition awareness training of "survival of the fittest and survival of the fittest". The establishment of fair competition mechanism requires perfecting the dynamic management of employees, changing the traditional "static" personnel management mode, paying attention to the new changes and developments of employees, looking at employees with a developmental perspective, examining risks with a changing thinking, and establishing an eternal risk awareness. 3. Innovative employee training methods. Under the new situation, we must abandon the traditional training methods, innovate training methods, and actively explore, learn from and apply various advanced training methods in order to improve the training quality and achieve the training purpose. First, it is necessary to formulate scientific and effective training plans and programs, investigate and analyze the training needs of employees within the enterprise, closely link the development strategy and long-term development goals of the enterprise, scientifically set short-term and long-term training goals, implement all-staff training, and implement the training plan in a planned and step-by-step manner. Second, it is necessary to formulate specific responsibility rules for the implementation of employee training, implement the specific staff responsibility system, ensure the smooth and effective training from the aspects of manpower, material resources and financial resources, and avoid the premature death of the training plan. Third, improve the evaluation mechanism of employee training. Incorporate the participation and effect of employee training into individual year-end assessment, job change and salary incentive and restraint system, promote training with system and promote development with pressure. Fourth, make comprehensive use of modern office tools and advanced network resources, innovate enterprise training mode, and improve the quality of employee training. In addition to classroom training, outdoor expansion, field trips and other learning and training methods, we can also use multimedia facilities such as computer networks to build a modern learning and training platform for employees, break the time and space constraints of learning and training, and carry out various trainings according to local conditions to improve the quality and ability of employees. Fifth, the training methods should be colorful and constantly enhance the effectiveness of training. For example, regularly invite enterprise executives, internal professionals, professional managers, people in the same industry, university teachers or experts and scholars to train employees in various contents; Create conditions to establish an internal library, organize all kinds of professionals to study, establish an internal training textbook library of enterprises, and encourage employees to use their spare time to study by themselves; Cooperate with universities to carry out various trainings, and send enterprise managers and outstanding employees to universities or related institutions for training; Conduct project actual combat and internal rotation training for managers, and strengthen the training of comprehensive abilities such as leadership, strategic thinking and communication skills for newly promoted and hired managers; Take the way of "mentoring by famous teachers", organize high-skilled talents with practical work experience, excellent skill level and unique skills to recruit apprentices and apprentices, accelerate the growth of young skilled talents, and cultivate and stabilize the team of high-skilled talents in enterprises; Carry out a "vocational skills competition" to commend and reward outstanding employees. In the design of internal salary system, departments and individuals with outstanding performance in learning and training are rewarded, learning and training indicators are included in the annual assessment of employees, and training is regarded as a necessary condition for salary promotion and job promotion, so that employees can personally experience the role of training and change "I want to train" into "I want to train", thus improving the training effect and ultimately improving the comprehensive competitiveness of enterprises. In short, with the economic globalization and the transformation of China's economic development mode, we will vigorously develop emerging industries and promote the transformation and upgrading of enterprises, and the competition among enterprises is increasingly reflected in the competition for talents. Whether it is the objective requirement of external market competition and enterprise development, or the subjective desire of employees to become talents themselves, it is necessary to continuously strengthen the training of employees, scientifically and reasonably reserve talents and actively develop human resources from the actual needs of enterprises and the objective reality of employees, so as to provide a steady stream of motivation for enterprise development. [2], Yao, Staff training practice [M]. Beijing: Machinery Industry Press, 2008[3] Yu Miao, Kong Yan. Enterprise Strategy and Training Needs [M]. Shanghai: East China Economic Management, 200 1[4] Wu Yali. Brief Analysis on Staff Training in Enterprise Human Resource Management. Science and technology square, 2008.