2. Position-oriented, which is set for specific positions. Relatively speaking, the workload is relatively large, which is suitable for the early stage of enterprise development and when the post level is relatively streamlined, so that each post can know the enterprise training courses that he needs to receive at this post level and what courses he needs to learn when he is promoted to a higher level, so it is highly targeted. When adopting this model, we should not only pay special attention to the post skill level, but also pay special attention to the courses to improve the overall quality of employees when setting up the curriculum system.
3. Department type. Setting courses for departments, small-scale enterprises can adopt this model, which can make each department know the regular courses of its own department at a glance. At the same time, when adopting this model, we should pay attention to the characteristics of functional subdivision of each post and the level of post skills.
4. Developmental. Based on the perspective of human resources development, the model is mainly divided into four stages: new employee training course, employee basic job skills training course, job skills upgrading training course and employee personal growth training course.
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