First, pay more attention to education and training. With the strengthening of staff training, the quality of training has been greatly improved, but the long-standing negative attitude of "speaking is important, doing is secondary, and being busy is unnecessary" has not been completely abandoned. The support and working attitude of enterprise leaders and responsible departments for employee training is the key to whether the company can successfully carry out various trainings.

Second, do a good job in training demand analysis. Effective enterprise training goal should be a good combination of enterprise strategic goal and employee career development goal. Only when the training objectives of enterprises meet the development of enterprises and employees at the same time can they play the greatest role in promoting the management and development of enterprises.

Therefore, first of all, we should let employees know the development goals of the enterprise, and guide employees to integrate their personal development goals with the development goals of the enterprise according to their own development needs, and strive to achieve the "win-win" goal as the principle to improve the initiative and enthusiasm of employees in learning.

exist problem

First, the training demand analysis mechanism is not perfect. When considering the annual training course arrangement, enterprises often ignore the combination of corporate strategic goals and employees' personal development goals. The unclear learning objectives of employees do lead to passive acceptance of course knowledge or perfunctory work, and the training effect is not ideal.

Second, the training curriculum is not systematic, the training method is simple, the training process is discontinuous, and the training content is temporary, sudden and random. Conventional on-the-job training and remedial education are the main body, lacking forward-looking seminar-style learning exchange, and the training mode of single-line indoctrination fails to provide a broader platform for excellent employees to exchange resources and develop their potential, which is not conducive to the promotion and popularization of new technologies, new processes and good experiences.

Third, the short-sighted effect of training has not laid a good foundation for the long-term development of enterprises, the training setting is unbalanced, and there is a lack of pre-training for the medium and long-term goals that enterprises should achieve as soon as possible. Workers' posts lay particular stress on business training, while general manager's training mainly focuses on job training, ignoring the development training with development potential, which leads to the failure of business work in employing people.