1, teaching method:

The traditional training mode means that trainers systematically impart knowledge to trainees through language expression, hoping that these trainees can remember important concepts and specific knowledge.

2, job rotation method:

This is a method of on-the-job training, that is, trainees can change jobs within a predetermined time, so as to gain work experience in different positions, which is generally mainly used for new employees. Nowadays, in order to train young managers of new enterprises or future managers with management potential, many enterprises adopt the way of job rotation.

3, work guidance or counseling/internship methods:

This method is to train the trainees by an experienced technical expert or direct supervisor. If it is a single one-on-one on-site individual training, it is called mentoring training commonly used in our enterprise. The task of the coach in charge of guidance is to teach the teachers how to do it, put forward suggestions on how to do it well and encourage the students.

In addition, there are discussion method, audio-visual technology method, case study method, enterprise internal computer network training method and so on.

Extended data:

When developing human resources, the main factors to be considered are:

1, the goal of learning. Learning objectives directly affect the choice of training methods. Generally speaking, if the purpose of learning is to know or understand general knowledge, then the methods such as program teaching, multimedia teaching, speech, discussion and case analysis can be adopted. If the purpose of learning is to master some applied skills or special skills, it is best to adopt the methods of demonstration, practice and simulation.

2. It takes time. Because of the different time required by various training methods, the choice of training methods is still influenced by time factors. Some training methods need a long preparation time, such as multimedia teaching and video teaching; Some training takes a long time, such as self-study, and it is necessary to choose the appropriate training method according to the time invested by enterprise organizations, learners and trainers.

3. Required funds. Some training methods require less money, while others cost more. Such as lectures, brainstorming, group discussions, etc. The expenses are generally not too high, mainly travel expenses and accommodation expenses; The cost of interactive learning and multimedia teaching is staggering, for example, buying various supporting equipment requires a lot of money. Therefore, we should consider the consumption ability and affordability of enterprises, organizations and students.

4. The number of students. The number of students also affects the choice of training methods. In the case of small number of students, group discussion or role-playing is a good training method. However, when the number of students is large, lectures, multimedia teaching and large-scale seminars may be appropriate. Because the number of students not only affects the way of training, but also affects the effect of training.

5. Characteristics of students. The basic knowledge and skills mastered by learners also affect the choice of training methods. For example, when students have no computer knowledge, computer training or multimedia teaching may not be suitable; When students are less educated, the effect of autonomous learning will not be very good; When most students are not good at analysis and expression, it is difficult to achieve the expected results in debate or group discussion. Therefore, the choice of training mode should also take into account students' own knowledge and coping ability.

6. Relevant technical support. Some training methods need the support of relevant scientific knowledge or technical tools. For example, computer-based training naturally needs the cooperation of computers; Interactive video learning requires at least the use of computers and DVD players; Multimedia teaching needs the support of more acousto-optic equipment. Therefore, whether the training unit or organization can provide relevant technology and equipment will directly affect the adoption of high-tech training methods.