1. Participation

In the process of training, action is basic. If the trainees just keep a static and negative state, it is impossible to achieve the purpose of training. In order to arouse employees' enthusiasm for training, some Japanese enterprises adopt the system of "self-application" and fill in application forms regularly, which mainly reflect the improvement and development of employees' ability in the past five years, the development direction in the next five years, and the self-design of personal ability development.

Then, the superior will interview according to the employee's application, communicate with each other and unify their views. Finally, the superior shall fill in the employee application form and report it to the personnel department for storage in the personnel information database, which will be used as the basis for formulating the employee training plan in the future. At the same time, this system also has a very important psychological function, which makes employees aware of their "autonomy" in their work and the status of masters of enterprises, unblocks the channels of ideological exchange between superiors and subordinates, and is more conducive to promoting collective cooperation and collaboration.

encourage

Only those who really want to learn can learn. This desire to learn is called motivation. Generally speaking, motivation comes from demand, so in the training process, various incentive methods can be used to make trainees have the willingness to learn because of the satisfaction of demand.

3. Application

The fundamental difference between enterprise employee training and general education is that employee training emphasizes pertinence and practicality. What enterprises need, what employees lack, we should cultivate, and strive to overcome the tendency of being divorced from reality and moving closer to academic education. We should emphasize the actual effect and apply what we have learned, not the training of formalism.

4. Teaching students in accordance with their aptitude

Enterprises not only have many posts and uneven levels of employees, but also have individual differences in personality, intelligence, interest, experience and skills. So there is a difference between what employees have and what they don't have. Pay attention to the difference between what employees have and what they don't have in training.

Obviously, the training of enterprises should vary from person to person, and it is not possible to train employees by "marching in a hurry" in general education. That is to say, we should choose different training contents and training methods according to different objects, and some even make training development plans for individuals.